The diversity, equity, and inclusion (DEI) framework is intended to help corporations, schools, and other organizations create opportunities for fair treatment and equal participation for all people, including those who have historically been unrepresented on the basis of race, ethnicity, gender, disability, religious beliefs, and other characteristics. DEI often includes diversity training, employing new recruitment and hiring processes to bring in and retain a diverse group of employees or students, and creating an atmosphere of accountability to ensure everyone is being treated equitably. However, critics of DEI claim that organizations superficially use DEI to try to improve their public image without making any meaningful changes. Others argue that it has a negative impact on free speech and academic freedom. This volume explores arguments on both sides of the debate to create a nuanced understanding of the role of DEI in organizations and society.
The diversity, equity, and inclusion (DEI) framework is intended to help corporations, schools, and other organizations create opportunities for fair treatment and equal participation for all people, including those who have historically been unrepresented on the basis of race, ethnicity, gender, disability, religious beliefs, and other characteristics. DEI often includes diversity training, employing new recruitment and hiring processes to bring in and retain a diverse group of employees or students, and creating an atmosphere of accountability to ensure everyone is being treated equitably. However, critics of DEI claim that organizations superficially use DEI to try to improve their public image without making any meaningful changes. Others argue that it has a negative impact on free speech and academic freedom. This volume explores arguments on both sides of the debate to create a nuanced understanding of the role of DEI in organizations and society.
