The Fundamentals of Diversity, Equity & Inclusion provide a groundwork for understanding DEI. This session equips participants with an understanding of the basic concepts of DEI: definitions, terms, and behavioral modifications that foster DEI and create a strategic approach throughout the organization. Attendees leave with the confidence and skills to engage in meaningful conversations around the issues of DEI. Defining Diversity, Equity, and Inclusion, as well as understanding the Dimensions of Diversity and how they impact how we see each other, is essential. Explore the Business Case for Diversity, Equity, and Inclusion, understanding how it can positively impact organizational processes and routines, making them more inclusive and welcoming. This understanding can be a game-changer for your organization. Recognize the benefits of developing an Organizational Assessment and comprehensive DEI strategy for a modern workforce. This step is crucial for fostering a diverse and inclusive work environment. Leverage knowledge of Cultural Diversity and Cultural Competence, recognizing and respecting the existence and presence of diverse groups of people within a society. Learn and apply the Language of Diversity, Equity, and Inclusion.

1. 2024
WELCOME - INCLUSION
BELONGING - ACCESSIBILITY
Greg DeShields
CHE, CDE

2. Greg DeShields
CHE, CDE

3. AGENDA
• Diversity, Equity, and Inclusion (DEI) Timeline
• DEI Today
• The Dimensions of DEI
• Language of DEI
• A DEI Commercial Break
• Top 7 DEI Trends for 2024
• DEI Business Narrative
• Conclusion

4. DIVERSITY EQUITY
INCLUSION
TIMELINE

5. CIVIL RIGHTS MULTICULTURALISM DIVERSITY ACCOUNTABILITY
 1963: Martin Luther
King Jr “I Have a
Dream” Speech
 1963: Equal Pay Act
 1964: Title VII of the
Civil Rights Act
 1967: Age
Discrimination in
Employment Act
 1970: The Gay Liberation
Front LGBT pride began.
 1971: The Association for
Disabled People.
 1975: The Maternity Leave
Legislation paternity pay.
 1976: The Race Relations Act.
 1989: LGBTQ+ group,
Stonewall UK
 1990: Civil rights declaration for
people with disabilities.
 1995: The Disability
Discrimination Act was
introduced.
 2000: The World Health
Organization changed definition
of homosexuality
 2003: Emp. Equality regulations
are illegal to discriminate against
 2009 Lilly Ledbetter Act Fair
Pay Act Strengthen Protection
Against Pay Discrimination
 2014: Same-sex marriage
became legal in the UK
2K - NOW
DEI in America grew out of the 1960’s Civil Rights Movement. It expanded over time to
include identities other than race, including gender, sexual orientation, veteran status, etc.
1960 1970 - 80 1990 - 2K
DIVERSITY, EQUITY & INCLUSION
TIMELINE

6. DIVERSITY EQUITY
INCLUSION
TODAY

7. DIVERSITY EQUITY INCLUSION TODAY
Although DEI is changing, it isn’t going away; it is undergoing a
rebranding.
• Leaders need to focus more on their DEI Commitments and
and Strategies now than ever.
• DEI is seen as a business strategy. Its value is a commitment
commitment to creating fair, inclusive, and equitable
environments that benefit individuals and organizations.
• The Generational Shift Is Here - Gen Z is the most racially
racially and ethnically diverse generation.

8. DIVERSITY EQUITY INCLUSION
Is Everyone’s Responsibility
WHY
LEADERSHIP
Develops a DEI organizational Culture that is a
strategic business driver, committed representation,
and fully integrated into policies, practices, and
program initiatives, all measured to ensure
accountability.
HOW
THE TEAM
Commit to personal and professional growth:
 Mindful Communication: Listen to More, Talk
Carefully
 Challenge Stereotypes and Avoid Assumptions
 Be Aware of Your Privileges
 Be Proactive in Educating Yourself on The Topic
 Stay Open, Stay Curious, and Do Not Fear Mistakes

9. DIMENSIONS OF
DIVERSITY

10. TYPES
 Age
 Education
 Ethnicity
 Gender
 Marital Status
 Physical Ability
 Mental Ability
 Race
 Religious Beliefs
 Sexual Orientation
DIMENSIONS OF
DIVERSITY
ORGANIZATIONAL,
EXTERNAL & INTERNAL

11. OVERCOMING OUR BIASED
BRAINS
UNCOVERING YOUR OWN
DIVERSITY STORY
MOVE BEYOND THE
BINARY
REJECT STEREOTYPES
AND CELEBRATE
DIVERSITY
DIMENSIONS OF
DIVERSITY

12. LANGUAGE OF DIVERSITY EQUITY INCLUSION

14. BELONGING
The feeling of security and support is
when there is a sense of acceptance,
inclusion, and identity for a certain
group member.
ACCESSIBILITY
The practice of making information,
activities, and/or environments sensible,
meaningful, and usable for as many
people as possible.
WELCOMING
An environment, atmosphere, that is
friendly and inviting and creates a sense
of warmth and openness. A positive and
inclusive attitude that fosters a sense of
DIVERSITY
Acknowledging, understanding,
accepting, and valuing
differences among people with
respect.
EQUITY
The quality of being fair or
impartial; fairness; impartiality;
something that is fair and just.
INCLUSION
Creating a culture of respect,
value, authenticity, and
collaboration that fully utilizes
people's different ideas,

15. A COMMERCIAL
BREAK

17. TOP DEI TRENDS FOR
2024

18. • Maintain Your DEI Commitments and Strategies
• Create a Positive Diverse Company Culture
• Become Familiar with DEI-Related Legislation
TOP DEI TRENDS FOR 2024

19. • Go Beyond Your Typical Sponsorship and Support
Community Initiatives
• Embrace the Dimensions of Diversity
• Update Your DEI Language
• Watch Your AI (Artificial Intelligence) and DEI
Strategy
TOP DEI TRENDS FOR 2024

20. DIVERSITY EQUITY
INCLUSION BUSINESS
NARRATIVE

21. BUSINESS NARRATIVE
OF DEI
The Business Narrative for DEI
establishes a rationale that fits within an
organization's transformation and value
journey.
Reminding all stakeholders of the desired
state of DEI is critical to the longevity
and sustainability of the organization.
The Return On Investment is in
performance and economic outcomes
with results.

22. DATA
 According to McKinsey & Company,
the financial outperformance gap
has grown from the 2015 report of a
(15%) greater likelihood of financial
outperformance hitting (39%) in
2023.
 For most employed U.S. adults
(56%), focusing on increasing DEI at
work is good.
 (61%) of workers say their company
has policies that ensure fairness in

23. To secure the future of DEIB, organizations must
prioritize adapting to remote work
environments, addressing intersectionality,
embracing data-driven decision-making,
fostering collaboration, and promoting
continuous learning.
Doing so can create an inclusive culture that values
diversity and leads to a more equitable society.
Let's work together for a world where everyone feels
valued and celebrated.
THE FUTURE OF DEIB

24. CONCLUSION
To be a leader, we must go beyond simply accepting
“Equal Opportunity.”
We must value and embrace Diversity, Equity, and
Inclusion as a strategic competitive advantage.
Diversity, Equity, and Inclusion are a journey, not a
sprint.

25. THANK YOU
Questions and Answers