Diversity
Diversity refers to the presence of difference in any given setting. In context of diversity, equity and inclusion (DEI) work, we are often referring to diversity of identity. Diversity of identity refers to several aspects of our identity that make up who we are. Some examples of identity factors include our sex, gender, race, ethnicity, religion, sexual orientation, ability, socioeconomic status, and so much more.
All of these identity factors do not make us diverse individuals – but rather make us whole and complex individuals. It is not until we come together with other complex individuals that we form a diverse group.
The presence of difference within a group then allows for diversity of thought. Diversity of thought refers to the different opinions, thoughts, and ideas, that are informed by each individual’s lived experience.
When we have a variety of different perspectives, the workplace becomes more creative, more innovative. Problem-solving becomes easier. We make more informed decisions – better decisions.
There is research on this to show the impact of DEI on an organization’s bottom line.
Employees who experience bias:
- Over four times as likely to regularly feel alienated.
- Three times as likely to intend to leave within a year.
- 2.6 times as likely to have withheld ideas or solutions.
Employees who feel included and like they belong:
- 56% increase in job performance.
- 50% drop in turnover.
Investing in DEI at the core really means we want to understand and connect with our people and with each other; we want to engage our people; and we want to retain our people.
Equity and Equality
Equity is a lens and approach that can be applied. Equity refers to providing fair treatment for all based on their unique needs and barriers.
Understanding equity can begin by comparing the idea to same treatment. The result of equal treatment can be seen in the first image on the left [above]. This has been historically the status quo in workplaces. We often thought that if we treat everyone the same, that we are being fair. But we know this is not true because the world and our workplaces are unequal, and people are starting from different places.
When individuals are treated equitably, there is an emphasis on individual needs and those needs are responded to differently from person to person or group to group – thus treating individuals equitably may imply that it is not the same. Equitable treatment is a needs-based approach [second image above].
Equity recognizes that advantages and barriers exist at the system level, and that as a result, we don’t all start from the same place and experience the same opportunities.
When we remove systemic barriers, the outcome is equality [third image above]. This definition is from the Government of Canada as well as the United Nations and is the most widely accepted definition of equality. When the focus is on changing structures and systems that create the inequities in the first place, we move closer to achieving equality.
Inclusion
Inclusion is an experience and like any experience it can fluctuate from time to time. When one is included, we feel a sense of safety and belonging.
Inclusion does not occur naturally as a response or consequence of diversity. Inclusion requires equity – a conscious effort to ensure everyone has access to the space that allows them to feel safe and like they belong.
Inclusion involves everyone. We all play a part in ensuring that each member of any given group feels that they can be their authentic self (if they choose to show up that way) to ensure everyone feels valued and respected.
Some examples include that inclusive workplaces are psychologically safe environments where people feel safe and are encouraged to share innovative or creative new ideas; where collaboration is encouraged and fuels productivity; where there is physical safety and accessibility for all; where the organization understands the diversity of its people and allows employees to take different religious or cultural holidays off; where employees want to stay and grow in an organization and where they can see a path for advancement for themselves and people that look like them. This leads to respectful workplaces.
Canada’s Projected Future
Canada is one of the most multicultural countries in the world, almost 25% of the current population was born outside of our borders. That diversity influences our lives every day, from interactions with colleagues to buying and selling real estate with people of different backgrounds.
The Canadian Centre for Diversity and Inclusion (CCDI) is a national charity established in 2013 with the mandate of building a more inclusive Canada. They envision a world where all individuals are treated with dignity and respect and where everyone has equal access to opportunities and resources.
They believe that diversity, equity, inclusion, accessibility, and justice are essential for building strong and healthy workplaces, schools and communities. They are committed to advocating for these values through education, training and action. By promoting understanding and inclusivity, CCDI strives to create a more equitable and just society for all.
DEI in Real Estate
I support diversity, equity and inclusion (DEI) as a framework that promotes the fair treatment and full participation of all people, especially populations that have historically been underrepresented or subject to discrimination because of their background, identity, disability, etc. Cultural competence is another vital aspect of real estate practice, particularly in diverse and multicultural communities. Understanding and respecting cultural differences allows REALTORS® to connect with clients on a deeper level, anticipate their needs, and tailor their services accordingly. By embracing diversity and inclusivity, real estate professionals can create more equitable and welcoming environments equally for their clients and their counterparts.
Diversity, equity, and inclusion aligns with Fair Housing and the Code of Ethics for real estate professionals. Thus, real estate professionals must treat every clients and employees fairly and equally, regardless of race, sex, religion, color, sexual orientation, handicap, gender identity, or national origin.
