What is DEIB? Diversity, equity, inclusion, and belonging (DEIB) are significant subjects in numerous organizations. Nevertheless, they may require some effort to grasp. We’re here to clarify these concepts and provide you with a few suggestions for initiating DEIB efforts in your workplace.
You may come across various abbreviations—EDI, DEI, JEDI, DEIB—and we’ll explain what each signifies. For this conversation, the sequence isn’t crucial, but comprehending the principles is essential. It may be perplexing and daunting, yet don’t fret, we’ll navigate through each term.
The reality is that the concepts behind DEIB programs have existed for an extended period. They have gained even more visibility in recent years as acts of violence (and homicide) against individuals from Black, Brown, and AAPI (Asian American + Pacific Islander) communities have become markedly apparent.
Martin Luther King, Jr. once stated:
“Justice [for Black individuals] will not flow into this society merely from judicial rulings nor from eloquent speeches…White America must acknowledge that justice [for Black individuals] cannot be realized without transformative changes in the framework of our society.”
Although that quote is decades old, the notion embodies a pivotal moment of the past two years—or a racial awakening. As large-scale demonstrations and organized movements have surged in response to injustice, both the necessity—and chance—exists for implementing meaningful adjustments in workplaces worldwide.
In this article, we clarify the prevalent DEIB terminology for you. We’ll also illustrate how they interrelate, and share ideas for commencing DEIB efforts within your organization.
Utilize this article as a foundation for enacting genuine change at work.
What does DEIB represent?
Let’s begin with the fundamental definitions for each element of the DEIB acronym:
- Diversity encompasses all the ways in which individuals vary. This can include a spectrum of identity characteristics such as race, gender, sexual orientation, ability, age, and so much more.
- Equity signifies just treatment, accessibility, opportunity, and advancement for all individuals. It’s a state we’re aspiring towards—where identity doesn’t dictate how someone performs at work.
- Inclusion involves the process of fostering environments where various individuals and groups feel welcomed, respected, supported, and their significance in participating fully is clear. This entails integrating a diverse array of individuals in decision-making and authoritative roles.
- Belonging illustrates the experience of being accepted and included by those around you. You feel a connection with others and believe that your complete potential is realized at work.
So, that summarizes DEIB.
DEI refers to just Diversity, Equity, and Inclusion.
EDI stands for Equity, Diversity, and Inclusion.
And, JEDI means Justice, Equity, Diversity, and Inclusion.
5 Suggestions for DEIB in the workplace
We envision a future where all individuals flourish at work and realize their full human potential through diversity, equity, inclusion, and belonging. If you share that vision, here are 5 suggestions to help you begin.
1. Cultivate shared, continuous knowledge around key DEIB principles
Certainly, some may refer to this diversity or DEIB “training.” But why not illuminate what this truly should represent: opportunities for collective education, mission alignment, and personal/professional development?
When executed effectively, you can enable every member of your team to comprehend their role within the larger discourse (across all personal identities). Gradually, with a solid foundation, they’ll apply what they learn to effect systemic or programmatic transformations within their work areas.
We understand this sounds ambitious, and initiating is the primary challenge. Just ensure you have a consistent plan, however gradual it may seem to launch. The key is to avoid falling into the trap of one-time training sessions or other typical pitfalls of conventional diversity programs.
Be particularly attentive not to focus solely on the experiences or views of the majority. Gradual scaffolding is essential, and numerous DEIB specialists and educators can assist in these endeavors.
We recognize these subjects may feel extensive. Thus, our recommendation for most individuals is to initially concentrate on two high-priority areas:
- plant small seeds of impact by updating existing learning and development programs with DEIB principles
- equip people managers with the skills to lead diverse and inclusive teams
The most pressing work here involves creating the appropriate conditions for change by helping to remedy the harms that marginalized individuals are encountering. Then, preempting any future damage or missteps.
This brings us to…
2. Acquire support + resources for ERGs
What are Employee Resource Groups (ERGs)? That’s a good question. We define ERGs as:
“employee identity or experience-based collectives that aim to foster community in the workplace. ERGs are sometimes referred to as Affinity Groups or Diversity Groups.”
source: Ongig Diversity Glossary
Well-resourced ERGs are a crucial offering for members of marginalized groups to experience a deeper sense of safety, understanding, purpose, and camaraderie in their professional lives. They also form a foundational element of a robust DEIB strategy.
Here are several best practices for establishing ERGs:
- Encourage self-formed and self-managed groups with adequate allyship in place, especially in the form of executive support. Foster relationships between ERGs and those with the authority to alter policies and practices.
- Provide group leaders with the training and support needed to run these essential groups and advocate for the compensation adjustments they rightfully merit through this effort. Take it from two individuals deeply engaged in equity work daily—this work is intensive, both mentally and emotionally. Avoid unintentionally reinforcing harmful stereotypes by expecting unpaid labor from already-marginalized individuals.
