Distinguishing Between Equity-Related Frameworks
Diversity, equity, and inclusion may seem similar, but they are distinct concepts.
Most efforts to address bias, discrimination, and inequity are categorized under one of the following labels:
- Diversity, Equity, and Inclusion (DEI)
- Equity, Diversity, and Inclusion (EDI)
- Justice, Equity, Diversity, and Inclusion (JEDI)
These acronyms give the impression that diversity, equity, and inclusiveness work are the same thing. In actuality, each one represents a different framework. While there is overlap between them and ways they can be mutually informing, there are also stark distinctions. Those distinctions are made particularly evident in each framework’s overall approach and proposed solutions.
Key Framework Distinctions
While there is much more detail to explore, a broad overview of the frameworks is outlined below (cultural competence is also an independent framework, though it is not described here):
Anti-Oppression Framework (also known as an Equity or Social Justice Framework)
This framework demands a broader and more transformational approach than the others, and takes the greatest commitment of time and energy. Institutional and structural change are the primary focus of this framework. There is a great deal of emphasis on power and privilege, and both historical and larger societal context are taken into account. The focus on anti-oppression/equity/social justice work is not on the inclusion or representation of everyone. Rather, this framework prioritizes access, power, and representation for traditionally oppressed groups.
Inclusiveness Framework
In effective inclusiveness work, all levels of an organization should be examined. However, inclusiveness usually focuses on a remodeling or restructuring of existing structures and practices as opposed to a large-scale reimagining of them. While an inclusiveness framework may contain some discussion of privilege (especially white privilege), it tends to focus more on how people can work together moving forward, and has a softer and less comprehensive approach than an anti-oppression/equity/social justice framework.
The concepts of belonging or belongingness are becoming more widespread. These concepts typically align with an inclusiveness framework.
Diversity Framework
A strong diversity framework usually focuses on two main things: 1) recruitment (and ideally retention) of people from specific oppressed groups to positions at all levels of an organization; 2) representation of specific oppressed groups in outreach and marketing materials. Where necessary, a diversity framework also looks to change any discriminatory organizational policies. This framework is typically less comprehensive than both inclusiveness and anti-oppression frameworks.
Intentionality is Essential
No framework emerges spontaneously or independently, and most organizations have yet to adopt one. Each framework requires deliberate cultivation and implementation within an organization, extending far beyond concepts or a mere verbal commitment.
Parallel Courses, Not Building Blocks
It is important to note that frameworks typically do not build upon one another because each one incorporates a different foundational worldview and approach. In practice, organizations rarely go from diversity, to inclusiveness, to anti-oppression/equity/social justice. They typically continue to develop the framework they initially choose.
Choosing a Framework
Transformative Alliances LLC is specifically an anti-oppression/equity/social justice consulting organization. We believe this framework is necessary for human beings to accomplish equity and justice in the truest and most meaningful sense.
That said, it’s important that organizations pursue the framework that is both the best fit internally (with their staff and board) and is the most responsive to their commitments to and work with their larger community.
A Note About Consultants
Anti-oppression and social justice consultants are often the most explicit in recognizing and articulating these framework distinctions, whereas inclusiveness and diversity consultants tend to be less aware of them. Nonetheless, a consultant’s primary framework is usually evident in the language they use (i.e. minorities vs. diverse group vs. oppressed group) and their overall priorities and approach. We have yet to meet a consultant in the field who doesn’t have a clear orientation to one specific framework above the others, even if they dabble in more than one.
Make sure to choose a consultant who is aligned with your organization’s framework or desired framework.
Closing Thoughts
At Transformative Alliances, we frequently encounter conflicts within organizations where individuals struggle to clearly differentiate between frameworks or have not yet selected one to prioritize. When people do not recognize their orientation toward a specific framework, they can use the same words and terms but mean very different things. This lack of clarity often results in significant confusion and conflict, particularly when different segments of the staff support different frameworks, yet no one recognizes or names this underlying issue. Understanding the distinctions between frameworks is crucial for effective equity-related work.
If you or your organization would like to better understand these framework distinctions, we offer workshops and coaching sessions. Contact us to learn more.