Strategic Definitions: Diversity, Inclusion, and Equity

Diversity and the Iceberg Model

In the corporate and social environment, diversity is defined as the collection of unique attributes, traits and characteristics that make up each individual. To visualize this concept, it is useful to use the metaphor of an iceberg.

What we perceive at first glance - apparent age, skin color, gender or physical appearance - represents only 10% of what makes up a person. The remaining 90% remains below the surface, hidden from immediate view.

Here lie deep elements such as our values, beliefs, life experiences, cognitive abilities, socioeconomic status and cultural background.

Theoretical models developed in the 1990s suggest structuring these dimensions in layers: a personality core (unique style, optimism, introversion), surrounded by immutable primary dimensions (race, age) and secondary or external dimensions (marital status, habits, religion).

Finally, there is an organizational layer that includes seniority or type of position held.

Understanding diversity implies recognizing that most of the human wealth is not visible at first glance.

Differentiating Inclusion, Equality and Fairness

It is a common mistake to assume that a diverse organization is automatically inclusive.

Diversity is simply the presence of differences; it is a fact, a statistic ("it just exists").

Inclusion, on the other hand, is "how" that diversity is managed; it refers to the degree to which an individual perceives that he or she is a valued member of the group and is encouraged to participate fully.

Hiring diverse talent does little good without creating an environment where those individuals feel respected and treated fairly.

We must also clearly distinguish between equality and equity, terms that are often used interchangeably but have very different implications.

Equality seeks uniformity: giving everyone exactly the same resources and rights, regardless of their starting point. Equity, on the other hand, focuses on fairness.

It recognizes that each individual has different circumstances and challenges, so it allocates the precise resources and opportunities each needs to achieve an equal outcome.

For example, in a work environment, equality would be giving everyone the same computer monitor; fairness would be providing screen-reading software to a visually impaired employee so that he can perform his job at the same level as his peers. Equity is thus the essential vehicle for achieving true equality.

Summary

Diversity works like an iceberg where visible traits, such as gender or age, represent only 10% of what makes up a person. Most of the human wealth, including values and skills, remains hidden beneath the surface.

It is not enough to have diversity; inclusion is critical to managing those differences and making each individual feel valued and encouraged to participate fully in the group. Hiring diverse talent is useless without an environment of respect and fairness.

It is vital to distinguish between equality, which gives everyone the same, and equity, which focuses on fairness by allocating resources according to each individual's specific needs. Equity recognizes individual circumstances to ensure that everyone achieves truly equal outcomes.