By Chemistry Consulting Group

At Chemistry Consulting Group, we work with organizations across Canada to build strong, sustainable workplace cultures rooted in diversity, equity, and inclusion (DEI). But one challenge we often encounter is that these terms — while widely used — are not always fully understood. Sometimes, it can feel like two people are speaking the same language yet hearing different meanings.

When certain words or phrases are repeated too often without clear definition, they can lose their impact. This is what’s happening with DEI: important, meaningful concepts risk being reduced to corporate buzzwords or clichés. That’s why it’s critical to revisit what diversity, equity, and inclusion truly mean, and how each plays a distinct yet interconnected role in creating an inclusive workplace culture.

Understanding the Three Pillars of DEI

We often compare DEI to a three-legged stool — each leg representing diversity, equity, and inclusion. If one leg is weak or missing, the entire structure becomes unstable. For a DEI strategy to succeed, all three pillars must be strong and balanced.

Diversity
In the Canadian workplace, diversity often refers to characteristics protected under Human Rights Legislation, including race, ethnicity, religion, age, sexual orientation, gender identity or expression, marital status, disability, and more. But true diversity means going beyond simply stating “we want to diversify our employee base.” It requires intentional action to welcome and represent a broad range of identities, experiences, and perspectives.

Inclusion
Inclusion goes further — it’s about creating an environment where all individuals feel valued, respected, and supported. A workplace can have diversity without inclusion if those diverse voices are not heard, recognized, or given equal opportunity to contribute. Inclusion means more than just “having a seat at the table”; it’s about making sure everyone is engaged, empowered, and able to thrive.

Equity
Equity ensures fairness in access to opportunities and resources. Unlike equality, equity acknowledges that not everyone starts from the same place and works to remove systemic barriers. In the workplace, equity involves reviewing processes like recruitment, promotions, performance evaluations, and succession planning to ensure they actively level the playing field.

As DEI advocate Verna Myers famously said: “Diversity is being asked to the party; inclusion is being asked to dance.” We like to extend that: equity is making sure everyone has the means to get to the party in the first place.

Putting DEI into Action in the Workplace

An effective DEI plan should address both processes and activities:

• Processes: recruitment, onboarding, promotions, salary progression, team creation, mentorship programs, and communication practices.
• Activities: team building, recognition programs, learning opportunities, meeting facilitation, and cultural celebrations.

At Chemistry Consulting Group, we help organizations assess their current state, identify systemic barriers, and develop actionable DEI strategies. This includes equity, diversity, inclusion, and belonging (EDIB) plans that are tailored to each organization’s unique goals, culture, and industry.

Key questions to consider when shaping a DEI strategy:

1. How does equity strengthen diversity and inclusion efforts?
2. Who are we making the workplace more inclusive for?
3. What systemic barriers prevent true inclusivity?

Keeping DEI Commitments Strong

DEI is not a “set it and forget it” initiative. Like the legs of a stool, it requires regular inspection and reinforcement. Processes that once worked can weaken over time if they are not monitored and updated. That’s why Chemistry Consulting Group recommends ongoing measurement, feedback, and employee engagement to ensure DEI remains an integrated cultural value, not just a line item on a checklist.

Without equitable practices and intentional inclusion, diversity efforts alone will fall short. But with the right strategies in place, organizations can create workplaces where diversity is represented, inclusion is practiced, and equity is achieved — building stronger teams and better business outcomes.