Getting Started
What to Practice and Build When Starting Your DEI Journey
Overview
While the motivations to get involved in DEI vary from chamber to chamber, here are some common scenarios that often start the conversation:
- A chamber starts to look at disaggregated data about key economic indicators (ex. labor participation, unemployment, educational attainment,
home ownership, makeup of executive positions) and notices that there are differences based on identity - A community partner pushes the chamber on something related to DEI and asks difficult questions about what the chamber is doing to pursue more inclusive growth
- A member, staff member, volunteer leader or board member expresses interest in the chamber supporting more diverse talent pipelines, assisting more diverse small businesses or helping businesses understand how to identify and hire untapped talent
- A chamber hears from its economic development partners that more site selectors are asking about DEI initiatives when collecting information for relocation and expansion decisions, and the community doesn’t have anything specific to point to about its work
- The chamber identifies that there is no business voice represented in community DEI efforts and is concerned about the potential implications of industry not being at the table for these conversations
The scenarios above are real examples of what has motivated chambers to begin their DEI journeys. Generally, following these initial conversations, chambers look at the data, engage members and others in the community to learn more about the issues, use survey tools or other instruments to collect feedback, and develop a strategy for what the chamber’s role should be in this work. Read further in the resource guide to see some strategies that can be used in that process.
Preparing for DEI Work: Considerations for Chambers of Commerce
DEI requires executives and professionals at every level to analyze behavior, patterns and ways of working. Read this primer from the ACCE Foundation on how to build a DEI mindset and prepare for this work. Reflect on your own or with staff using this primer reflection guide.
Chamber Language on DEI
While DEI, DEIA, DEIB and JEDI share common goals, each acronym emphasizes different aspects of the broader conversation on inclusion and equity. Understanding these distinctions allows employers and individuals to tailor their approaches to diversity and equity, ensuring that they address the unique needs of their communities.
There is no consistent name that chambers use to label their efforts outside of DEI. For example, ACCE members have used “Economic Inclusion,” “Diversity and Inclusion,” “Business Inclusion,” and “Talent and Inclusion.” Others forgo DEI completely and use “Community Development,” “Economic Mobility,” “Broad-based Prosperity” or “Minority Business Growth.” Some chambers apply a DEI lens to their work but don’t actively market it on their websites or social media because the terms are politicized.
What do these chambers have in common? They listen to their stakeholders and determine how to move forward based on their community and local context. What works in one town or county won’t always have the same results elsewhere.
Sometimes the focus on language can hinder interpersonal and systemic progress. At the end of the day, what is more important is the chamber industry trying to embody and pursue DEI practices because of the benefits to local economies and businesses.
Understanding Diversity, Equity and Inclusion Acronyms
In recent years, diversity, equity and inclusion have gained traction among chambers and businesses. The conversation around these topics is often accompanied by acronyms and terms that can be confusing. Understanding the differences between terms is important. However, language evolves. Chambers will get conflicting feedback on what terms to use and when. Don’t let a hangup on language keep the chamber from acting.
DEI stands for Diversity, Equity and Inclusion. This acronym emphasizes the importance of recognizing diverse backgrounds, ensuring fair and equitable treatment and opportunities, and creating environments where everyone feels welcome and valued. Organizations that adopt DEI principles typically focus on implementing strategies that enhance representation and form a culture of belonging.
Accessibility, belonging and justice build upon the DEI framework. Accessibility highlights the importance of making spaces inclusive for all individuals, not just for people living with invisible or visible disabilities. For example, providing a baby changing room that is accessible to all genders is a way to practice accessibility. By focusing on accessibility, organizations can better address the specific needs of individuals and create a more holistic approach to inclusion.
Belonging emphasizes the emotional aspect of inclusion. While diversity and equity are essential for representation, belonging is about fostering a sense of community and acceptance among individuals. By prioritizing belonging, organizations can build stronger teams that thrive on collaboration and innovation, which is crucial for employee retention and satisfaction. The focus on belonging helps chambers create spaces where everyone feels valued and engaged.
Adding "Justice" highlights the importance of taking action to address systemic inequities. Justice-Equity-Diversity-Inclusion frameworks encourage organizations to act and remove policies and practices that hinder economic mobility or opportunity. For example, businesses can take corrective action to adjust employee salaries if they notice unexplainable pay gaps. Banks can change how they define “risky” investments to include more black and brown entrepreneurs. Justice calls for a more active stance in creating equitable practices and fostering a culture of accountability.
For some organizations, like those with clear social justice missions, equity on its own isn’t enough. Businesses and business organizations like chambers may avoid using justice because it might polarize stakeholders. Businesses often choose values that align closely with their strategic goals, brand identity and target audience, while aiming to minimize controversy and ensure clarity. Businesses may avoid using the word “justice” in favor of terms that are perceived as more neutral, actionable or directly relevant to their operational practices.
Equity versus Justice
Equity and justice are closely related concepts but have distinct meanings and implications. The ACCE Foundation thinks of justice as equity in action. Both require looking at structures and systems that harm marginalized communities.
Equity recognizes that people start from different places and may need different kinds of support to achieve similar outcomes. Equity addresses imbalances and disparities by providing tailored resources or support to “level the playing field.” Justice, on the other hand, is more about addressing the root causes of inequities and systemic issues that perpetuate harm. It involves a broader analysis of power structures, history and institutional practices that contribute to inequality.
Justice aims to transform systems and structures to ensure that all individuals are treated fairly and with dignity, often involving changes in policy, law or social norms. While equity ensures that everyone has what they need to succeed, justice seeks to create a level playing field for everyone by addressing and changing the underlying causes of inequities.
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