Language shapes perceptions, especially in the workplace, where acronyms like "DEI" (Diversity, Equity, and Inclusion) have become central to fostering inclusive environments.

Yet, this acronym has grown polarizing in today's climate, especially after the recent election and Donald Trump's victory. For example, SHRM (formerly the Society for Human Resource Management) recently shifted to using "I&D," This decision highlights how even terminology can spark debate, reflecting the challenges DEI faces amid political and cultural shifts.

Despite these debates, the core principles of DEI - creating equitable and inclusive environments - remain essential. Actions ultimately matter more than labels. Building a workplace that values diversity, promotes inclusion, ensures equity, and creates a sense of belonging and accessibility must go beyond semantics.

However, the terms we use can influence how people perceive initiatives, so it is essential to use language that resonates positively within specific environments.

DEI, EDI, and IED Explained

Diversity, Equity, and Inclusion (DEI or DE&I) initiatives aim to create environments where individuals from all backgrounds feel represented, respected, and valued and where they experience equal opportunity. Diversity emphasizes varied inherent and acquired identities and perspectives, such as race, gender, and cultural background. Equity ensures fair access to opportunities by addressing systemic barriers, while Inclusion fosters environments where everyone feels they belong and where the culture makes it safe to share differing points of view. 

While DEI is one of the most commonly used frameworks, alternative models such as Equity, Diversity, and Inclusion (EDI) and Inclusion, Equity, and Diversity (IED) offer different starting points and priorities to achieve similar goals.

EDI places equity at the forefront. This approach begins by identifying and addressing structural inequalities to create a fair foundation for all individuals. Once equity is established, organizations focus on fostering diversity and creating inclusive environments. 

For example, EDI-driven strategies might include conducting pay audits to eliminate wage disparities, revising hiring practices to remove bias, and introducing transparent promotion pathways.

IED, on the other hand, prioritizes inclusion as the foundational principle. By starting with inclusion, this framework emphasizes building a culture of belonging where individuals feel valued and empowered to contribute. Once inclusive practices are in place, the organization can focus on diversifying its workforce and ensuring equitable access to opportunities. 

IED might involve leadership training on inclusive communication, employee resource groups, and anonymous feedback systems to ensure all voices are heard.

These frameworks all aim to drive meaningful cultural and systemic change within organizations.  Whether using DEI, EDI, or IED, the focus remains on creating environments that prioritize representation, fairness, and belonging for all.

DEIB Explained

DEIB stands for Diversity, Equity, Inclusion, and Belonging. While DEI programs focus on creating a more diverse workforce and ensuring equitable treatment and inclusive practices, DEIB adds the critical element of belonging. Belonging ensures that individuals feel valued and included in their work environment, not just represented.

Belonging emphasizes feeling connected, seen, supported, and proud of one's role within an organization. 

For example, when employees feel psychologically safe, they are more likely to share ideas and engage in innovative problem-solving. Conversely, a lack of belonging can drive turnover, as employees may seek workplaces where they feel they have a voice. 

Organizations that integrate belonging into their DEI strategies not only foster a healthier work environment but also enhance retention and attract talent, especially among younger generations who prioritize inclusivity​.

DEIA Explained

DEIA expands on DEI by adding Accessibility, focusing on creating workplaces that support people with disabilities and other accessibility needs. This framework highlights removing physical, technological, and social barriers to ensure equitable opportunities for everyone.

In 2021, the U.S. government formally adopted DEIA. It has mandated its implementation through an executive order to build a federal workforce reflective of diversity, equity, inclusion, and accessibility principles.

This order underscores the government's commitment to addressing systemic barriers and fostering an inclusive environment that benefits all employees. Beyond public sectors, businesses adopting DEIA practices ensure compliance with legal standards while promoting a culture that values every individual. In turn, this focus on accessibility amplifies innovation, engagement, and the overall effectiveness of teams.

The Evolution from DEI/EDI to Inclusion, Belonging, Well-Being, etc. 

The shift from traditional DEI/EDI frameworks toward broader concepts – such as inclusion, belonging, engagement, culture, well-being, etc. – reflects a deepening understanding of workplace dynamics. 

While DEI remains foundational, companies recognize that a thriving workplace requires more than representation and systemic fairness but also an environment where employees genuinely feel valued, connected, and supported.

Ultimately, diversity ensures equal access to the workplace and promotional opportunities. While the goal is to ensure fairness, the resistance often comes from believing that diversity is about giving an unfair advantage.  Consequently, resistance and fatigue are growing around politically charged terms like "DEI". Terms like "belonging" or "well-being" resonate more universally and focus on the outcomes that DEI strategies aim to achieve. 

Inclusion and belonging emphasize creating spaces where every employee feels they are an integral part of the organization’s success, while well-being addresses holistic employee needs, including mental health, work-life balance, and emotional safety.

This broader lens enables organizations to prioritize culture and engagement as pillars for sustainable growth, where every employee feels they can benefit. Reframing these values in actionable terms that align with both human and business goals creates an environment that attracts talent, boosts performance, and builds long-term resilience. 

How to Ensure 'DEI' Success Regardless of Name

While the terminology DEI may evolve, the core principles of equitable and inclusive environments remain. Organizations must focus on impact, ensuring that initiatives achieve meaningful results rather than becoming lost in debates over terminology. Whether the acronym includes “belonging,” “accessibility,” or other variations, the foundation of success lies in thoughtful, deliberate action.

Language is important because words can foster inclusivity, while poorly chosen terms might alienate stakeholders. 

For example, shifting from polarizing phrases to those emphasizing growth and connection can open doors to constructive dialogue. However, the real focus should remain on building equitable systems that benefit all employees, regardless of what these efforts are called.

Creating a shared vision is equally important. Teams are more likely to engage with DEI initiatives when they can envision a future where inclusivity thrives. Ask stakeholders to imagine an ideal environment where everyone can succeed and contribute fully. This shared aspiration becomes a guide for actionable steps, like equitable hiring practices or inclusive leadership development programs.

Changing the terminology is not about giving in to external pressure or giving up the goals of a DEI program; it is about reducing the friction that gets in the way of progress. 

Practical Steps for DEI Success

Here are some actionable strategies for meaningful DEI progress:

• Be Intentional with Language: Choose words that unify and resonate with your team. Tailor terms to your organization’s culture to avoid unnecessary polarization.
• Create and Communicate a Vision: Collaborate with employees to define what success looks like. Use this vision to align initiatives with broader organizational goals.
• Prioritize Education: Conduct workshops to address systemic inequities and biases. Empower employees with knowledge that promotes empathy and action.
• Address the Zero-Sum Game Myth: Show how inclusive practices benefit everyone. For instance, accessible design enhances experiences for both disabled and non-disabled people.
• Measure and Share Impact: Track data to assess the effectiveness of initiatives. Share successes to reinforce the value of DEI work.

The commitment to creating lasting, positive change matters less than the name.

Of course, it’s essential to align your DEI efforts with actionable strategies that make a real impact. At Pulsely, we specialize in data-driven solutions that help organizations foster inclusive, equitable environments tailored to their unique needs.

Book a demo or contact us today to discover how Pulsely can support your journey toward meaningful change.