- Promote thoughtful solidarity among groups by first ensuring that resource distribution is fair. Then facilitate regular interactions and resource sharing specific to DEIB, like those grounded in restorative justice practices.
- If you have
well-formed ERGs currently established, contemplate new viewpoints for experiences seldom addressed in the workplace, such as an ERG or initiative for first-generation professionals or a group centered on overlapping marginalized identities.
3. Explore beyond the realm of “conventional benefits”
When leaders discuss integrating a DEIB perspective into all aspects of the employee experience, benefits can seem like one of the most daunting areas to shift.
Begin with something that requires less effort, like introducing floating holidays. This can directly assist members of cultures and faiths not acknowledged by the government.
Examine your remote work, accessibility, and wellness policies. If the COVID-19 pandemic has taught us anything, it’s that maintaining employees translates to employers supporting the overall health and wellness of their workforce.
Conduct an evaluation of existing policies to ensure they accommodate flexible locations and schedules while equipping employees with the resources they need to perform effectively from home.
You may also wish to review any benefits or manuals that mention “families” or “parents” rather than “caregivers.” For some individuals, extended family and/or chosen communities serve as their principal support systems. Inquire how your bereavement policies can reflect that, or how you can expand benefits for parents to employees taking care of elderly relatives.
4. Overhaul your coaching + performance philosophy
Numerous manager training programs and performance management systems have not been refreshed for years. Certainly not since COVID, remote work, and DEIB have become central in workplaces.
Yours might even be rigid in an attempt to reduce biases when, in reality, it could be preventing employees from achieving their utmost potential.
Consider initiating a small advisory group of diverse employees from different departments and experience levels to assess your performance management system. Gather their honest feedback on what functions and what doesn’t in the current professional climate.
Inquire about which aspects of your system they value or appreciate, what induces stress or anxiety, and how the system can be adjusted to help them remain more engaged in their development.
Throughout this process, ensure you provide avenues for anonymous feedback through a tool like Jamboard. Then compile that feedback and evaluate it alongside these 6 tips for crafting more equitable performance management systems to identify what immediate and long-term modifications you might introduce. These encompass creating spaces for authentic dialogue and promoting regular feedback loops.
5. Examine pay equity + transparency
Did you just exhale deeply upon reading that? Yep, we understand this topic is multi-faceted even in the most equitable organizations. However, your DEIB efforts are incomplete if they don’t begin to uncover those layers.
Achieving this will require time, but there is no justice in your organization without pay equity.
In fact, avoiding the subject can make it considerably more difficult to earn trust from underrepresented groups—especially Black and Latina women, who earn between 57-64 cents for each dollar given to white, non-Hispanic men.
As per LeanIn.Org:
“prior to Covid-19, approximately one-third of Latinas and Black women had under $300 available for emergencies. Presently, those figures have surged to 47% of Latinas and 50% of Black women.”
The optimal places to begin are:
- ensuring you collect and compare current remuneration data (by group) to reveal inequities
- including salary ranges or specific salaries in job postings
The crucial action is to commence. Your bravery, collaboration, and dedication will fuel your success while learning from specialists will expand your field of awareness.
This endeavor can be immensely gratifying as a means to create a lasting impact on your organization (and the surrounding world). So begin today, or explore how you can assist those already engaged in this work within your company.
Why DEIB is Essential for the Hiring Process
Establishing a diverse, equitable, and inclusive hiring process is not merely a social obligation that you can boast about. It has evolved into a business necessity.
Companies that prioritize DEIB in their hiring practices can attract premier talent, encourage innovation, and guarantee long-term business success.
Here’s why.
Attracting Premier Talent
The inability to attract premier talent is the fourth largest risk organizations encounter, according to AON, a consulting and risk assessment firm.
However, organizations can mitigate that risk by demonstrating a commitment to DEIB, enabling them to attract candidates from a wider talent pool.
Job seekers, particularly those from underrepresented groups, prefer companies that visibly value diversity and inclusive workplace cultures.
By fostering an environment that honors various perspectives, your organization can attract a broader array of potential employees, thereby maintaining a robust talent pipeline.
Inclusive Hiring Practices Address Unconscious Biases
As highlighted in a recent article by Jason Chuei, a strategy and social impact leader, one effective approach to combat unconscious bias is by consciously nurturing an inclusive work culture.
The reality is that even the most well-meaning hiring managers may harbor unconscious biases that can adversely impact hiring choices.
The most effective method to eradicate these biases is by implementing structured hiring processes that reveal the inclusivity gaps in your organization.
