Although the three primary goals of diversity, equity, and inclusion are often abbreviated as “DEI,” it is important to recognize them as distinct objectives that require different approaches in order to bring about desired organizational change within LSA. We build upon the U-M definitions of diversity, equity, and inclusion in the following ways.
Diversity requires accurate data on the composition of the LSA community and an understanding of specific barriers that maintain the underrepresentation of certain groups. Efforts to achieve diversity in the university community seek to take advantage of the rich heterogeneity of our global society. Importantly, efforts to increase diversity must focus on addressing prior and present-day exclusions, across a wide-range of social identities, to produce meaningful change.
Equity “is achieved by eliminating structural barriers resulting from historical and present-day inequities and meeting individuals’, groups’, and organizations' unique needs.” Structural barriers are often woven into policies and practices that appear neutral but create disparate outcomes tied to identity. Therefore, equity requires careful attention to the impact of such policies and practices as well as other efforts to provide individuals with access to opportunities and desired outcomes.
Inclusion reflects actions undertaken to make members of the community feel valued, respected, and welcomed. Drawing on bell hooks’ notion of “love as a verb,” we approach inclusion as if it were a verb—as an action or behavior. Organizations can promote inclusion through supportive mechanisms as well as by removing any inequities in the impact of policies and practices that would otherwise foster experiences of value, respect, and belonging.
We see the work of diversity, equity, and inclusion as requiring a set of DEI competencies, which we define as the knowledge of DEI concepts, interventions, and best practices as well as the skills, abilities, and behaviors to implement them. These include inclusive teaching and mentoring practices, cultural respect, an ability to engage and collaborate effectively across differences, and culturally relevant decision-making.
