diversity, equity, and inclusion (dei)

what is diversity, equity, and inclusion?

Diversity, equity, and inclusion are three closely linked values held by many organizations that are working to be supportive of different groups of individuals, including people of different races, ethnicities, religions, abilities, genders, and sexual orientations.

on diversity

Diversity—through the lenses of race, ethnicity, ability, gender, sexual orientation, neurodiversity, and beyond—can help to strengthen organizations, as studies have shown time and again. Quite simply, diversity, equity, and inclusion (DEI) is used to describe three values that many organizations today strive to embody to help meet the needs of people from all walks of life. While concepts such as biodiversity are important offshoots of the core idea of diversity, this article focuses on diversity, equity, and inclusion in business and society rather than in other contexts.

Companies that are diverse, equitable, and inclusive are better able to respond to challenges, win top talent, and meet the needs of different customer bases. With DEI in mind, companies are considering how to better support employees. Over the past few years, many organizations have taken strides to build diversity, equity, and inclusion into their policies and hiring practices.

types of workplace diversity

Diversity refers to who is represented in the workforce. Some examples of diversity in workplaces include:

Gender diversity: What makes up the composition of men, women, and nonbinary people in a given population?

Age diversity: Are people in a group from mostly one generation, or is there a mix of ages?

Ethnic diversity: Do people in a group share common national or cultural traditions, or do they represent different backgrounds?

Physical ability and neurodiversity: Are the perspectives of people with disabilities, whether apparent or not, accounted for?

on equity

Equity refers to fair treatment for all people, so that the norms, practices, and policies in place ensure identity is not predictive of opportunities or workplace outcomes. Equity differs from equality in a subtle but important way. While equality assumes that all people should be treated the same, equity takes into consideration a person’s unique circumstances, adjusting treatment accordingly so that the end result is equal.

In an episode of the McKinsey Talks Talent podcast on the inclusive workplace, McKinsey senior partner and talent expert Bill Schaninger offers a view on the implications of equity when sourcing talent: “There’s a real difference between equal and equitable. Suppose we said, ‘All interns are created equal. We pay them nothing.’ The people who can afford an entire summer without getting paid are likely already coming from a position of privilege.”

on inclusion

Inclusion refers to how the workforce experiences the workplace and the degree to which organizations embrace all employees and enable them to make meaningful contributions. Companies that are intent on recruiting a diverse workforce must also strive to develop a sufficiently inclusive culture, such that all employees feel their voices will be heard—critical if organizations want to retain their talent and unlock the power of their diverse workforce. In an episode of the McKinsey Talks Talent podcast on the inclusive workplace, McKinsey partner and DEI expert Diana Ellsworth shared an example of how a lack of inclusion can manifest in workplace culture:

“The LGBTQ+ community is underrepresented in the workplace, especially at more senior levels. As a result, many feel like an “only” at work and are more likely to experience microaggressions; they might feel unable to talk openly and comfortably about themselves, for example, or need constantly to correct assumptions about their personal lives.”

what benefits can companies gain from diversity and equity?

In addition to profitability, there are five key domains in which inclusion and diversity can significantly affect an organization’s overall performance:

Winning talent: Organizations that monitor the demographic profile of their workforces are better able to retain top performers while making sure that diverse talent isn’t lost.
Improving the quality of decision making: Diversity brings multiple perspectives to the table during times when enhanced problem-solving skills and vision are needed.
Increasing customer insight and innovation: Diverse teams are typically more innovative and better at anticipating shifts.
Driving employee motivation and satisfaction: Research in Latin America showed that companies that are committed to diversity are 75 percent more likely to report a pro-teamwork culture.
Improving a company’s global image and license to operate: Companies that can maintain or increase their focus on inclusion and diversity during crises are poised to avoid consequences such as struggling to attract talent or losing customers and government support.

How can organizations foster an inclusive workplace?

For companies looking to bolster inclusion and step up their DEI efforts more broadly, five areas of action stand out:

Ensure that diverse talent is well represented.

Strengthen leadership accountability and capabilities.

Be fair and transparent, enabling equality of opportunity.

Promote openness and tackle microaggressions, bias, and discrimination.

