Often referred to as DEI, diversity, equity and inclusion make up three areas that influence the experiences of patients and clients in numerous settings. Diversity refers to the representation of people of varying identities, including racial, gender, political, and cultural identities (University of Michigan, 2022). Equity concerns the level of access to equal opportunities among people of different abilities and backgrounds (University of Michigan, 2022). Inclusion refers to the overall climate and how comfortable people feel expressing their differences (University of Michigan, 2022). Diversity, equity and inclusion all play a role in the experiences and outcomes of minority groups, as the level of equal representation in a healthcare, workplace or school setting can impact people’s ability to effectively perform responsibilities and express themselves comfortably.
People belonging to minority racial, sexual and gender identity groups often suffer from something known as minority stress, or the mental burden and stress often felt by people of marginalized groups, resulting in negative impacts on health (Science Direct, 2021). When organizations do not prioritize DEI in the design and implementation of their programs, it contributes to the stressors already experienced by underrepresented groups, and can negatively affect the success of an organization as a whole. Individuals and organizations can improve DEI outcomes through ongoing cultural competency staff training, designing and implementing culturally sensitive policies, and creating a physical environment that is committed to embracing and representing individuals of different backgrounds.