Diversity, equity, and inclusion (DE&I) describe three related but distinct principles for creating a workplace where differences are represented, people have fair opportunities, and employees feel respected and included.
Diversity is about the differences between people. Equity is about creating fair opportunities while recognizing that people may have different needs and starting points. Inclusion is about whether people feel valued, respected, and able to participate fully in the workplace.
In this article, we explain what diversity, equity, and inclusion mean in the workplace, how the three concepts differ, and how organizations can begin working with DE&I in a more structured way.
Want to understand the difference between equity and equality? Read our guide to equality vs. equity in the workplace.
Jump to:
- What Do Diversity, Equity, and Inclusion Mean?
- How Do DE&I Principles Apply in the Workplace?
- Why Does DE&I Matter in the Workplace?
- What Are the Four Types of Workplace Diversity?
- How Can Organizations Get Started With DE&I?
What Do Diversity, Equity, and Inclusion Mean?
Diversity, equity, and inclusion are three related but distinct concepts that describe who is represented in the workplace, whether people have fair opportunities, and whether they feel respected and included.
What Is Diversity?
Diversity refers to the differences between people. These differences can include gender, gender identity, age, race, ethnicity, nationality, sexual orientation, physical ability, education, experience, socioeconomic background, and other characteristics.
In a workplace context, diversity describes the variety of people, perspectives, and experiences represented in the organization.
What Is Equity?
Equity is about fairness and creating fair opportunities while recognizing that people may have different needs, barriers, and starting points.
Equity does not necessarily mean giving everyone the same resources or support. Instead, it focuses on whether people have a fair opportunity to participate, develop, and succeed.
Equity should not be confused with equality. Equality generally means giving people the same resources or opportunities, while equity takes differences in circumstances and needs into account.
Learn more about the distinction in our article on equality vs. equity in the workplace.
What Is Inclusion?
Inclusion describes whether people feel respected, valued, and able to participate fully in the workplace.
An inclusive workplace creates conditions where employees can contribute their perspectives, express their views, and feel that they belong regardless of their background or personal characteristics.
Diversity therefore describes who is represented, while inclusion describes more about how people experience being part of the organization.
How Do DE&I Principles Apply in the Workplace?
In the workplace, DE&I is about both representation and experience. Diversity describes who is represented in the organization. Equity concerns whether people have fair access to opportunities, resources, and development. Inclusion reflects whether employees feel respected, valued, and able to participate fully.
This means an organization can be diverse without necessarily being inclusive. Representation alone does not show whether different employee groups experience the same level of belonging, access to opportunities, or support.
Looking at DE&I through both workforce data and employee feedback can therefore help organizations understand not only who is represented, but also how different groups experience the workplace.
Why Does DE&I Matter in the Workplace?
DE&I matters because employees do not necessarily experience the same workplace in the same way. Differences in access to opportunities, leadership, development, belonging, and psychological safety can exist between employee groups even when overall employee scores look positive.
A structured focus on DE&I can help organizations:
- Understand differences in employee experience. Looking beyond overall averages can reveal where specific groups experience lower inclusion, engagement, or access to opportunities.
- Support a stronger sense of belonging. Employees are more likely to contribute openly when they feel respected, included, and able to be themselves at work.
- Create fairer access to opportunities. DE&I can help organizations examine whether development, promotion, leadership, and other workplace opportunities are experienced fairly across employee groups.
- Bring different perspectives into decisions. A workforce with varied backgrounds and experiences can provide broader perspectives when employees feel able to contribute them.
- Identify potential barriers earlier. Employee feedback and workforce data can help organizations spot patterns that may otherwise remain hidden in aggregated results.
The goal is not simply to improve representation. It is to understand whether different employee groups have fair opportunities and comparable experiences across the organization.
What Are the Four Types of Workplace Diversity?
Workplace diversity can be understood through several different dimensions. One useful way to group them is into internal, external, organizational, and worldview diversity.
1. Internal Diversity
Internal diversity refers to characteristics that are closely connected to a person and are typically not chosen. Examples can include age, race, ethnicity, gender, gender identity, sexual orientation, nationality, and physical ability.
2. External Diversity
External diversity covers experiences and circumstances that can shape a person’s perspective and may change over time. This can include education, religion, socioeconomic background, marital status, geographic location, and life experience.
3. Organizational Diversity
Organizational diversity refers to differences created by people’s roles and experiences within the workplace. Examples include job function, seniority, management level, department, professional background, and length of service.
4. Worldview Diversity
Worldview diversity refers to differences in values, beliefs, perspectives, and ways of interpreting the world. These differences can influence how employees approach decisions, collaboration, problem-solving, and workplace relationships.
These dimensions often overlap. An employee’s workplace experience is shaped by a combination of characteristics, background, role, and perspective rather than by a single factor.
How Can Organizations Get Started With DE&I?
Getting started with DE&I begins with understanding where the organization stands today and where meaningful differences exist in employees’ experiences.
A practical starting point is to:
- Define What You Want to Understand or Improve
Clarify the specific DE&I questions, challenges, or outcomes the organization wants to focus on. - Establish a Baseline
Use relevant workforce data and employee feedback to understand representation and how different groups experience the workplace. - Look for Meaningful Differences Between Groups
Identify where experiences differ across areas such as inclusion, leadership, development opportunities, or intention to stay. - Prioritize a Small Number of Focus Areas
Avoid trying to improve everything at once. Focus on the areas where the data indicates a need for deeper investigation or action. - Follow Progress Over Time
Continue listening to employees and track whether the prioritized areas improve.
For a deeper look at data, segmentation, and measurement, explore our guide to how to measure diversity, equity, and inclusion.
