Diversity, Equality, and Inclusion (DE&I)

Diversity, equality, and inclusion (DE&I; also known as ED&I) are becoming important concepts within applied managerial and organizational practice. These concepts reflect an increasing awareness by organizations to act fairly and equitably, and in ways that enable all organizational members feel a sense of belonging and safety. DE&I (ED&I) often manifests as a bundle of organizational policies and practices, which aim to help an organization fulfil legal, moral, and business imperatives to be a ‘responsible’ employer. In this entry, I: i) examine how DE&I (ED&I) is defined, which types of practices fall under its umbrella, and for whom such practices are designed to support, ii) explore what determines DE&I (ED&I) effectiveness as well as pertinent critical issues when implementing such practices; and iii) summarize key theoretical perspectives within the DE&I (ED&I) scholarly community. In doing so, I hope to provide some clarity on DE&I (ED&I) research and practice.