You likely use DEI words (or their acronyms) in JDs and other HR content. Here are 5 of the most common we find (plus, examples of how brands use them):

  • diversity
  • inclusion
  • equity
  • belonging
  • accessibility

Let’s dive in.

Diversity and Inclusion (D&I)

Diversity and inclusion are 2 closely related concepts – but they are not the same.

Diversity is about having employees from different backgrounds – covering various categories like gender, religion, race, sexual orientation, physical abilities, and other attributes. 

And inclusion refers to a workplace where everyone’s voices and opinions are heard, accepted, and respected. 

Credit Suisse focuses on both by using the D&I acronym in their “about the team” section for an Executive Admin job posting:

Your future colleagues

We are a department which values Diversity and Inclusion (D&I) and is committed to realizing the firm’s D&I ambition which is an integral part of our global cultural values.”

Diversity, Inclusion, and Equity  (DEI/DE&I)

Around 2015 co.s started adding an “E” to D&I to show a focus on equity (e.g., pay equity).

Equity means acknowledging differences. Everybody has different needs based on their backgrounds. In the workplace, equity means that all employees are given fair and equal treatment. Not everyone always receives the same opportunities. Equity addresses this imbalance. 

Here’s the University of Washington’s commitment statement to DEI: 

“Leadership, staff, and faculty have identified Equity and Social Justice as the core values for the school/department. We believe the quality of these values are enhanced and strengthened by working and learning from people with diverse experiences from all over the world. Our goal is not only advance equity and justice at the University Washington, but to improve equity and justice on a global scale.”

In their job ad for an Admin Assistant, they go further with their dedication to diversity, inclusion, AND equity: 

“Committed to attracting and retaining a diverse staff, the University of Washington will honor your experiences, perspectives and unique identity. Together, our community strives to create and maintain working and learning environments that are inclusive, equitable and welcoming.”

Diversity, Equity, Inclusion, and Belonging (DEIB)

Diversity, equity, and inclusion were already explained, so let’s define belonging. Which is one of the newest “DEI Words.”

Belonging focuses on the employee experience of feeling accepted at work. Everyone should feel their opinions and suggestions are being heard and valued. They should be treated like a full member of the team. 

Check out Google’s statement on DEIB: 

Diversity, equity, and inclusion will always be priorities at Google as we strive to build technology for everyone. Belonging broadens our understanding of these measures by providing a universal and human “why,” and an invitation to go one step further. Not only are we committed to building equity where the greatest barriers exist, belonging also asks us to build bridges that connect everyone and envision a future where we all have what we need to thrive.”

Google reinforces the idea of “belonging” even more in their JDs. Here’s an example used in a posting for a Group Product Manager: 

“At Google, we’re committed to building a workforce that is more representative of the users we serve and creating a culture where everyone feels like they belong. To learn more about our diversity, equity, inclusion commitments and how we’re building belonging, please visit our Belonging for more information.”

Diversity, Equity, Inclusion, and Accessibility (DEIA)

In the Department of Labor’s blog, “accessibility” is defined as the:

“design, construction, development and maintenance of facilities, information and communication technology, programs and services so that all people, including people with disabilities, can fully and independently use them.”

Adding the “A” for accessibility to DEI supports the goal of fully realizing the abilities and contributions of all workers. 

And…Executive Order 14035, Advance Diversity, Equity, Inclusion and Accessibility (DEIA), requires federal agencies to ensure their facilities are accessible to all employees with disabilities.

The goal is to provide a safe and comfortable working environment for people with disabilities so they can do their job correctly. This could mean building accessible bathrooms and parking spaces. Or investing in tools that cater to employees with auditory, visual, or motor disabilities, like hearing aids or braille devices. 

In its memorandum to all department employees, the  U.S. Secretary of Education released its Policy Statement on Diversity, Equity, Inclusion, AND Accessibility: 

“The Policy of the U.S. Department of Education (ED) is to ensure that diversity, equity, inclusion, and accessibility are integral parts of our day-to-day management and work. One of our core missions is to ensure equal access to educational opportunities.”

Many co.s (government or otherwise) include application accessibility statements in their job descriptions. Here’s one example from Lego:

“Online Application Accessibility Statement – LEGO systems endeavors to make www.LEGO.com/jobs accessible to any and all users.  If you would like to contact us regarding the accessibility of our web site or need assistance completing the application process, please contact the HR Service Desk at 860-763-7777, Option 4 (for TTY, dial 711) or RS_US@LEGO.com.”

And here’s an example of “DEIA” used in a JD for an Executive Assitant at PM Consulting Group:

“This position is located in USAID’s Office of the Chief Diversity, Equity, Inclusion, and Accessibility (DEIA) within the Office of the Administrator. As the Agency’s corporate DEIA program office, DEIA translates foreign policy into DEIA solutions to achieve development results and advance DEIA in Agency programming and expand the diversity of the Agency’s partner base.”

Diversity, Equity, Inclusion, Belonging & Accessibility (DEIBA)

This is less common than the others, but some co.s still use it when they want to focus on “DEIB” AND “accessibility.”

3Play Media uses “DEIBA” in a day-to-day duties list for their HR generalist role:

DEIBA: Integrate Diversity, Equity, Inclusion, Belonging, & Accessibility into all aspects of our people activities; support EEO/AA plan administration and reporting.”

Why I wrote this: 

The push for more diverse, equitable, inclusive, and accessible workplaces — where people feel they belong is still going strong. At Ongig, we believe in DEIBA. And, our software supports it by helping you write more inclusive job descriptions to attract top, diverse talent. Please, request a demo to learn more.

Shout-outs:

  1. Evolution of Diversity in the Workplace (by Stacey Williams)
  2. University of Washington DEI commitment statement
  3. Building belonging and a world of possibility (Google)
  4. Policy Statement on Diversity, Equity, Inclusion, and Accessibility (Secretary of Education)
  5. Diversity, Equity, Inclusion and Accessibility: A Foundation for Meaningful Change (by Nikita M. Floore)

by in Diversity and Inclusion

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