Diversity, Equity and Inclusion are three different but co-related concepts to address the policies and programs affecting people and other groups of individuals in the workplace. DEI includes people of different races, castes, religions, ages, ethnicities, genders, abilities, disabilities, cultures and sexual orientations. It also encompasses people with diverse responsibilities, backgrounds, skills, ideas, beliefs, and expertise.
The three of these concepts work together to create an environment & work culture that represents fairness and respect in the workplace. It also represents initiatives that facilitate equal access, opportunities, promotions, careers and a sense of belonging to all along with the underrepresented people in the society.
At Briskminds, DEI is a crucial part of the recruitment process to create an inclusive workplace culture. It helps us to achieve our cumulative goals by overcoming unwanted barriers and biases and mitigating any sort of pessimism amongst the individuals at the workplace.
Equitable, diverse and inclusive companies are better equipped to cope with challenges, hire top talents, produce better results, products and meet well with different stakeholders and customer ideas. With DEI in mind, companies are able to support employees better and help in supporting better hiring practices. Quite simply, diversity, equity and inclusion (DEI) describe three values that many associations strive to describe to help meet the needs of people from different walks of life. While concepts such as biodiversity are important offshoots of the core idea of diversity, this article focuses on diversity, equity and inclusion in business and the workplace rather than in other contexts.
Diversity refers to understanding that each person is unique in their own ways. It means respecting and valuing every individual’s responsibilities, culture, age, skills and responsibilities with no intolerance or bias. It also means embracing each individual’s differences including their beliefs, abilities, backgrounds, values and cultures are being valued and respected.
We, at Briskminds, believe in various aspects of diversity based on gender, age, ethnicity, skills, physical abilities, etc.
Elements of Diversity include caste, religion, background, culture, Socio-economic status, abilities, disabilities, language, age, etc.
Diversity refers to who is represented in the workforce and how they are represented. Some examples of diversity in the workplace are as follows:
This refers to whether people with different genders are being treated equally or not in the workplace. This means justice for women who are being treated and being paid as equally as according to their performance and not less in the organization.
This refers to whether people and individuals of different ages are being given the same and equal opportunities based on their skills and performance.
Do people in the workplace belong to common national or cultural traditions or from different backgrounds?
Are the perspectives and views of people with disabilities being accounted for or not?
Nobel Prize winner Richard Thaler, while sharing his concerns about diversity said –
“There’s lots of talk about diversity these days,” says Thaler. “We tend to think about that in terms of things like racial diversity and gender diversity and ethnic diversity. Those things are all important. But it’s also important to have diversity in how people think.”
Equity at Workplace
Equity is all about having equal treatment, access, opportunities and advancements for all people and employees in the workplace. It refers to fair treatment of all people regardless of their age, religion, abilities, background or circumstances. Equity in an organization promotes identifying the barriers to help remove the problems that prevent people from joining certain societies or industries.
Briskminds serves Equity by aiming to promote justice, fairness and impartiality in the way things are done and promoted within the organization. It differs from equality in a subtle yet different manner. While equality means that everyone should be treated equally, equity considers a person’s unique circumstances and backgrounds such that the outcomes must be equal.
Workplace Inclusivity
Inclusion is an extension of diversity and equity. It means that all people, with no exceptions, must be treated and included equally in the workplace environments. They must be respected and appreciated as valued members of the community. Inclusion actively invites every person and group to participate and contribute equally to the community. An inclusive workplace environment offers a proper environment for every person to feel that their voices are being heard and they are being treated equally.
Organizations intent on recruiting a diverse workforce must also aim to develop an adequately inclusive culture, so all employees feel their voices will be heard. This is crucial if organizations want to retain their skills and open the power of their various workforces.
The work culture at Briskminds is inclusive as we practice being supportive, respectful, collaborative and motivate each employee to participate in every cause for the workplace. The voices here are heard well & acted upon accordingly! The benefit of having an inclusive work environment is that it helps to create a happy and productive work environment and enhances the organization’s products and services.
What are the Differences between Diversity, Equity and Inclusion?
Diversity, Equity and Inclusion are often grouped because they are interconnected and it is only because of their combination their true impact emerges. In the workplace, “diversity” signifies the representation of diverse demographics, castes, religions, genders and ethnicities among the employees, “equity” means that every individual has fair, unbiased and equal access to opportunities based on their needs, whereas, “inclusion” means that each individual must be welcomed and valued the same irrespective of their background or ideas.
