What is DEI and what does it actually mean?

At its core, DEI is about universal civility. It is about ensuring fairness, and creating an environment where everyone has the opportunity to succeed.

In order to understand DEI, it is a good idea to look at what DEI actually means – so let’s break down each of these letters into their component parts: diversity, equity, and inclusion.

Diversity refers to variety. It is the presence of differences within a group, organisation, or society. According to the Oxford English Dictionary, diversity is defined as "the state of being diverse; variety; a range of different things." In a workplace setting, diversity encompasses a range of attributes, including socioeconomic background, sex, sexual orientation, veteran status, disability, pregnancy, parental responsibilities, neurodivergent as well as neurotypical, and age. It is about recognising and valuing different perspectives, even those that do not align with one’s own.

Equity is defined by the Oxford English Dictionary as "the quality of being fair and impartial." In a DEI context, it means providing fair access, opportunities, and resources to individuals based on their specific needs. Equity acknowledges that different people face different barriers and that treating everyone exactly the same does not necessarily result in fairness. Instead, it focuses on creating a level playing field by addressing and mitigating these barriers.

Inclusion, as defined by the Oxford English Dictionary, means "the action or state of including or of being included within a group or structure." It ensures that once diversity is achieved, all individuals feel valued and supported in their environment. Inclusion is about creating a culture where individuals, regardless of their background, feel safe to express their ideas, contribute to discussions, and be their authentic selves without fear of exclusion or discrimination.

So now we have a better understanding of what these terms mean, let’s take a more in-depth look at the role they each play.

The role of diversity

Diversity affects everyone. It is not limited to certain groups.

Diversity extends to all aspects of identity, experiences, and ways of thinking. As already discussed, hiring for diversity means considering a broad spectrum of candidates, including mothers returning to work, individuals from working-class backgrounds, those without formal degrees, pregnant women, transgender people, and many others. The goal of diversity is not to meet quotas but to build teams enriched by varied experiences and perspectives.

However, hiring for diversity needs to be balanced with hiring qualified candidates. Selecting employees based on diversity factors alone, without considering their ability to perform the role, is not effective. This is where equity and inclusion come into play. Organisations need to develop hiring processes that are both fair and unbiased, ensuring that all candidates – regardless of background – have a fair opportunity to succeed.

The role of equity

Equity ensures that all employees have access to the tools, support, and opportunities necessary to thrive. It is not about giving certain groups an advantage but rather, it’s about removing systemic barriers that can prevent equal participation.

To ensure equity in hiring practices and therefore giving everyone the best chance of success, companies can implement the following strategies:

• Structured interviews: use standardised questions for all candidates to reduce bias
• Blind recruitment: remove personal identifiers from applications to focus solely on skills and experience
• Diverse hiring panels: include individuals from different backgrounds in the recruitment process to gain varied perspectives
• Skills-based assessments: focus on a candidate’s ability to perform tasks rather than relying solely on educational background or past job titles
• Clear promotion pathways: ensure all employees understand how they can advance within the organisation and that opportunities are genuinely accessible to all

Research shows time and again that diverse teams lead to better decision-making and innovation, so by hiring the right candidate for the job – rather than hiring based on surface-level diversity factors – companies can build stronger, more effective teams that contribute to improved business outcomes.

Cassie Gasson, Co-CEO of Thrive, said: “Research consistently demonstrates that diverse leadership isn't just a 'nice-to-have'; it directly impacts the bottom line. At Thrive, we've seen this firsthand, with women holding 50% of senior leadership roles. This diversity brings different perspectives that challenge conventional thinking and drive more innovative solutions. Men and women biologically have very different perspectives, so having a diverse leadership team is vital to tackle an array of challenges and obstacles. This isn’t about ticking a diversity box, it’s about authentically valuing different viewpoints to build more resilient, adaptable organisations.”

The role of inclusion

Once diverse teams are successfully in place, what then? Ask yourself, do my workforce feel included? Are they presented with equal opportunities? Are they encouraged to bring different thoughts and ideas to the table without fear of being shut down? These are just some of the questions that are essential to encourage an inclusive culture where all employees feel supported and valued. Diversity without inclusion is also ineffective and it can lead to employees feeling isolated or unable to contribute in a meaningful way.

Dr Andrea Cullen, CEO and Co-Founder of CAPSLOCK, said: “An inclusive sector means creating an environment where women are heard, supported, and empowered to lead.  

“Beyond policy and incentives, organisations need practical steps to drive change. Many want to improve diversity but don’t know where to start, so taskforces providing resources on inclusive hiring and workplace culture can make a difference. We must move beyond conversation and amplify women’s voices, break down barriers and build an industry that reflects diversity.”

To create an inclusive workplace, organisations could consider:

• Open communication: ensure there is a workplace culture that encourages employees to share their perspectives without fear of being dismissed or penalised
• Training and education: provide workshops and learning opportunities on unconscious bias and inclusive leadership
• Mentorship and support networks: establish programmes that help employees from underrepresented backgrounds navigate their careers
• Flexible working arrangements: recognise that employees have different needs, such as childcare responsibilities or disabilities, and accommodate them where possible
• Feedback mechanisms: create safe spaces for employees to share concerns and suggest improvements without fear of retaliation

True inclusion means ensuring that all employees – not just those from traditionally underrepresented groups – feel a sense of belonging and contribution. It requires ongoing effort and a commitment from leadership to maintain a workplace culture that values different ideas and perspectives.

Creating an inclusive environment not only benefits the individuals, it also leads to better outcomes for companies and society as a whole. A more diverse and equitable workforce leads to greater innovation, better decision-making, and a stronger economy.

DEI is not checklist. It is an ongoing commitment to fairness, representation, and belonging. It means gaining the power of perspective and working with people who want to drive success in a meaningful and engaged way. But to get there, DEI efforts need to go beyond hiring quotas, companies need to prioritise equitable hiring practices, to encourage diversity, and once that is achieved, make sure employees feel included. For many of us, we left school long ago and as adults we choose our career paths – if someone wants to walk a career path with you and help achieve goals, then they should be welcomed and encouraged, regardless of who they are.

If you have any thoughts or comments about this article that you would like to share, or an article of your own that you would like to contribute, then contact Sheryl Miles at sheryl.miles@electronicspecifier.com