Diversity, equity, and inclusion

In the United States, diversity, equity, and inclusion (DEI) are organizational frameworks that seek to promote the fair treatment and full participation of all people, particularly groups who have historically been underrepresented or subject to discrimination based on identity or disability.^[1] These three notions (diversity, equity, and inclusion) together represent "three closely linked values" which organizations seek to institutionalize through DEI frameworks.^[2] The concepts predate this terminology and other variations sometimes include terms such as belonging, justice, and accessibility. As such, frameworks such as inclusion and diversity (I&D),^[3] diversity, equity, inclusion and belonging (DEIB),^[4][5][6] justice, equity, diversity and inclusion (JEDI or EDIJ),^[7][8] or diversity, equity, inclusion and accessibility (IDEA, DEIA or DEAI)^[9][10][11] exist. In the United Kingdom, the term equality, diversity, and inclusion (EDI) is used in a similar way.

Diversity refers to the presence of variety within the organizational workforce in characteristics such as race, gender, ethnicity, sexual orientation, disability, age, culture, class, veteran status, or religion.^[2][12] Equity refers to concepts of fairness and justice, such as fair compensation and substantive equality.^[12] More specifically, equity usually also includes a focus on societal disparities and allocating resources and "decision making authority to groups that have historically been disadvantaged",^[13] and taking "into consideration a person's unique circumstances, adjusting treatment accordingly so that the end result is equal."^[2] Finally, inclusion refers to creating an organizational culture that creates an experience where "all employees feel their voices will be heard",^[2] and a sense of belonging and integration.^[12][14]

DEI policies are often used by managers to increase the happiness, productivity, and collaborative efforts of their workforce and to reinforce positive communication.^[15] While DEI is most associated with non-elected government or corporate environments, it's commonly implemented within many types of organizations, such as within charitable organizations, academia, schools, and hospitals.^[16][17] DEI policies often include certain training efforts, such as diversity training.

DEI efforts and policies have generated criticism and controversy, some directed at the specific effectiveness of its tools, such as diversity training; its effect on free speech and academic freedom, as well as more broadly attracting criticism on political or philosophical grounds. In addition, the term "DEI" has gained traction as an ethnic slur towards minority groups in the United States.^[18][19]