DEI is a strategy to alter the climate in the workplace, build company culture, and capitalize on different talents and perspectives. It reflects customers’ makeup and ensures that many groups are represented. DEI is also necessary to ensure that organizations have a workforce that meets their staffing needs. However, despite its intent and documented positive results, DEI is controversial. Many believe that when DEI is implemented correctly, it is effective and has company and employee benefits.

The word diversity is primarily linked to affirmative action and reverse discrimination. Diversity is more than race and gender, but some people fail to see this. DEI applies to many valuable attributes and creates an environment where innovation can enhance teamwork and improve company culture. Equity and inclusion should be human rights. A successfully implemented DEI strategy in your culture is a win-win proposition. Additionally, it helps employers staff organizations today and in the future.

The variety among members of our species is visible and invisible. We have idiosyncrasies, peculiarities, and eccentricities that make us stand out from our peers. People should realize that their uniqueness is not a weakness, but a viable asset. DEI allows this to happen.

Consider the following kaleidoscope of values that highlights our differences. Everyone should see themselves in multiple words in the definition. When this is observed, it is not seen as a special program only for particular groups of individuals. Additionally, one does not feel left out and excluded.

Despite challenges to DEI, many organizations have remained steadfast in their commitment because they have seen the business transforming power of DEI. However, others have removed their support, due to pressure and negative impact on business. For example, consider the situation with Bud Light sales when a boycott was engineered after a social media post featuring a transgender actor. Bud Light went from number two to number three in sales and they had to shuffle company executives to distance themselves from the controversy.

Eliminating DEI programs prevents people from experiencing and benefitting from the fullness of DEI. Resistance to history, unconscious bias, micro-aggression, micro-inequities, and other diversity training are lost opportunities to better understand each other.

I propose the ‘V’ word, as a replacement for individuals confounded by the ‘D’ word. The principles present in DEI are valuable to all employees. We want to create an accepting, fair, inclusive, and belonging climate. Ultimately DEI can influence imagination and innovation. Variety should be used to accentuate our similarities and differences for growth and development.

Variety in the acronym may minimize controversy. I reworked the chart using variety as a neutral word for diversity while maintaining the highlights.

VEI addresses the advantages of our distinctiveness. We can enhance value by creating a positive company culture, where individuals and teams perform at a higher level.

Everyone has distinct qualities that make us unique. Variety as a replacement word may allow people to come to the table and use their various and sundry skills to bring out the best in everyone for the good of everyone in the enterprise. My premise is that substituting ‘Variety” for “Diversity” will help us achieve benefits for all employees.

Copyright © 2024 Watchwell Communications, Inc.