Justice and Equity Frameworks

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Defining a Just Transition	Developing Self Awareness

Source: Decolonize Design

There are many different frameworks for Justice and Equity work. Below is a list of just a couple:

Justice, Equity, Diversity, and Inclusion (JEDI, what we use in this guide)
Diversity, Equity, and Inclusion (DEI)
Diversity, Equity, Belonging, and Inclusion (DEBI)
Access, Diversity, and Inclusion (ADI)
Justice, Belonging, Dignity (JBD)
Diversity, Equity, Inclusion, Accessibility (DEIA)

There is no one “right” framework for every person and organization. As mentioned previously, this guide uses JEDI, but the core concepts presented here are applicable to all the frameworks listed above. For the rest of this section, each framework component will be explained in detail.

Justice: Organizations and individuals who hold justice as a key value ensure that everyone has fair access to opportunity and equal rights.
Equity: Organizations and individuals who hold equity as a key value ensure that everyone has the support and resources that they need to succeed, holds equal access to power, and remove barriers that inhibit, limit, or undermine access.
Diversity: Organizations and individuals who hold diversity as a key value move beyond representation to ensure that multiple identities and backgrounds are welcomed and valued.
Inclusion: Organizations and individuals who hold inclusion as a key value ensure that the thoughts, perspectives, ideas, and contributions of all individuals matter.
Belonging: Organizations and individuals who hold belonging as a key value ensure that all feel safe and welcome, resulting in a culture where everyone thrives and all views, beliefs, and values are integrated.
Accessibility/Access: Organizations and individuals who hold accessibility as a key value ensure that any needed accommodations are made so that everyone can participate.
Dignity: Organizations and individuals who hold dignity as a key value ensure that everyone feels respected and honored.

Source: Pathways to Social Justice: A Revitalized Vision for Diversity, Equity and Inclusion in the Workforce

Below are some graphical representations of these ideas. Notice how the definitions of each core principle are slightly different from what is presented above and change slightly based on the model. Just as there is no one “right” framework, there is no one “right” definition. Rather, these are developed through learning, dialogue, and reflection.

Source: Krys Burnette, "Belonging: A Conversation about Equity, Diversity, and Inclusion," Jan 21, 2019

Source: Carnegie Mellon University, School of Computer Science

In addition to developing the JEDI framework and definitions that are most appropriate to any one organization or individual’s context, developing a framework for acting on the JEDI framework is also critical. In the example below, the Alamo Colleges District uses education, lived experience, healing, and communication as key components of their framework for implementing their Access, Inclusion, Diversity, and Equity framework.

Source: Alamo Colleges District

Finally, it is important to note that having a framework is not enough. A JEDI framework is a vehicle for advancing organizational change. Once an organization has selected the framework that most resonates with their needs, the real work begins. Advancing the Mission: Tools for Equity, Diversity, and Inclusion, from the Annie E. Casey Foundation, will help organizations move to action. Remember that the goal of establishing a JEDI framework is to disrupt white supremacy and advance racial justice. DEI strategy can be limited and potentially harmful (as Maggie Potapchuk writes) if it does not lead to real, transformative change.

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