What DEIA is (and Why It Should Matter to You)
There is a significant overuse of acronyms in higher education. Such shorthand can cause confusion in communication and thwart a shared understanding of language across an institution. Worse still, misunderstanding of the acronym can lead to its dismissal or denigration.
And that should matter to you because diversity, equity, inclusion and accessibility (DEIA) policies benefit everyone in producing a campus culture that celebrates difference while fostering inclusion.
On the surface, DEIA seems less problematic than other acronyms. We recognize the words and likely share a similar working definition of each word. Together, though, the acronym signals something bigger than its component words. So, a solid grounding in the words, apart from one another and together, is the first step in creating a culture which uplifts and empowers every member of a community.
How Syracuse University defines DEIA
The Office of Diversity and Inclusion defines DEIA in these terms:
- Diversity is the various backgrounds, lived experiences, values, and worldviews that stem from differences in culture and circumstance. This includes, but isn’t limited to race, ethnicity, gender and gender expression, age, religion, language, (dis)ability, sexual orientation, socioeconomic status, and geographic region. (Source: nadohe.org)
- Equity is the active process of identifying and eliminating or reducing the structural barriers related to marginalized identities that limit access or prevent full participation in our institution.
- Inclusion is the intentional act of accepting difference and creating environments where any individual or group is welcomed, respected, supported, valued, and given the opportunity to fully participate.
- Accessibility is the practice of identifying and removing physical, sensory, attitudinal and other barriers that would limit someone from independently entering into or using spaces, meaningfully accessing all information, fully participating in programs and benefiting from services.
How do your definitions of diversity, equity, inclusion and accessibility differ from those of the University? How might you address gaps in your understanding—or that of others—when it comes to defining and explaining DEIA in your office? And what is the benefit of leveraging additional learning opportunities when it comes to diversity, equity, inclusion and accessibility?
In a word, discovery. Working through DEIA terminology alongside others, you discover things you would not have learned independently. Learning in community with others creates a forum for the exchange of ideas—and for participants to challenge or question one another. Higher education often produces siloes and we want to break through such barriers in order to learn from and appreciate each other’s struggles. Ultimately, such experiences strengthen a community by creating a community dedicated to fostering a more just and equitable workplace and university not for the anonymous other, but for the friend and coworker doing the work alongside you.
Want to learn more about how to incorporate DEIA into your campus experience? The Office of Diversity and Inclusion offers diversity, equity, inclusion and accessibility professional development sessions throughout the academic year and summer.
Christina Papaleo is the DEIA learning and development specialist in the Office of Diversity and Inclusion.