Referring to a person as “diverse” would only make sense if we were all the same, but we’re not. Let’s clear something up: A person is not “diverse,” and there’s no such thing as a “diverse” candidate. Defining diversity People aren’t diverse, but teams and companies must be. If you do, I promise you it will be much easier to design the right strategies around them. If your team is considering how to move forward with your DEI journey, take some time to align on these concepts. I firmly believe that change will accelerate if we build a common language and understanding for these critical conversations. Too often, companies don’t take the time to understand the words, their meanings, and how they relate, before they move forward on their DEI journey. The DEI "brand" is deeply misunderstood, and the words are used uncritically and interchangeably.Īs a practitioner in the space, I find this frustrating. If "DEI" or any of the variations – EDI or DIE – were a brand, the marketing lead would be fired for developing and launching a mixed message marketing campaign with dangerously false advertising.
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