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Within the new administration, DEI is a buzzword and is being used to create fear and division. Diversity, Equity and Inclusion (DEI) has been incorrectly defined by the president, and they are now writing executive orders to try to eliminate it. I work in data and analytics but also work with a region DEI committee, so I have a lot of information on what DEI is, does, isn’t and does not do.

I am hoping you read this in its entirety and take the time to also explore on your own using reliable and unbiased sources — not opinions, but accurate information!

First, DEI is not:

– hiring an under-qualified person for a job just because they’re a person of color

– hiring based on race just to meet diversity goals (this is illegal)

– a new fad or buzz word. DEI work has been going on for many, many years, under different names

DEI is not a way to hire unqualified people, but to ensure all people are part of the pool of candidates so the most qualified can be chosen. Standards are not lowered, they improve.

A family member shared a list of what DEI is, and unlike what many people realize, it goes beyond race, gender or gender identity. I would like to pass this along so we can all see exactly what is included.

Some of what DEI is:

– ramps and sidewalk curb cuts

– subtitles and captions (TV & phone)

– family restrooms

– changing tables in men’s restrooms

– breast feeding/pumping stations & accommodations

– floating paid holidays

-pay equity and transparency

– parental leave (time and pay)

– coming back to a job after birthing a child

– not having to just accept workplace harassment

– work accommodations for a variety of disabilities

– flexible work arrangements

– size inclusive chairs and beds in medical facilities

– belt extenders on planes

– various food options for vegetarians/vegans/kosher/gluten-free/etc. at medical facilities

– nonsmoking areas/end of smoking indoors

– being able to have medical professionals and your coworkers use your preferred name (not just queer people have those)

– wellness programs and incentives

– more relaxed and inclusive dress code policies

– rooms to pray/meditate at work and other public places

– employee recognition programs

– employee/network resource groups

– large print materials

– materials in different languages

– multiple religious options at hospitals

– accessible bikes and public transit accommodations

– businesses not becoming fully cashless

– company-covered mental/behavioral health resources

There are a number of realiable, peer-reviewed studies that show that diversity is beneficial to companies and businesses of all areas. It provides an opportunity to have more than one perspective, which leads to innovation. It also improves employee satisfaction and a sense of belonging. Employees who feel they belong are loyal and have an increase in productivity.

As you can see from the extensive list of what DEI is, it affects all of us in one way or another. Go forth and be grateful for the many different points of view and amazing people who benefit from DEI and positively impact our lives.

Peggy Olson
Albert Lea