These include standardizing interview questions, implementing blind resume evaluations, and utilizing diverse hiring panels. You’ll refine your tactics to guarantee that every candidate has a fair chance to succeed.
This, in turn, assists organizations in building genuinely diverse teams that introduce fresh ideas and insights.
Building Diverse Teams Enhances Innovation and Problem-Solving
Diverse teams tend to exhibit greater innovation and effectiveness in problem-solving due to the variety of experiences and perspectives they bring to the table.
This benefit is articulated by Joan Michelson, host of Green Connections Radio, a podcast aimed at sustainability innovators. He states, “A diversity of experiences at the table is necessary. Those who think differently generate the type of friction that spurs new ideas.”
In an atmosphere where diverse cultural, educational, and professional backgrounds are represented, companies
can unveil additional inventive solutions and propel significant transformation.
Your recruitment process, thus, serves as a vital entry point to guarantee this diversity is integrated into teams from the beginning.
Enhancing Employer Brand and Reputation
Organizations that emphasize DEIB gain not only a competitive advantage in recruitment but also enhance their brand and reputation within the marketplace.
Prospective candidates are increasingly investigating a firm’s position on diversity before submitting applications, and businesses that neglect to endorse inclusive hiring practices may struggle to attract top talent.
Conversely, companies recognized for their DEIB initiatives often appeal to potential hires as innovative, forward-looking employers where individuals from diverse backgrounds feel acknowledged and supported.
Clarity and brand authenticity are crucial for employer branding up to 2026, during which it is vital to showcase social proof and substantiated DEIB efforts. This practice would act as a cornerstone of the employee value proposition (EVP). Consequently, organizations lacking adequate transparency measures may risk failing to lure and retain quality talent, particularly in tough job market conditions.
Equal Opportunities in Leadership Positions
DEIB initiatives in hiring should extend to leadership positions, ensuring that varied talent is represented at every level of the organization.
As highlighted in this article published by Chief Learning Officer, “the transformational success of DEIB is heavily reliant on the knowledge, dedication, and actions of leadership. Leaders shape the culture of the organization, and their outlook on DEIB initiatives can greatly influence their effectiveness.”
Organizations with leadership reflecting a variety of backgrounds and viewpoints can more adeptly cultivate an equitable workplace, promoting a sense of belonging throughout the organization. Leaders from diverse backgrounds also act as role models and champions for DEIB efforts, ensuring that these principles are woven into the company’s culture and long-term vision.
Diversity in leadership is likely to remain a strong driver of talent acquisition and retention by 2026. Leadership that encompasses a wide array of experiences and perspectives provides tangible evidence of equity in the workplace. These leaders symbolize the removal of career barriers and growth opportunities accessible to individuals from marginalized communities.
DEIB Meaning: How Your Workforce Reflects DEIB Success
Here’s how your workforce can showcase the success of DEIB initiatives:
Measuring Job Satisfaction and Employee Engagement
A robust DEIB culture fosters greater job satisfaction and employee engagement at all organizational levels.
When staff members feel included and know they have equal access to opportunities, they are more likely to stay inspired and devoted to their roles. A sense of belonging is essential—team members who feel connected to the organization’s mission, and whose opinions are acknowledged and valued, are more engaged in their tasks.
- Improved Retention Rates: A workforce that exemplifies DEIB success typically experiences lower turnover rates because employees feel appreciated and supported.
- Increased Productivity: When team members from various backgrounds feel they can contribute authentically, they typically exhibit higher productivity, resulting in improved business outcomes.
Leadership Accountability and Representation
A genuine measure of DEIB success is the diversity found in leadership roles.
A company that has effectively woven DEIB into its culture will observe increased diversity at the highest levels, from senior management to executive roles. When employees from different backgrounds see others like them in leadership, it reinforces the belief that their organization provides equal opportunities for career advancement.
Here are some examples:
- Biogen: Their company statistics indicate that 53% of their management consists of women, and 30% are individuals of color. In their 2021 statistics, 3.7% of employees identify as having a disability.
- Centene: This organization boasts 76% female representation in their workforce (65% in managerial roles), 48% are individuals of color (36% holding management positions), and 10% of their employees identify as having a disability.
Measuring DEIB Success: Metrics and KPIs
Assessing DEIB success is essential for establishing a genuinely diverse workplace. It aids in understanding our performance and identifying areas for improvement. Therefore, we need to examine several vital metrics and key performance indicators (KPIs) that reflect our DEIB objectives.
Employee Surveys
One effective approach to evaluate DEIB success is through employee surveys. These surveys can yield invaluable insights into employees’ perceptions of their organizational culture. Thus, questions can encompass themes such as inclusive language, psychological safety, and whether employees feel they can express their unique perspectives. Regularly engaging with your team can clarify how your DEIB practices influence employee satisfaction.
