Examining the Shift: The Impact of Rebranding Equity, Diversity, and Inclusion
As someone who has been interested and involved in the welcoming and inclusive communities movement since 2006 when I was a member of the City of Grande Prairie’s Welcoming and Inclusive Communities Committee, someone who has a Master of Arts in Intercultural and International Communication, someone who has worked in this area with municipalities, post-secondary institutions and non-profit organizations for almost twenty years, I have been watching the recent move away from equity, diversity and inclusion work with concern.
Across organizations and post-secondary institutions, a significant shift is taking place: the terms equity, diversity, and inclusion (EDI) are being replaced with accessibility, community, and belonging (ACB). While this new language may appear more inclusive and inviting, it is essential to critically examine the motivations behind this change, the role of privilege in shaping it, and its potential impact on the integrity of equity work.
Moreover, as these shifts occur, applying principles of change management to EDI work becomes crucial to ensuring the changes are meaningful, sustainable, and driven by the needs of those most impacted.
The Influence of Privilege on the Shift
Language is never neutral, and the power to shape it often lies with those in positions of privilege. The pivot away from EDI terminology reflects a response to mounting pressure from vocal critics who argue that EDI work is divisive or politically charged. These voices, often amplified by their societal or institutional privilege, have created a narrative that frames equity efforts as controversial.
The loudest opposition, however, does not reflect the majority. Research consistently shows that most people support efforts to address inequity and promote diversity. Yet, the ability of privileged groups to leverage their platforms can distort perceptions, making their dissent seem more widespread and influential than it truly is. Institutions, eager to avoid backlash, may choose to embrace "safer" language like accessibility and belonging—terms that appear less confrontational but risk glossing over systemic issues.
Why Words Matter
While accessibility, community, and belonging are vital concepts, they do not inherently address systemic inequities. Equity focuses on dismantling barriers that prevent fairness, diversity celebrates difference and ensures representation, and inclusion creates spaces where all voices are genuinely heard and valued. These terms challenge institutions to confront structural power dynamics and historical injustices.
By comparison, accessibility and belonging can feel less challenging to those in power. They emphasize individual experiences without necessarily addressing the systems that perpetuate exclusion. Without a clear link to equity and justice, these terms risk becoming empty promises—aspirational but not transformational.
Applying Change Management Principles to EDI Work
Change, especially when addressing deeply ingrained inequities, is complex. This is why applying change management principles to EDI work is non-negotiable. Change management offers structured strategies to navigate resistance, build stakeholder engagement, and ensure long-term success.
Here's how it applies to EDI work:
Stakeholder Engagement: Change management emphasizes the importance of involving those impacted by change. In EDI work, this means centering the voices of marginalized communities—not just consulting them but giving them real decision-making power.
Clear Vision and Communication: For EDI initiatives to succeed, institutions must articulate a clear vision of what equity looks like and why it matters. This vision must align with the organization's values and be communicated consistently across all levels.
Address Resistance Proactively: Resistance is inevitable, particularly when EDI work challenges existing power structures. Change management teaches us to anticipate this resistance, understand its roots, and address it through education, dialogue, and accountability.
Sustainability and Measurement: Change efforts must include measurable goals and mechanisms for accountability. In EDI work, this means tracking progress, being transparent about setbacks, and continuously adapting strategies based on feedback.
By embedding change management into EDI work, organizations can ensure that shifts in language or focus do not dilute the mission but instead strengthen it.
Amplifying the Silent Majority
It is vital to remember that the opposition to EDI, though loud, does not represent most people. Surveys reveal that the majority values diversity, supports equity initiatives, and believes in the importance of creating inclusive spaces. Organizations must resist the temptation to appease the vocal minority and instead amplify the voices of those who genuinely support justice-focused work.
Moving Forward With Integrity
The shift from EDI to ACB does not have to be a step backward. These concepts can coexist and complement each other, provided they are grounded in a commitment to justice. To move forward with integrity, organizations must:
Acknowledge Privilege: Recognize how privileged voices influence these shifts and critically evaluate whether they serve marginalized communities.
Maintain a Systemic Focus: Ensure that efforts around accessibility and belonging address root causes of inequity, not just surface-level experiences.
Apply Change Management Principles: Treat EDI work as an organizational transformation, not a one-off initiative, by embedding robust strategies for lasting change.
Center Marginalized Voices: Place the needs and perspectives of marginalized communities at the forefront of all decisions.
The language of accessibility, community, and belonging has potential—if it builds on the foundation of equity, diversity, and inclusion rather than replacing it. By applying change management principles and remaining focused on systemic transformation, organizations can ensure that their work is not just about words but about meaningful, lasting impact.
Ultimately, the goal must be justice—not comfort, not optics, but true and lasting justice.
Tymmarah (Tymm) Mackie, MA (she/her)
