Understanding Diversity, Equity, and Inclusion Frameworks: A Practical Guide for Organizations

Diversity, equity, and inclusion (DEI) frameworks are structured approaches organizations use to embed inclusive practices into their culture, policies, and operations. Rather than treating DEI as a one-time diversity training or a checkbox exercise, these frameworks offer a roadmap for long-term, sustainable change. They encourage organizations to examine their systems, address inequities, and create measurable goals that support a truly inclusive work environment.

The beauty of a DEI framework is that it provides structure while still allowing for customization based on your unique workplace needs. There isn’t a single “best” framework — models like

• DEIB (Diversity, Equity, Inclusion, and Belonging)

• JEDI (Justice, Equity, Diversity, and Inclusion)

• DEIA (Diversity, Equity, Inclusion, and Accessibility) 

each serve different purposes and emphasize different priorities. Some focus more heavily on belonging or justice, while others center on accessibility or systemic equity, making it crucial to select a model that aligns with your organization’s mission.

Choosing the right approach depends on factors like company size, maturity level, workforce structure (in-person, remote, or hybrid), and overall strategic goals. In this article, we’ll explore the most common DEI frameworks, break down their key components, and share practical tips to help you decide which one is right for your team.

What Are DEI Frameworks?

A DEI framework is a structured system for embedding diversity, equity, and inclusion (DEI) into your organization’s daily operations. These frameworks typically include key elements like strategic planning, leadership buy-in, measurable goals, employee training, accountability systems, and continuous improvement.

Unlike a one-off DEI workshop, a framework is designed to create lasting cultural change. It provides a clear roadmap for integrating DEI efforts into hiring, performance reviews, promotions, and even decision-making. By following a framework, organizations can build systems that support equity at every level — not just check a box once a year.

There are also variations like DEIB (adding belonging), JEDI (adding justice), or DEIA (adding accessibility), which allow you to emphasize the areas most relevant to your mission. Choosing the right framework often depends on your organization’s size, maturity level, and whether your workforce is in-person, remote, or hybrid. Regardless of the approach you take, a DEI framework helps build a more inclusive and equitable workplace where everyone can thrive.

Framework	Strengths	Limitations	Best Fit
DEI	Simple, flexible, and widely recognized; easy to communicate to stakeholders and use as a foundation for early initiatives.	May feel too broad or surface-level for organizations seeking deeper systemic change or industry-specific approaches.	Small-to-midsize businesses or teams just beginning formal DEI work and needing a clear, approachable entry point.
DEIB	Adds a strong emphasis on belonging, which boosts employee retention, morale, and engagement; helps create psychologically safe workplaces.	Belonging can be harder to quantify and measure, making it challenging to track progress or prove ROI.	Organizations with high turnover, global or remote teams, or those focused on improving workplace culture and collaboration.
JEDI	Prioritizes justice and systemic change, pushing organizations to examine policies, structures, and advocacy efforts beyond internal culture.	Can feel politically charged or overwhelming to implement; may require significant leadership buy-in and external expertise.	Mission-driven organizations, nonprofits, universities, and advocacy groups committed to equity and social justice.
DEIA	Expands inclusivity by integrating accessibility and compliance (e.g., ADA, WCAG standards); supports neurodiversity and disability inclusion.	Requires additional resources, technology, and expertise to meet accessibility needs consistently across systems and spaces.	Public institutions, healthcare providers, educational systems, and companies with a strong focus on universal design and compliance.
Other Models (APQC, 4A)	Highly structured, with clear phases (e.g., Awareness, Action, Accountability) and strong benchmarking tools for tracking improvement.	May feel too prescriptive or rigid for smaller or highly agile organizations that need more flexibility.	Larger enterprises, government agencies, or organizations seeking detailed maturity models, standardized processes, and measurable outcomes.

DEI – The Foundation

A DEI framework is the starting point for most organizations working to create a more inclusive workplace. It helps teams raise awareness about diversity, equity, and inclusion, uncover and address bias, and put policies in place that support fairness for all employees. Because it’s simple and flexible, this approach is ideal for companies that are new to structured DEI efforts. Most DEI frameworks include steps like bias training, inclusive communication guidelines, and updates to hiring or promotion practices. For small businesses and startups, it’s a manageable way to make DEI a part of everyday operations without feeling overwhelmed. That said, for organizations with a strong culture or big-picture goals, sticking with a basic DEI framework may feel too limited. In those cases, companies often evolve to more advanced models like DEIB or JEDI to expand their impact and deepen employee engagement.

DEIB – Diversity, Equity, Inclusion, Belonging

Adding “belonging” to a DEI framework takes inclusion a step further by focusing on how employees feel in the workplace. It’s about creating an environment where people feel valued, supported, and connected to their team and the company mission.

