Diversity, Equity, and Inclusion

Building diversity in our state agencies is only a starting point. Diversity is defined broadly as all of the characteristics that make individuals unique. It is used to describe the various combinations of group/ social differences (e.g., race/ethnicity, class, gender, gender identity, sexual orientation, country of origin, and ability, as well as cultural, political, religious and other affiliations) and human differences (e.g., personality, learning style, and life experiences). DHRM’s working definition of diversity is to foster a collaborative work environment that is inclusive of every employee by recognizing and effectively utilizing their talent, skills, and perspectives to create a unified and high-performance workforce.

The most important construct among DE&I, equity refers to the creation of opportunities for historically underrepresented populations to have equal access and equitable opportunity. Equity is also the process of allocating resources, programs, and opportunities to employees, customers, and residents, to address historical discrimination and existing imbalances. Therefore, equity requires an organizational commitment that all employees, customers, and residents will be provided equitable access to opportunities, resources, and the ability to fully contribute to the agency’s mission and goals.

The term inclusion is used to describe the active, intentional, and ongoing engagement with diverse people, practices, and communities (intellectual, social, cultural, geographical) in ways that increase one’s cultural affirmation and respect, content knowledge, cognitive sophistication, and empathetic understanding of the complex ways individuals interact with and within systems and organizations. More importantly, genuine and full inclusion fosters a sense of belonging and respect for the differences and uniqueness that all employees bring to the workplace, without the impact of inequities.