Overview

DEI Environmental Scan | Organizational Assessment

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JEDI Definitions
Justice, Equity, Diversity, and Inclusion

Sometimes it feels like understanding justice, equity, diversity, and inclusion (JEDI) is complicated. What we hear on television and social media often leads to confusion. And the terminology seems ever-changing.  Consequently, it can be easier to avoid the subject of justice, equity, diversity, and inclusion unless necessary.

I will tell you that to begin any great change it is necessary to know exactly what you mean. The WEBB Advisory Group has prepared a list of the most consistent terminology to use when having conversation around these issues.

 

So, how do you become a JEDI?  A warrior for justice, equity, diversity, and inclusion?  It starts with understanding exactly what those words mean.  As we strengthen our understanding through learning, we learn to identify key issues, frame questions, and create organizational environments based on understanding.

 
JUSTICE– JUSTICE IS ABOUT EMPATHY AND RESPECT.  IT IS NOT JUST INCLUSIVE OF JUSTICE SYSTEMS.  JUSTICE ENSURES THAT EVERY SINGLE PERSON IS TREATED WITH RESPECT, KINDNESS, FAIRNESS, RESPECT AND EMPATHY.  IT IS AN ACKNOWLEDGMENT OF THE HUMANITY THAT WE ALL SHARE.
EQUITY - EQUITY ENSURES ACCESS TO FAIR AND JUST PRACTICES AND POLICIES SO THAT THOSE WITH DIFFERENCES CAN THRIVE. EQUITY IS DIFFERENT THAN EQUALITY IN THAT EQUALITY IMPLIES TREATING EVERYONE AS IF THEIR EXPERIENCES ARE EXACTLY THE SAME. BEING EQUITABLE MEANS ACKNOWLEDGING AND ADDRESSING STRUCTURAL INEQUALITIES FOR THOSE WHO ARE UNDERREPRESENTED AND HAVE BEEN HISTORICALLY DISADVANTAGED.
DIVERSITY - DIVERSITY REFERS TO THE PRESENCE OF HUMAN DIFFERENCE, SOCIAL IDENTITIES, AND SOCIAL GROUP DIFFERENCES, INCLUDING BUT NOT LIMITED TO RACE, ETHNICITY, CREED, COLOR, SEX, GENDER, GENDER IDENTITY, SEXUAL IDENTITY, SOCIO-ECONOMIC STATUS, LANGUAGE, CULTURE, NATIONAL ORIGIN, RELIGION/SPIRITUALITY, AGE, AND (DIS)ABILITY.
INCLUSION - INCLUSION REFERS TO A WORKPLACE CULTURE WHERE ALL MEMBERS ARE AND FEEL RESPECTED, HAVE A SENSE OF BELONGING, AND ARE ABLE TO PARTICIPATE AND ACHIEVE TO THEIR POTENTIAL. ORGANIZATIONS CAN BE BOTH DIVERSE AND NON-INCLUSIVE AT THE SAME TIME, THUS A SUSTAINED PRACTICE OF CREATING INCLUSIVE ENVIRONMENTS IS NECESSARY FOR SUCCESS AND MUST INCLUDE THE PREMISE THAT ALL VOICES ARE WELCOMED AND ENCOURAGED.

WEBB Advisory Group Assessment Tools

To begin any great change, it is necessary to know exactly where you are and where you want to go.

 

The WEBB Advisory Group has prepared tools to help you understand the most consistent terminology when having conversation around diversity, equity and inclusion and organizational strategy. 

These tools will help:

  1. Provide you with a set of information to help you understand commonly used terminology so your teams are all having the same conversations.

  2. Provide you with a starting point or baseline in which to begin culturally competent discussions.

  3. Help develop a framework and develop strategic priorities for an action plan.

  4. Help assess your organization for future growth and areas of needed behavioral change.

  5. Help your organization improve communication.  

*See a sample of our Intercultural conflict style inventory*

Click Here for WEBB Advisory Group's Working Definitions of
Justice | Equity | Diversity | Inclusion

Click Here to take our WEBB Advisory Group Environmental Survey

Click Here for an overview of the WEBB Advisory Group's Organizational Assessment