Diversity, Equity and Inclusion (DEI) has become ubiquitous in discussions around workplace culture, social justice and community engagement. While the intention behind DEI initiatives is commendable, there is a growing recognition that the hyperfocus on diversity has overshadowed the equally crucial principles of equity and inclusion. There is a compelling case to move away from the overused DEI acronym and instead prioritize a more nuanced approach that places equity and inclusion at the forefront of our efforts.
Equity, Belonging, Inclusion and Accessibility (EBIA)
While diversity emphasizes the presence of different identities and perspectives, it alone does not guarantee fairness or justice. Organizations may boast “diverse” demographics without addressing the systemic barriers and biases that perpetuate inequality and inequities.
By shifting the emphasis of NCG’s organizational efforts from DEI to Equity, Belonging, Inclusion and Accessibility, we emphasize the need to actively dismantle these barriers and create conditions where everyone has equitable access to opportunities and resources, rather than aiming for numerical quotas or superficial/visual diversity. This requires a holistic approach that addresses systemic barriers, fosters inclusive cultures, and empowers individuals to challenge injustice and advocate for change.
A Focus on Equity Ensures Fairer Outcomes
Equity recognizes that different individuals and communities face unique challenges and require tailored support to thrive; support that is often necessary to level the playing field in a society where the field has been intentionally valleyed. It involves redistributing power and resources to ensure fairer outcomes, rather than treating everyone the same regardless of their circumstances. By prioritizing equity, we acknowledge and address the historical, current and structural inequities that perpetuate disparities in food access, employment, education, healthcare, opportunities, safety and other areas of life.
A Culture of Belonging Unlocks the Value of Diversity
Inclusion goes beyond mere representation to create environments where everyone can have the opportunity to feel valued, respected and empowered to contribute their perspectives and talents fully. Inclusion requires fostering a culture of belonging where differences are respected, and individuals are supported in bringing their authentic selves to the table. This involves not only addressing explicit forms of -isms (racism, sexism, et. al), but also naming and dismantling situations in which people would like to stick to the status quo rather than challenge themselves to move past “how we’ve always done it” and center different perspectives.
Accessibility Ensures Everyone Can Participate
Finally, accessibility should be prioritized because it ensures that everyone, regardless of ability, can fully participate in our organizational work and the broader food system. It encompasses the design of products, services, environments and systems to be usable by people with disabilities. Disabilities come in many forms and can be noticeable or imperceptible by others.
Accessibility goes hand in hand with equity, as it aims to level the playing field by removing barriers that prevent certain individuals from fully engaging in activities or accessing resources. Inclusion is closely tied to accessibility, as it involves creating environments where everyone has an opportunity to feel valued and respected, regardless of differences in ability. Accessibility is also integral to fostering a sense of belonging, as it ensures that individuals with disabilities are not excluded or minoritized, but rather welcomed and embraced as integral participants in co-ops whether they be shoppers or employees. When we prioritize accessibility, we not only uphold the rights of individuals with disabilities but also create improved access for all members of our co-op communities.
While this work has often been referred to as “DEI” (diversity, equity and inclusion), in 2023 your NCG Advocacy & Sustainability team began introducing the concept of “EBIA.” EBIA intentionally omits “diversity” because diversity is an outcome or an observation of fact. Diversity in any given group of people either exists, or doesn’t, and can’t be forced. Attempting to force diversity is often a sign of performative action by organizations that are not yet ready to do the hard work of dismantling the systems that prevent diversity from thriving in the first place. Instead, the degree to which NCG can make progress is a measure of our daily, ongoing commitment and willingness to recommit, to create equitable outcomes, foster a sense of belonging, prioritize inclusivity and dismantle barriers to access — or, in short, EBIA.
