Equity, Diversity, and Inclusion (EDI)

The American Psychological Association (n.d.) stated that promoting fair treatment and involvement of all individuals, particularly those from marginalized or oppressed groups, is the focus of equity, diversity, and inclusion (EDI). This includes offering support to help different communities attain optimal health and well-being, as well as fostering an inclusive setting. According to Arsel et al. (2021), diversity involves differences in appearance or perception, equity means treating everyone fairly, and inclusion fosters a supportive culture for various groups.

In organizations, EDI often emphasizes fairness in procedures and distribution. However, Wang et al. (2022) critically pointed out that ensuring diversity in an organization is not sufficient. Individuals with diverse identities must be made to feel appreciated, included, and supported. Without inclusion, diversity can result in marginalized individuals who feel socially isolated, have limited visibility, and face expectations based on gender and racial stereotypes.

Bearman (n.d.) noted that embracing diversity in all facets of life, including the workplace, involves welcoming various identities such as race, gender, sexuality, religion, and age. Diversity is important in our everyday lives to create a more fair and just society. Crucially, we must embrace various traditions, acquire new skills, and expand our perspectives. In the workplace, diversity is key to enhancing a company’s reputation, showing dedication to inclusivity, equality, and social responsibility while enhancing communication among staff to reach new markets. In general, diversity fosters inclusion, respect, and empathy while encouraging tolerance and acceptance.

To drive change in communities within the social-services sector, Olzmann (2020) emphasized that it is essential to mandate EDI training for practitioners; involve all groups, including those who are traditionally marginalized and excluded; ensure diversity across various leadership roles; and ensure that workplaces implement EDI programs to enhance services and relationships. In his conclusion, Olzmann stated,

I would like to end on a hopeful note. Current events provide momentum to an ongoing movement to make systemic changes to achieve diversity, equity, inclusion, and justice. I am heartened by the amazing and tireless individuals at the forefront of this fight against systemic inequalities and racism (para. 11).

EDI is one crucial policy change to promote fair hiring practices, inclusion, and respect in the workplace. This advances knowledge and education that reflects the multicultural makeup of Canada. Some other examples of acts of inclusion are recognizing non-Christian holidays, providing prayer rooms, traditional Indigenous spaces, smudging, language translation, and inclusive language. Organizations may develop EDI policies that provide a clear framework on the policy, responsibilities, and procedures for complaints. One example is the NorQuest College Anti-Racism Policy. As awareness grows through media campaigns and on an individual level, policy changes will more accurately reflect the diversity in Canada and create equal economic opportunities for all.

References

American Psychological Association. (n.d.). Equity, diversity, and inclusion. https://www.apa.org/topics/equity-diversity-inclusion

Arsel, Z., Crockett, D., & Scott, M. L. (2021). Diversity, equity, and inclusion (DEI) in the Journal of Consumer Research: A curation and research agenda. Journal of Consumer Research, 48(5), 920–933. https://doi.org/10.1093/jcr/ucab057

Bearman, A. (n.d.). Creating a diverse and inclusive organizational culture. PALNI Press. https://pressbooks.palni.org/diorgculture/

NorQuest College. (2023, October 18). Anti-racism policy. https://www.norquest.ca/getmedia/a01f774a-7043-4a61-af22-a10f0a75cf5e/Anti-Racism-Policy-(1).pdf

Olzmann, J. A. (2020). Diversity through equity and inclusion: The responsibility belongs to all of us. Molecular Biology of the Cell, 31(25), 2757–2760. https://doi.org/10.1091/mbc.e20-09-0575

Wang, X. S., Guerra-Sua, A., & Pazzano, J. (2022). Building community: Introduction to equity, diversity, and inclusion. University of Guelph, Office of Diversity and Human Rights, Open Learning and Educational Support. https://ecampusontario.pressbooks.pub/buildingcommunityintrotoedi/