Foster belonging through unequivocal support for all the ways diversity manifests.

What is intersectionality?

Intersectionality, a term coined by Professor Kimberlé Crenshaw in 1989, refers to the ways different parts of one’s identity intersect or overlap with one another. For instance, gender is one aspect of a person’s identity, but so are sexual orientation and race. A Black woman who is queer, or a White woman who has a disability, may take a perspective that acknowledges how those different aspects of their identity overlap or intersect. McKinsey’s Women in the Workplace 2021 report, for instance, found that LGBTQ+ women, as well as women with disabilities, are much more likely than women overall to experience microaggressions on the job.

Acknowledging intersectional identities can strengthen companies and communities more broadly. “Everyone deserves to feel empowered across all aspects of who they are,” says McKinsey senior partner Guangyu Li. “It shouldn’t be left to any individual community to defend itself. It’s in our collective interest to show up for each other with concrete action and to come together in solidarity.”

EMBRACING EQUITY IN THE KITCHEN: INSIGHTS FROM 7 INSPIRATIONAL WOMEN

We spoke to accomplished female chefs and leaders in the hospitality industry, from all over the globe, about their careers and how being a woman gives them a unique approach to their work. Let’s honour their achievements and inspire future generations of women by celebrating the impact they have.

Don’t let people or situations get in the way of your success

“Be yourself, be confident in that to guide you through. Because you are enough, you are amazing and you will be able to bring to the table a set of skills nobody else has. And that is resilience, compassion, drive and a thick skin that is just built into your personality."

---Kim-Maree Moore, Executive chef, OKO Rooftop and Cafe

Embrace your unique, female skills

“Learn to understand the incredible nourishment food can bring us. I’ve used this understanding in my career, by approaching my work through allowing my female energy to be present. This leadership style has nourished the ground I work in, both literally and metaphorically.”

---Candice Adams, Academic Operations Manager, Capsicum Culinary Studio

Work in kitchens that teach you how to succeed

“To have a successful career you have to play the long game. There are many soul crushing bumps along the way, but they are all leading somewhere. And sometimes success is not what you originally thought it was going to be. When I was just starting out, I thought success was awards and recognition but what makes me feel successful now, is running a happy kitchen.”

---Amanda Cohen, James Beard-nominated chef and owner, Dirt Candy

Create your own opportunities

“If I could advise my younger self, I would tell her to not try to fit the mould, keep speaking up for yourself and don't be shy asking for what you want. Also not to give up when she is in front of closed doors, find an open window or even better, build her own doors. I would also recommend she surround herself with individuals she can learn from and with whom she shares similar values."

---Pauline Acheron-Pintureau, Owner and chef, Marie et Marcelle

Focus on what you want to achieve

“Push yourself past your comfort zone. Keep listening, learning and growing. Believe it and strive for it, and don’t let anything stand in your way. Most of all, love what you do. Adversity will always exist, so I try to face it head-on and do something constructive with it. Though it has been challenging at times, it has made me stronger.”

---Lindiwe Ndlovu, Sous chef, Singita

Fully support expectant and working mothers

‘’Employers have a duty to support working mothers. Not only accommodations for when the baby is born, but this also includes to modify or remove tasks that are dangerous or become unmanageable. Ensure that the entire team is behind the changes. And, above all, remember to check in on the mother’s mental health.‘’

---Laura Christie, Co-owner, chef and working mother, Linden Stores

Break your limiting beliefs, so you can stand in your power

“I always like to challenge women to find out what is blocking them from standing in their full potential. It is crucial to identify your self-limiting beliefs, so you can work to overcome them.’’

---Ankie Janssen, Co-owner, Mr. Sammi Bistro Bar & Brasserie Tante Tilly

As a woman, you can offer unique perspectives and leadership styles, to create a better environment for your entire team and your business as a whole. In leadership roles, you can start embracing equity in your kitchen today, by speaking to your staff about their goals, challenges and to help them accomplish great things.

The International Women's Month is celebrated in March, with March 8th marking as International Women's Day. This historical date is important to remind us how much we have advanced about women's rights and that there is still a lot of work ahead.

