Diversity is a cornerstone of our world, shaping cultures, perspectives, and experiences. But beyond a buzzword, it requires active nurturing. Let's explores the power of language in fostering true diversity, equity, and inclusion (DEI) and how using terms accurately lead to more equitable and inclusive environments where everyone thrives.
What exactly is diversity?
Diversity isn't about a single person. Reputable sources like Oxford and Merriam-Webster define it as the "presence of differences" within a specific environment. It's the mix that arises from these varied elements, encompassing demographics, backgrounds, and experiences.

Understanding the Opposite
To grasp diversity, consider its opposite: similarity (lack of variety), sameness (being the same), and homogeneity (uniform composition). True diversity thrives on the concept of existing differences.
People diversity
The heart of diversity lies in including individuals from various backgrounds, experience and identities. It goes beyond our physical attributes to encompass cognitive styles and abilities and the mix of all of the above. This complexity is what makes ourselves and our world so fascinating and innovative.
Key Diversity Terms
Minority/Minoritized Groups: These are culturally, ethnically, or racially distinct groups smaller in number compared to the majority. However, the definition can extend to groups with less power or influence.
Underrepresented Groups: This describes a subset of a population with a smaller percentage than their representation in the broader population. For example, women might be underrepresented in a male-dominated industry.
Marginalized Communities: These are groups historically or currently facing barriers to full participation in society. Examples include people of color, LGBTQIA+, and those with disabilities.
Lawfully Protected Classes: These groups receive legal protection against discrimination based on characteristics like race, religion, sex, and age.
Shifting Our Language and intentional use
Using diversity terms correctly is crucial for advancing DEI goals. Remember, diversity exists in comparison – an individual can't be "diverse" alone.
So...
Instead of saying "We need a diverse candidate,"
Try "We're looking to diversify our candidate pool to build stronger teams.
Or "We are looking to expand our opportunities to reach more women, people of color, veterans, people with disabilities, and other members of underrepresented groups within our organization.
This focuses on expanding opportunities for underrepresented groups and creating more diversity without your organization.
Impact Over Intent
There's a chance you may have used the word incorrectly and while intentions might be good, using the wrong language can lead to actions that isolate individuals and limit their value and contributions outside of one aspect of their identity. Being clear and intentional allows for specific efforts to advance diversity and the acknowledgement of individual from different backgrounds to be seen for their full selves.
WRAP UP
Precise language is a key step towards fostering equitable and inclusive environments. By using terms like "diversity" correctly, we allow ourselves to become more real and intentional about paving the way for more equity and inclusion – a world where everyone has the opportunity to be seen, heard, valued and to truly thrive.
Comments