Belonging is especially powerful for improving employee retention and engagement because it builds trust and psychological safety. This is critical for organizations with highly diverse or global teams, where employees may face cultural or geographic barriers to connection. When belonging is strong, employees are more likely to collaborate, innovate, and stay with the organization long-term.

The biggest challenge, however, is that belonging can be harder to measure than diversity or equity, which often have clearer metrics like representation or pay equity. To overcome this, companies can use employee surveys and sentiment analysis tools to track progress and identify areas for improvement.

JEDI – Justice, Equity, Diversity, Inclusion

The JEDI framework takes DEI a step further by putting justice at the center of workplace strategy. This approach pushes organizations to look beyond internal diversity efforts and tackle systemic inequities at a structural level.

JEDI often involves policy reviews, advocacy work, and partnerships with local communities to create broader social impact. It encourages companies to examine who benefits from their decisions, where barriers exist, and how they can remove them. Because of its focus on justice, JEDI can be a powerful way to align organizational values with real-world change.

However, this model can feel intense or overwhelming for organizations that are brand-new to DEI work. Many companies start with a simpler DEI or DEIB framework, then expand to JEDI once they’ve built a foundation of awareness and accountability.

DEIA – Diversity, Equity, Inclusion, Accessibility

The DEIA framework goes beyond DEI by explicitly including accessibility, ensuring that people with disabilities are fully considered in workplace design, communications, and technology. This means looking at everything from ADA compliance to digital accessibility, so all employees and customers can engage equally.

DEIA encourages organizations to audit their physical spaces, websites, and tools to remove barriers and improve usability. It also prioritizes accessible hiring practices and accommodations that empower employees to perform at their best. Because of its wider scope, DEIA is often ideal for government agencies, universities, and larger organizations with the resources to implement systemic changes.

Smaller businesses can still adopt DEIA principles but may need to start with incremental steps or outside expertise. Ultimately, this framework ensures inclusion is not just about representation—it’s about making sure everyone can fully participate and thrive.

Other Structured Models

Some organizations choose structured models like APQC’s framework which emphasizes awareness, resources, responsibility, capability, behavior, and performance as key pillars of DEI success.

Others follow the 4A Framework 

Acknowledge → Awareness → Action → Accountability

This guides their progress step by step. Public entities such as CalPERS take a comprehensive approach, weaving DEI into culture, talent development, supplier diversity, and even investment decisions.

These models can provide a strong foundation for organizations that want a clear, repeatable process. They are especially useful for tracking progress and holding leadership accountable for results.

However, for smaller businesses or startups, highly structured frameworks can sometimes feel overwhelming or too rigid. In those cases, companies may prefer to start with a simpler DEI model and add complexity as they grow.

How to Compare Frameworks

When comparing DEI frameworks, it’s helpful to look at real-world examples like

CalPERS, which has built a robust and transparent strategy around diversity, equity, and inclusion.

Start by clarifying your goals:

• Are you aiming to

  • shift workplace culture

  • meet compliance requirements

  • improve retention

  • position your organization as a DEI leader

Your company’s size, industry, and workforce model also make a big difference—what works for a fully remote startup might look very different from what a statewide agency or a 5,000-employee healthcare system needs. Beginner-friendly frameworks, such as DEI or the 4A model, focus on building awareness, educating teams, and encouraging small but consistent actions. They’re a great starting point for companies just beginning their DEI journey.

For organizations ready to go deeper, advanced approaches like JEDI (justice, equity, diversity, and inclusion) expand the focus to structural change, advocacy, and social impact. Combining lessons from frameworks like CalPERS’ strategic pillars with JEDI’s emphasis on justice creates a more comprehensive and values-driven plan.

Matching your framework to your unique goals ensures that your DEI strategy is not just a checkbox exercise but a sustainable effort that drives real change. The result is a more inclusive culture that benefits employees, customers, and the broader community.

Framework	Scope	Complexity	Ideal Fit
DEI	Focuses on raising awareness, addressing bias, and making foundational policy updates to promote diversity, equity, and inclusion.	Low – Easy to implement with minimal resources; great for starting conversations and creating quick wins.	Small teams, startups, or organizations launching their first DEI initiatives and needing a flexible, accessible approach.
DEIB	Expands beyond DEI by emphasizing employee engagement, sense of belonging, and workplace culture development.	Medium – Requires more intentional programming, employee surveys, and leadership modeling to foster a sense of belonging.	Organizations aiming to improve retention, morale, and cross-team collaboration, particularly in hybrid or global environments.
JEDI	Centers on justice, advocacy, and dismantling systemic barriers both within and outside the organization; includes policy change and community impact.	High – Involves deep analysis of institutional systems and may require ongoing training, advocacy efforts, and external partnerships.	Mission-driven institutions, nonprofits, universities, and companies committed to equity and social responsibility.
DEIA	Builds on DEI principles while integrating accessibility into all systems, processes, and physical/virtual environments (e.g., ADA, WCAG compliance).	High – Demands expertise in accessibility, compliance monitoring, and resources for accommodations and inclusive design.	Large organizations, public sector institutions, healthcare systems, and education providers with a mandate to ensure full access.
4A/APQC	Uses a structured, process-oriented approach that includes awareness, action, accountability, and benchmarking for continuous improvement.	Medium to High – Offers clear step-by-step guidance but can be resource-intensive and formalized.	Companies seeking robust frameworks with measurable progress indicators, strong governance, and industry-standard benchmarking.

