DEI, AA, and EEO: What Are They and How Do They Compare?

Diversity, Equity, and Inclusion (DEI), Affirmative Action, and Equal Employment Opportunity (EEO): These terms have been popping up in educational and business circles in recent years. All three of these aim to create a more inclusive work environment, but what is the difference between them?

DEI describes three crucial values that make an organization more accepting and diverse. It helps businesses meet the needs of all potential employees, including those who are already a part of the organization. It also provides a larger pool of talent because historically marginalized groups will feel more encouraged to apply for positions they may have hesitated from previously.

Studies on the effects of DEI on the workplace conclude that DEI helps to strengthen the work environment overall. McKinsey & Company found that companies in the top percentile for racial and ethnic diversity are 35% more likely to have above-average financial returns. Additionally, those individuals in the top quartile for gender diversity made 15% more than average.

While DEI describes a set of values and goals, EEO and Affirmative Action are federal policies. EEO prohibits discrimination in the workplace based on a variety of factors, such as race, national origin, sexual orientation, gender identity, and more. The goal of this policy is to ensure that everyone has access to the same opportunities, especially those who have been historically underrepresented.

Affirmative Action has a similar goal as EEO. This policy makes sure there are equal employment opportunities for minorities, women, veterans, and people with disabilities. It uses good faith efforts to help remedy the history of exclusion targeted towards these groups, using outreach to diverse communities for recruitment. Fair evaluation is used for all applicants so the best candidate for the job is chosen, regardless of their identity. Affirmative Action has a broader reach than EEO due to policies that specifically reach out to those who have suffered historical discrimination.

Despite the well-meaning goals of DEI, AA, and EEO, there has been criticism against these movements. Some employees who are not minorities worry they might not be considered for positions if a company is looking to increase its diversity. But if a company is truly committed to these policies, they are making strides to increase diversity, which includes everyone, not just minorities.

All three of these efforts are relatively new and require more research and testing to reach their end goal. Employees still report experiencing discrimination despite their employers implementing DEI training. Some companies have decreased funding for DEI programs, but continued learning about these efforts is essential to finding new and improved methods to create diverse workplaces that reflect the world around us.

Gaudiano, Paolo. “Why the Backlash against DEI Is an Opportunity to Get Better.” Forbes, 9 Oct. 2023, www.forbes.com/sites/paologaudiano/2023/10/09/why-the-backlash-against-dei-is-an-opportunity-to-get-better/?sh=16dde72ff674.

Brecheisen, Jeremie. “Research: Where Employees Think Companies’ DEIB Efforts Are Failing.”Harvard Business Review, 9 Mar. 2023, hbr.org/2023/03/research-where-employees-think-companies-deib-efforts-are-failing.

Thibodeau, Patrick. “DEI Initiatives Hurt by Budget Cuts, Hostile Politics | TechTarget.” HR Software, 5 Apr. 2023, www.techtarget.com/searchhrsoftware/news/365534873/DEI-initiatives-hurt-by-budget-cuts-hostile-politics. Accessed 18 Mar. 2024.

Photo by Hannah Busing for Unsplash.