The Intersection of Sustainability & DEI: How the Lack of Diversity in Sustainability Affects Organizational Equity Initiatives
It is crucial to recognize that the lack of diversity in the field of sustainability can hinder an organization's ability to achieve its DEI goals. Recent data highlight this persistent problem. The underrepresentation of marginalized communities can limit the perspectives and experiences brought to bear on the issue of sustainability [1]. To address this issue, we must keep in mind the 5 pillars of DEI: representation, inclusion, equity, diversity, and belonging.
The first pillar, representation, requires the presence of individuals from diverse backgrounds and experiences within an organization. However, if an organization lacks diversity in its sustainability department, it may struggle to achieve representation overall [2]. Similarly, the second pillar of inclusion focuses on creating a culture where everyone feels valued and welcome. But, individuals from marginalized communities may feel excluded if they don't see themselves represented in the organization's sustainability efforts [3].
The third pillar, equity, calls for the creation of fair and just systems, policies, and practices. But, if marginalized individuals are not involved in sustainability efforts, it can perpetuate existing inequities [4]. The fourth pillar of diversity emphasizes the importance of different perspectives, experiences, and backgrounds within an organization. Still, if an organization lacks diversity
in its sustainability department, it may struggle to achieve diversity overall [5]. Finally, the fifth pillar, belonging, requires that all individuals feel comfortable bringing their whole selves to work. However, this is unlikely to happen if marginalized communities don't see themselves represented in sustainability initiatives [6].
To improve diversity in the field of sustainability, we must prioritize diversity and inclusion in hiring practices, create an inclusive culture within organizations, and prioritize diversity in decision-making processes. Additionally, outreach and education to underrepresented communities are crucial steps toward creating a more diverse and inclusive field of sustainability. By doing so, organizations can ensure that their DEI initiatives are supported by a diverse range of perspectives and experiences and that all individuals feel valued, included, and supported.
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What are the five pillars of DEI?
The 5 pillars of DEI are representation, inclusion, equity, diversity, and belonging. They were first introduced by diversity, equity, and inclusion consultant Jennifer Brown in her book "Inclusion: Diversity, The New Workplace & The Will To Change" in 2016. The 5 pillars have since become a widely recognized framework for organizations seeking to create more diverse, equitable, and inclusive environments.
Citations:
GreenBiz. (2021). 2021 State of Green Business Report.
Forbes. (2020). The Five Pillars of Diversity and Inclusion.
Harvard Business Review. (2017). Diversity Doesn't Stick Without Inclusion.
Stanford Social Innovation Review. (2020). Advancing Racial Equity in the Workplace: Strategies and Tools for Sustainability.
Society for Human Resource Management. (2021).
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Nicole Jackson is a Climate Justice Fellow with the Center for Community Engagement, Environmental Justice and Health at the University of Maryland School of Public Health. She is the Co-Chair of the Prince George's County Climate Resident Advisory Group, Chair of the District Heights Sustainability Committee, and Senior Vice President of Sustainability, Diversity Equity, and Inclusion at Monarch Professional Services Group. Nicole enjoys reading, spending time with family, and ecotourism.
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