D&I vs DEI: All the Differences

What Are They: Practices, Policies, or Strategies?

Both concepts represent a set of company policies, practices, and strategies. The common goal is to improve the well-being of everyone working in a company, while also promoting the organization’s success. However, D&I and DEI differ in the specific areas they address.

D&I vs DEI: Common Points ➕

Let's start with the letters they have in common.

D for Diversity

D stands for diversity. The goal is to recognize the importance and beauty of diversity in all its forms:

• Age
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• Ethnicity
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• Language
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• Gender
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• Experiences
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• Physical abilities
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• Sexual orientation
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• Cultural background

Both approaches view diversity not just as a challenge to communication and collaboration but as a valuable opportunity for human and professional enrichment.

I for Inclusion

I stands for inclusion. It aims to create a workplace where everyone feels comfortable, engaged, and involved in company decisions and daily experiences.

D&I vs DEI: The Differences ➖

The main difference between D&I and DEI is the inclusion of the concept of equity.

E for Equity

While diversity means recognizing differences and inclusion means not excluding anyone based on these differences, equity takes it a step further by committing to creating fair conditions for everyone.

Dobbiamo creare condizioni eque per tutti.

Equity vs Equality.

It's essential not to confuse equity with equality.

Equality: This translates into giving everyone the same opportunities, regardless of their predispositions or personal situations. An example of equality might be a flat tax where everyone pays the same amount regardless of their income, such as €100. However, for someone with a lower income, €100 is a lot, while for a higher-income individual, it's not significant.

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Equity: On the other hand, equity means providing everyone with the necessary opportunities based on their predispositions, abilities, and personal situations. A financial example would be a progressive tax, where those who earn more pay €120, and those who earn less pay €80.

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In DEI (but not necessarily in D&I), equity can include:

• Personalized Development Programs: Offering mentoring and tailored training to help employees from diverse backgrounds reach their full potential.
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• Hiring and Promotion Policies: Implementing processes that recognize and compensate for systemic inequalities, ensuring equal access to growth opportunities for everyone.
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• Access to Resources: Ensuring that all employees have the resources needed to perform their jobs effectively, taking their diverse needs into account.

Conclusion.

Both D&I and DEI address issues of diversity and inclusion, but only the latter also focuses on creating equal conditions for everyone.

Generally, DEI stands out for:

• Greater measurement of inequalities.
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• Analysis of structural barriers that enable some individuals to perform well at work while others struggle.
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• The use of tailored interventions based on individual characteristics and capabilities.
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• A more holistic approach to the problem.
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In our Leadership Academy, the amazing Sara Franzoni has taught dozens of managers how to be more attentive to diversity, inclusion, equity, and also belonging — the sense of belonging.

Until next time 👋