Recommendations for 2026 and beyond: Advances in AI have introduced innovative approaches to employee assessments. These include in-depth analyses through pulse surveys that capture employee sentiment and tone. Utilizing these AI tools allows teams to forecast cultural contributions and psychological safety. These insights assess an employee’s long-term engagement and retention within the organization.
Representation Metrics
Next, contemplate monitoring representation metrics. This involves evaluating the leadership team and overall workforce demographics. Are you onboarding new employees from diverse national origins, gender identities, and socioeconomic backgrounds? Maintaining a varied workforce is not merely an asset; it is vital for creating a great workplace. It also guarantees that everyone feels valued and acknowledged, fostering a more inclusive environment.
Recommendations for 2026 and beyond: Companies must expand their focus beyond representation metrics during initial hiring processes by considering comprehensive career pathways. These include promotion rates (i.e., are individuals within particular communities being overlooked for promotions compared to their peers?) and access to learning opportunities. Ensuring equitable opportunities enhances a company’s employer brand by eliminating tokenism and superficial inclusion.
Employee Retention and Turnover
An additional crucial metric is employee retention. Elevated turnover rates can signify issues within the company culture. Hence, if employees from all backgrounds are departing, it may indicate that the organization is failing to provide a nurturing environment or is not valuing inclusive practices. Therefore, business leaders should analyze retention data in conjunction with exit interviews to identify challenges and refine their DEIB strategies.
Suggestions for 2026 and following: Organizations can adopt a more anticipatory strategy through predictive turnover. In-depth evaluations of employee sentiment studies and cross-referenced engagement metrics may unveil individuals vulnerable to departing the organization. Consequently, teams can execute strategic talent initiatives, enhancing retention metrics and reducing recruitment expenses.
Leadership Involvement
It’s also crucial to evaluate the engagement level of senior leaders in inclusion efforts. When HR executives and senior leaders actively advocate for and engage in diversity training, it establishes the culture for the whole organization. Therefore, their dedication fosters a culture of respect and motivates everyone to adopt inclusive practices.
Suggestions for 2026 and following: For improved accountability in leadership involvement, organizations might link performance evaluations to quantifiable DEIB KPIs. Natural language processing (NLP) software like Lattice provides a detailed perspective on performance data and growth monitoring, allowing teams to tackle inclusion gaps from the upper levels.
Employee Wellness
Finally, reflect on the overall employee wellness and mental well-being. A nurturing and inclusive workplace cultivates a strong sense of community among team members. Employees who feel secure and valued are more inclined to perform at their best and foster positive relationships within the group.
Suggestions for 2026 and following: With more than half of American workers (55%) reporting workplace burnout, addressing burnout equity could be a primary concern among employees. Leaders must ensure that identical resources and assistance are accessible to individuals from all backgrounds, aiding each employee in achieving work-life balance. The rate of check-ins should also be monitored evenly across the organization so that everyone feels welcomed and appreciated.
Our Motivation:
Ongig’s objective is to develop efficient and inclusive job descriptions that bolster your DEIB initiatives. Please request a demo to discover more.
This is a guest contribution from Viva Asmelash and Michael Gregor:
Viva Asmelash is a people operations and inclusion strategist who collaborates with select clients to develop sustainable diversity/equity/inclusion strategies, facilitating essential team discussions, and endorsing authentic, values-driven branding with a focus on inclusion.
Michael Gregor is a coach, trainer, and organization designer passionate about constructing just and joyful communities. Over the past 15 years, he has assisted leaders and teams in implementing transformative new operating models, systems, and practices prioritizing inclusion and participation.
If you need assistance, get in touch! We offer our knowledge regarding equitable performance management, equity audits, strategy, and coaching at liberationlabs.co.
Acknowledgments:
- Why Diversity Programs Falter And what works better (by Frank Dobbi and Alexandra Kalev)
- Here’s what occurs when salary is actually included in job postings (by Kathryn Vasel)
- The system is failing Latinas and Black women (by LeanIn)
- How to compensate your ERG leaders (by CultureAmp)
- Women still earn 83 cents on the dollar compared to men. Let’s address that. (by Charlotte A. Burrows)
- Transitioning from Control to Liberation in Workplace Performance Processes (by Viva Asmelash and Michael Gregor)
- What are Workplace Restorative Practices? (by Pollack Peacebuilding Systems)
- Now is not the moment to succumb to diversity fatigue. Here’s how to keep advancing (by Michael Ellison and Kristen Titus)
- Microsoft leads the pack of most transparent companies for diversity data. Here’s how far the top 5 have come — and where they can still enhance (by Marguerite Ward)
- A Workforce in Transition Prepares to Address a Variety of Challenges (by Aon)
- More than half of US employees report burnout ahead of holiday season, survey exhibits (by HrDive)