EDI vs DEI: Understanding the shift and why it matters

The shift from DEI to EDI: What’s the difference?

The terms DEI and EDI might look similar, but the order of the words holds significant meaning. DEI places diversity first, often focusing on bringing different people into the organisation. While this is important, it can sometimes overlook the need for equity—ensuring that all employees, regardless of their background, have equal opportunities to succeed. EDI, on the other hand, prioritises equity first. By addressing systemic inequalities and ensuring fair treatment, EDI lays the foundation for a genuinely inclusive workplace where diversity can thrive.

This shift is more than semantic. Prioritising equity ensures that diversity efforts are not just about ticking boxes, but about creating an environment where everyone can reach their full potential. According to a 2023 Deloitte report, companies that prioritise equity in their EDI strategies see a 50% improvement in employee engagement and retention.

Why equity comes first: The case for EDI

Equity is the cornerstone of any successful diversity and inclusion strategy. Without equity, efforts to foster diversity and inclusion in the workplace may fall flat. Equity ensures that policies and practices do not just superficially address diversity but go deeper to dismantle systemic barriers.

For instance, a focus on equity can help close the gender pay gap, which persists in many industries despite years of diversity initiatives. A report by the UK’s Office for National Statistics revealed that the gender pay gap for full-time employees was 7.9% in 2022. By putting equity first, organisations can identify and rectify these disparities, leading to a more genuinely inclusive workplace.

An employee listening programme can be instrumental in achieving this. By gathering feedback and data on employees' experiences, organisations can uncover inequities that may not be immediately visible and take targeted action to address them.

The role of diversity: Beyond numbers

Diversity remains a vital component of any inclusive workplace, but it’s important to recognise that diversity alone is not enough. Simply bringing in employees from various backgrounds does not guarantee that they will feel valued, included, or able to contribute fully. This is where the shift to EDI is so important. By first ensuring that your workplace is equitable, you create the conditions where diversity can truly thrive.

Research shows that diverse teams are more innovative and perform better than homogenous teams. However, without an equitable environment, these diverse teams may struggle with inclusion and cohesion. In fact, McKinsey’s “Diversity Wins” report found that companies with high levels of diversity but low levels of inclusion actually performed worse than less diverse companies.

Employee platforms such as ours allow you to continuously listen to your employees, ensuring that your diversity efforts are supported by a strong foundation of equity and inclusion.

Inclusion: The glue that holds it all together

Inclusion is the final piece of the puzzle, ensuring that everyone in your organisation feels valued, respected, and empowered to contribute. However, inclusion should not be viewed as a standalone effort but as something that is built upon a foundation of equity and diversity.

In an inclusive workplace, employees are not only present but also feel that their voices are heard and their contributions are valued. Unfortunately, many organisations struggle with this aspect. A study by the Chartered Institute of Personnel and Development (CIPD) found that only 40% of UK employees felt their organisations were truly inclusive.

Employee listening programmes are crucial here to provide ongoing insights into how included your employees feel and identify areas where you need to improve. Our platform can help you track and improve inclusion, ensuring that your efforts to create a diverse and equitable workplace are truly effective.

Why EDI is here to stay

EDI is more than just a trendy acronym, it’s a critical framework for creating a workplace where everyone can succeed. The shift towards EDI reflects a broader understanding of what it takes to create a truly inclusive workplace. It’s not enough to focus on diversity or inclusion in isolation. By placing equity at the heart of your efforts, you ensure that diversity initiatives are more than just surface-level and that inclusion efforts are meaningful and impactful.

How The Happiness Index can support your EDI journey

The journey to a truly inclusive workplace starts with understanding your employees' experiences and needs. Our platform is built to support your EDI efforts by providing real-time, actionable insights into your workforce. Our employee listening programmes help you track progress, identify areas for improvement, and ensure that your EDI initiatives are making a real difference.

By continuously listening to your employees and acting on their feedback, you can create a workplace where equity, diversity, and inclusion are not just buzzwords but lived experiences for everyone in your organisation.

If you’re ready to take the next step in your EDI journey, our experts are here to help. Whether you’re looking to explore our platform or just want to learn more, we’re ready to support you in building a more equitable, diverse, and inclusive workplace. Chat to our experts today and discover how The Happiness Index can help you create a happier, more productive organisation.

References:

• Deloitte. (2023). "Global Human Capital Trends Report."

• Office for National Statistics. (2022). "Gender Pay Gap in the UK: 2022."

• McKinsey & Company. (2020). "Diversity Wins: How Inclusion Matters."

• CIPD. (2021). "Inclusion at Work: Perspectives on UK Employees."