Here are some of the breakdowns for diversity, equity and inclusion in the workplace:
Refers to differences in racial, social, cultural, demographic, religious, ethnic, age, physical, abilities etc. in the workplace that make individuals unique.
The concept of bringing different people together in the same workplace.
Achieved when recruiters aim toward heterogeneity and fight any biases in the hiring process.
Relies on inclusion to work successfully
Refers to the practice of giving fair and equal opportunities to every person irrespective of his/her backgrounds and culture.
The concept of giving equal treatment to every person in the workplace.
Achieved when all people in the workplace are being given equal opportunities and access regardless of their backgrounds & beliefs.
Dependent on Diversity and Inclusion to work.
Refers to the concerns, efforts, behaviors, and practices to make every person feel listened to, seen and heard in the work environment with their unique differences.
The strategy and methods that help diversity work in the organization.
Achieved when all people in the workplace feel safe, equal and included.
Diversity needs to work.
In addition to profitability, DEI benefits employers in various other aspects too, such as, winning talent, enhanced creativity & innovation, better decision making, improved problem solving, stronger team collaboration & many more.
Our Viewpoint/Perspectives on Diversity, Equity and Inclusion
Diversity, Equity and Inclusion in the workplace are increasingly pivotal across the globe, though their impact and meanings can vary significantly across regions like India and the United States. Here is a comparative look at how the DEI is approached in both of these countries:
The United States has a long history of civil rights movements, which have shaped modern DEI policies. Efforts toward diversity and inclusion in the workplace are affected by laws and social movements aimed at addressing systemic inequalities, such as the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), and recent debates about systemic racism.
US workplaces are guided by laws such as Title VII of the Civil Rights Act, which prohibits employment bias based on race, color, religion, gender or national origin. Additionally, there are regulations concerning gender identity and disabilities.
Many US organizations have established DEI departments, and there’s a strong passion for metrics and responsibility. Companies often implement training programs, create employee resource groups (ERGs) and conduct regular audits to assess and improve their DEI practices.
DEI issues are frequently discussed in the media and academic spheres, leading to high visibility and debate over topics like gender pay gaps, racial inequalities like black and white people and LGBTQ+ rights. This public discourse can influence workplace practices and policies
India’s approach to DEI is influenced by its diverse population, with various ethnic, religious and linguistic groups. The caste system, though officially abolished, continues to affect social and economic dynamics and there are ongoing efforts to address its legacy through affirmative action in education and employment.
Indian labor laws and policies provide some protections, such as the Constitution of India, which restricts bias based on religion, race, caste, gender or place of birth. The Rights of Persons with Disabilities Act and the Sexual Harassment of Women at Workplace Act also contribute to DEI efforts.
DEI is increasingly gaining traction in Indian companies, especially in MNCs and large Indian conglomerates. There is a growing praise for the need for diversity and inclusion, but practices vary widely.
Indian companies may focus on different aspects of DEI, such as gender diversity (particularly in leadership roles) and the inclusion of people with disabilities. Many companies are still in the early stages of developing robust DEI strategies compared to their US counterparts.
DEI discussions are less prominent in the Indian media compared to the US, though awareness is growing. Issues like gender inequality, caste discrimination, women empowerment, cultural discrimination and LGBTQ+ rights are being increasingly addressed, but often within specific contexts rather than as part of a broader, unified DEI strategy.
Both countries recognize the value of diverse perspectives and ideas and the importance of creating inclusive workplaces and equality. There’s an exposure that diverse teams can drive innovation and better reflect global or local customer bases.
The US tends to have more formalized and regulated DEI practices with a powerful focus on measures and responsibilities.
In India, DEI efforts are more varied and often context-specific, with a larger focus on overcoming historical social inequalities, religious discriminations, and the discourse around these issues is significantly evolving.
Lastly, we also ensure to keep working towards this cause as our roots coming from tribal or smaller regions of India has helped us understand the common taboos that the target groups have to face in day to day lives so that at least there work life keeps getting better & relaxed and this ways, we can together take a step towards betterment of the society too on this undermined yet critical concern!
Copyright © 2025 Briskminds | All Rights Reserved