The notion of gender equality is well established in terms of how people who identify as different genders still have equal rights, responsibilities, and opportunities. However, "equality in the kitchen" remains under-researched, under-supported, and often taken for granted.

The food industry, especially restaurants, is an example of an environment where there is much to evolve regarding inclusion and gender equality in work environments. This industry has long been criticized for its lack of diverse representation, particularly in terms of the disparity in gender inclusion.

videos on diversity, equity, and inclusion

Diversity, Equity & Inclusion. Learning how to get it right | Asif Sadiq | TEDxCroydon

Why the traditional ways of teaching Diversity. Equity and Inclusion does not work. Speaking at Royal Russell School Croydon Sadiq has a long and rich career in the diversity and inclusion space with senior executive roles at adidas, The Telegraph Media Group, EY Financial Services and the City of London Police. He has been identified as one of the most influential Global D&I Leaders by Hive Learning and occupies a place on the CIPD’s Top 20 Power List.

He is a winner of numerous awards including the highly commended Head of Diversity Award at the European Diversity Awards and was honoured with an MBE in 2017 by the Queen and granted the freedom of the City of London in 2016. This talk was given at a TEDx event using the TED conference format but independently organized by a local community.

The Importance of Diversity Equity & Inclusion in the Workplace | Benefits of Diversity

In today's workforce, Diversity and Inclusion are two key factors that are essential for success. In this video, We're going to explain the Importance of Diversity Equity & Inclusion and discuss the Benefits that come with having a diverse and inclusive workforce. Diversity equity and inclusion are two terms that are often used interchangeably, but they have different meanings.

We'll also talk about the steps that you can take to create a more inclusive workplace and also discuss Cultural diversity in the workplace, What is diversity, the benefit of diversity, empowering diversity, diversity and inclusion strategy, the benefits of workplace diversity, workforce diversity, leadership coaching, and details about workplace diversity and importance of DEI.

Black Chefs On The Tradition Of Juneteenth And Need For Diversity In The Food Industry | NBC News

Ahead of Juneteenth, a holiday celebrating the end of slavery in America, Black-owned restaurants and services are highlighting the underrepresented tradition of Black cooking and advocating for increased diversity in restaurant kitchens.

Diversity, Equity & Inclusion (DEI) at the 2022 Summer Fancy Food Show

SFA is proud to partner with (included) to promote and amplify BIPOC (Black, Indigenous and people of color) voices within the specialty food industry. The (included) Pavilion at the Fancy Food Show is designed to help our Show attendees – especially Buyers – identify and connect with BIPOC-led and founded companies.

in conclusion

We grew up watching our mothers and grandmothers cooking for the family. Historically, women have always cooked at home, but this was seen as domestic and not 'real' work. Therefore, professional kitchens are dominated by men, and this is because it is considered a heavy job, a hostile environment, and many still have this conception that women cannot handle the pressure of working in a kitchen.

A proof of this is the data collected in a survey carried out by Data USA in 2019, which showed that men represent 77.3% of the workforce and women represent only 22.6%. In addition, men earn a lot more than women in the US. For example, the average salary for men is $38,465 and for women is $28,270. Another example is the famous list of the 50 best restaurants in the world, always criticized for awarding mostly male chefs. In the 2021 list, only one female chef managed to be among the Top 10, Chef Pía León. And in the list of the 50 best restaurants in 2021, only four were led by women.

As of 2022 many academic institutions in the US have also started making commitments to DEI (Diversity, Equity, and Inclusion) in different ways, including creating documents, programs and appointing dedicated staff members especially in the US. Many accreditation agencies now require supporting DEI. As of 2014, information on DEI for both students and professors was widespread in colleges and universities, with many schools requiring training and meetings on the topic. Many scholarships and opportunities at universities even have a secondary purpose of encouraging diversity. Diversity in higher education can be difficult, with diverse students often feeling reduced to fulfilling a 'diversity quota,' which can carry a high emotional tax.

DEI positions also exist with the goal of creating allies for public school students through resources and staff training, in order to support students facing social disparities. Other proponents of allyship consider impromptu speaking a key skill for allies to operate on authenticity in everyday words and reactions.

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