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DE&I, EDI, DEI… while they differ, these acronyms all incorporate diversity, equity and inclusion. But would they still hold true if one of the elements was discarded?
The Society of Human Resource Management (SHRM) appears to think so, saying it will ditch the reference to equity and instead use I&D. The US-based organisation that describes itself as ‘the world’s’ largest HR association dedicated to creating better workplaces that work for all’ reportedly wants to encourage senior managers to lead with inclusion: “Everyone has a right to feel that they belong in the workplace and that they are included,” says SHRM president and CEO Johnny Taylor.
“Effective immediately, SHRM will be adopting the acronym ‘I&D’ instead of ‘IE&D’,” he says. “This strategic decision underscores our commitment to leading with inclusion as the catalyst for holistic change in workplaces and society. By emphasising inclusion-first, we aim to address the current shortcomings of DE&I programmes, which have led to societal backlash and increasing polarisation.”
The move has been criticised by the Harvard Business Review, which states that removing equity sets a dangerous precedent that flies in the face of decades of research about diversity, equity and inclusion (DEI) in the workplace.
HBR argues that to achieve equity, it is often necessary that people are treated differently – which can cause discomfort in certain quarters. But, it explains, any difference in treatment is to account for barriers encountered by those from minoritised groups.
“Company data may show high levels of inclusion and gender diversity, but without explicitly attending to equity, that gender gap within leadership (and ultimately compensation) will persist,” warns HBR.
SHRM cites a feeling of “excitement” related to its decision. But, like HBR, FAIRER Consulting believes the decision is weak and purely political.
I believe that if we drop equity from our strategic approach, we are relying on something else, which is equality. Now, equality is obviously based on the talent myth, which is that it doesn’t matter who you are, whether you are black, white, gay, straight, or whatever, you will make it in life. But that is just not true. The data does not support that. I think it is a very weak decision for them to drop equity.
Let's take the example of free school meals, whereby the UK government funds lunches and school trips for those from families on a low income. Interventionist policies such as this mean certain people are treated differently for them to have a chance of achieving the same outcomes as other individuals. If everyone is treated the same, the result is exaggerated social inequity.
Leadership is about holding your nerve. Social change is uncomfortable, and it does make people feel uncomfortable. And some people ask, why do you want to treat people differently? That is the paradox. While people don’t want to be treated differently because of their gender, or ethnicity, at the same time, if somebody has a physical impairment and is in a wheelchair, you cannot treat them as somebody that is able-bodied.
Do we want equitable outcomes? If someone has mental health issues, you can’t treat them the same as everybody else. So, the balancing act is yes, in theory, we want to treat everybody the same, because sameness presents a notion of fairness and equality, but if you want equal outcomes as opposed to equal inputs, you must treat people differently.
Being equitable relies on having moral courage. And it must not be based on achieving a healthy bottom line but, rather, on doing the right thing. HRDs and other leaders must step up - you cannot be performative when it comes to addressing prejudice and discrimination.
If we are not having a conversation about equity, what are we doing? We are having a conversation about nothingness, and it becomes performative. The SHRM is trying to deconstruct or separate equity from the conversation about inclusion – without realising that the only reason we are talking about inclusion is because exclusion exists. The decision is shortsighted.
To find out how to ensure your workplace is equitable and that your leaders understand DE&I, please get in touch with FAIRER Consulting.
