Unlock the Power of DEIB: Know What It Means and How to Support It

| Rachel Bailey

By now, lots of research indicates the undeniable benefits of diversity, equity, inclusion, and belonging (DEIB) within organizations. In the healthcare sector, diverse workforces reduce health disparities.1 At the same time, building diversity and inclusion into organizational culture and business strategy increases problem-solving abilities, retention rates, employee engagement, and profitability.2

In short, DEIB produces better health outcomes, happier employees, and better business results. So why aren’t more organizations and individuals doing more to support it? One reason may be that we don’t clearly understand what these words mean let alone how to build them into our organization’s culture and business strategy. If we don’t clearly understand these terms or know how to activate them, we can’t leverage their power to help patients, our colleagues, and our bottom line.

The PWH® Cultural Diversity and Inclusion Committee aims to help. Below are definitions of each term and examples of how organizations can support these powerful principles. The content comes from page 5 of our white paper entitled, “Cultural Inclusion & Diversity in Healthcare: Shaping the Future of Leadership.” Visit our webpage (and scroll down) to download a copy of the white paper and to access more great resources.

Definition of Diversity, Equity, Inclusion, and Belonging3

Diversity is the full spectrum of human differences and similarities, including immutable and mutable characteristics yielding unique perspectives. Inclusion means that everyone in the diverse mix feels involved, valued, respected, treated fairly, and embedded in the culture. Empowering all employees and recognizing their special talents is part of creating an inclusive company. Diversity and inclusion are an organization’s efforts, policies, and practices that ensure different groups or individuals of different backgrounds are culturally and socially accepted and integrated into the workplace. An organization that focuses on diversity and inclusion will employ a diverse team of people that reflects the society in which it operates.

Equity ensures everyone has access to the same treatment, opportunities, and advancement. Equity aims to identify and eliminate barriers that prevent the full participation of some groups. Belonging in the workplace is an employee’s sense that their uniqueness is accepted and even treasured by their organization and colleagues. Belonging is an accumulation of day-to-day experiences that enables a person to feel safe and bring their full, unique self to work

References:

  1. Stamps, Deborah C. and Susan M. Foley, “Strategies to Implement Diversity, Equity, Inclusion, and Belonging in the Workplace.” Nurse Leader, 21, no. 6, 2023, pp. 675-680. https://www.sciencedirect.com/science/article/pii/S1541461223001088
  2. Rosenkranz, Kari M., Tania K. Arora, Paula M. Termuhlen, et al. “Diversity, Equity and Inclusion in Medicine: Why It Matters and How Do We Achieve It.” Journal of Surgical Education, 78, no. 4, 2020, pp. 1058-1065. https://www.sciencedirect.com/science/article/pii/S1931720420304463?via%3Dihub
  3. Professional Women in Healthcare. Cultural Inclusion & Diversity in Healthcare: Shaping the Future of Leadership. 2024. https://www.mypwh.org/pwh-cultural-inclusion-diversity