Before an organization can implement Equity, Diversity, and Inclusion best practices that are practical, sustainable and successful, it’s important to have a clear understanding of the definitions of these terms.
Equity
Often confused with equality, equity is different in that it assumes that there are existing differences. These differences are considered in order to ensure a fair process, and in so doing, a fair outcome.
Equity recognizes that there are some groups that for reasons of access were marginalized or underrepresented. At its core equity is a means of improving and alleviating lingering organizational practices, procedures, and policies that could otherwise deter disadvantaged groups.
Diversity
Diversity can be defined as the sum of the ways that people are both alike and different. Visible diversity is generally those attributes or characteristics that are external. However, diversity goes beyond the external to internal characteristics that we choose to define as ‘invisible’ diversity. Invisible diversity includes those characteristics and attributes that are not readily seen. When we recognize, value, and embrace diversity, we are accepting, valuing, and embracing the uniqueness of each.
Inclusion
Inclusion requires the identification and removal of barriers (e.g. physical, procedural, visible, invisible, intentional, unintentional) that inhibit members’ participation and contribution. Inclusion also requires every member of the community to demonstrate values and principles of fairness, justice, equity, and respect by being open to different voices and perspectives, developing an understanding of different cultures, experiences and communities, and making a conscious effort to be welcoming, respectful, and helpful to everyone.
Advancing Diversity in Public Libraries 