多様性・公平性・包括性

多様性、公平性、包括性（たようせい、こうへいせい、ほうかつせい）またはダイバーシティ、エクイティ、インクルージョン（英語: diversity, equity, and inclusion、DEI）は、すべての人々、特に歴史的に過小評価されてきたグループやアイデンティティや障害に基づいて差別を受けてきたグループのフェアな扱いと完全な参加を促進するための組織的なフレームワークである。 これら3つの概念（多様性、公平性（英語版）、包括性）は、合わせて、組織がDEIフレームワークを通じて制度化しようとしている「3つの密接に結びついた価値観」を表現している。場合によってはダイバーシティとインクルージョンを切り離すべきだと考える専門家もいる。主にイギリスなどでは、一部の枠組みで「公平（equity）」の概念を平等（equiality）（英語版）に置き換えて、平等性、多様性、包括性（equality, diversity, inclusion、EDI）という表現を使用している。その他のバリエーションとしては、diversity, equity, inclusion and belonging、DEIB（多様性、公平性、包括性、帰属意識）、inclusion and diversity、I&D（ダイバーシティとインクルージョン）、justice, equity, diversity and inclusion、JEDIまたはEDIJ（正義、公平、多様性、包括性）、diversity, equity, inclusion and accessibility、IDEA、DEIA、DEAI（多様性、公平性、包括性、アクセシビリティ）などがある。 「多様性（ダイバーシティ）」とは、組織的な職場の中に、アイデンティティやアイデンティティ政治などの意味でさまざまな種類の人が存在することを意味する。アイデンティティとしては、ジェンダー、民族性、性的指向、障害、年齢、文化、社会階級、宗教（英語版）、意見などが含まれる。 「公平性（エクイティ）」とは、公平な報酬や実質的な平等（英語版）など、公平性と正義の概念を意味する。より具体的には、公平性には通常、社会的格差や資源の配分へ焦点を当てることが含まれ、「歴史的に不利な立場にあった集団に意思決定権限を与えること」や、「その人固有の状況を考慮して、最終的な結果が平等になるようにするため、個人に応じて扱いを調整すること」も含まれる。 「包括性（インクルージョン）」とは、帰属意識と一体感という意味で「すべての従業員が自分の声を聞いてもらえていると感じる」経験を生み出す組織文化を構築することを意味する。 DEIという言葉は、ダイバーシティ研修（英語版）などの特定の「トレーニング」の取り組みを説明するために最も頻繁に使われる。DEIは企業研修の一形態として最もよく知られているが、学術団体、学校、病院などのさまざまな種類の組織内でも導入されている。 近年、DEIの取り組みや政策が批判を受けており、その中にはダイバーシティ研修（英語版）などのDEIのツールの特定の有効性に向けられたもの、言論の自由や学問の自由への影響、さらには政治的または哲学的な理由によるより広範な批判もある。 アファーマティブ・アクション 企業平等指数（英語版） 環境、社会、コーポレート・ガバナンス（英語版） 企業の社会的責任 公平な機会のある雇用主（英語版） – 犯罪歴のあるすべての人々を無条件で資格なしとしない雇用主 健康の公平性 人的資源 レインボー資本主義（英語版） Title IX（英語版） - 性別に基づく差別について Woke ^ “多様性・公平性・包括性”. www.protiviti.com. 2024年8月13日閲覧。 ^ “"DEI" — on Dictionary.com” (英語). dictionary.com. 2023年3月25日閲覧。 ^ a b c d “What is diversity, equity, and inclusion?”. 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