Pros and Cons of Using Frameworks

DEI Framework Pros: 

DEI frameworks provide structure, accountability, and a measurable way to track progress. They help align inclusion efforts with business strategy and keep initiatives from losing momentum. 

DEI Framework Cons: 

They can feel formulaic if implemented without customization and may require significant time and resources. Choosing the wrong framework can either overwhelm your team (if too advanced) or result in minimal impact (if too simple). The key is to tailor your framework to your culture, goals, and maturity level.

Choosing the Right Framework for Your Organization

1. Assess Your Current State Start by auditing your policies, employee feedback, and leadership commitment to see where your organization stands today. Look at data like turnover rates, promotion trends, and engagement survey results to identify gaps and opportunities.

1. Define Your Goals Clarify whether your top priority is meeting compliance requirements, shifting workplace culture, improving recruitment, boosting retention, or becoming a recognized DEI leader. Having clear goals will keep your efforts focused and measurable.

1. Match a Framework Choose a DEI framework that aligns with those goals and your organization’s size, industry, and workforce structure. For example, DEI or the 4A model may work best for small businesses, while DEIB, DEIA, or JEDI might be better fits for larger or mission-driven organizations ready for systemic change.

1. Pilot and Adapt Start small by piloting the framework in one department, location, or team. Gather feedback, measure progress, and make adjustments before rolling it out company-wide to maximize buy-in and success.

1. Commit to Continuous Improvement Remember that DEI work is iterative—it’s not a “one and done” initiative. Set regular checkpoints to measure results, revisit your goals, and refresh your strategies so your efforts stay relevant and effective over time.

Glossary of Common DEI Framework Terms

• Access: The intentional removal of physical, structural, or procedural barriers so that all individuals—regardless of ability, background, or circumstance—can fully participate in programs, services, and opportunities.

• Bias: Preconceived ideas, attitudes, or stereotypes—conscious or unconscious—that can unfairly influence decisions, interactions, and outcomes, often leading to discrimination or exclusion.

• Belonging: A sense of acceptance, inclusion, and connection within a group or organization, where individuals feel valued for who they are and empowered to contribute authentically.

• Equity: Ensuring fairness by recognizing that people have different needs and starting points, then providing resources, opportunities, and support tailored to achieve equal outcomes.

• Inclusion: The active, intentional, and ongoing effort to welcome diverse voices, perspectives, and contributions in decision-making, processes, and organizational culture.

• Intersectionality: A framework that examines how overlapping social identities—such as race, gender, sexuality, and socioeconomic status—create unique experiences of privilege or discrimination.

• Psychological Safety: A workplace culture where individuals feel safe to speak up, take risks, share ideas, and admit mistakes without fear of punishment or ridicule.

• Representation: The visible presence and participation of diverse individuals at every level of an organization, from entry-level roles to leadership positions.

• Accountability: The process of setting measurable DEI goals, tracking progress, and holding individuals and leaders responsible for achieving results and addressing inequities.

• Accessibility: Designing systems, tools, communications, and physical spaces so that everyone, including people with disabilities, can engage without unnecessary barriers.

• Cultural Competence: The ability to understand, respect, and interact effectively with people from different cultures, backgrounds, and lived experiences.

• Privilege: Unearned advantages or benefits granted to certain groups based on aspects of their identity (such as race, gender, or socioeconomic status), often invisible to those who hold them.

• Allyship: An active, consistent, and supportive practice of using one’s privilege and influence to advocate for and stand in solidarity with marginalized groups.

• Microaggressions: Everyday verbal, behavioral, or environmental slights—often unintentional—that communicate bias or hostility toward marginalized individuals or groups.

DEI frameworks are a powerful tool for building a more inclusive, equitable, and sustainable workplace culture. There’s no single “best” model, which is why choosing the right framework matters—it keeps your efforts focused, strategic, and aligned with your organization’s goals.

Think of DEI as a long-term journey rather than a one-time initiative.

These frameworks act as your roadmap, helping you stay on track and measure progress along the way. The key is to start where you are, pick a framework that matches your organization’s current state, and adjust as you grow. By committing to continuous learning and improvement, you’ll create a culture where everyone feels valued and supported.

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