五分鐘學英文-DEI 是什麼？
在當今社會中，多樣性（Diversity）、公平性（Equity）、包容性（Inclusion），簡稱 DEI，已成為熱門議題。不論是在職場、學校、社會群體，甚至在公共政策中，我們經常聽到這些詞彙。然而，隨著實踐的推動，DEI 在美國引發了諸多爭議與挑戰。
In today’s society, Diversity, Equity, and Inclusion (DEI) have become hot topics. Whether in the workplace, schools, social groups, or even public policy, we frequently encounter these terms. However, as the implementation of DEI progresses, it has sparked numerous debates and challenges in the United States.
DEI 是什麼？ / What is DEI?
DEI 是一套旨在提升社會包容性和公平性的理念，包含以下三個核心概念：
DEI is a framework aimed at enhancing social inclusion and equity, encompassing the following three core concepts:
- Diversity（多樣性）：指認識並重視人類在種族、性別、年齡、性取向、宗教信仰、文化背景及社經地位等方面的多樣性。多樣性強調機構應反映這種多元性，讓各種群體都能被代表。
Diversity: It refers to recognizing and valuing human diversity in terms of race, gender, age, sexual orientation, religious beliefs, cultural backgrounds, and socioeconomic status. Diversity emphasizes that institutions should reflect this variety, ensuring representation for different groups. - Equity（公平性）：與單純的一視同仁不同，公平性考量個體之間起點的差異，並提供必要的支持來確保平等機會。例如，美國大學針對弱勢族群學生提供特別計畫，幫助他們獲得與其他學生同等的成功機會。
Equity: Unlike mere equality, equity considers the differences in individual starting points and provides necessary support to ensure equal opportunities. For instance, American universities offer special programs for students from disadvantaged backgrounds to help them achieve the same level of success as others. - Inclusion（包容性）：致力於創建一個讓每個人都能夠感到被接納與尊重的環境。包容性不僅僅是人數的多元化，更要讓人們在機構中感到歸屬。
Inclusion: It focuses on creating an environment where everyone feels accepted and respected. Inclusion is not merely about having diverse numbers; it also aims to make people feel a sense of belonging within the organization.
DEI 推動的挑戰 / Challenges of Implementing DEI
在美國，許多企業和學校投入大量資源推動 DEI，但在實踐過程中卻遇到多重挑戰：
In the United States, many companies and schools have invested considerable resources in promoting DEI, but they have faced multiple challenges in practice:
- 流於形式 / Tokenism：許多企業只是為了達到數據上的合規，而非真正解決根本問題。這使得 DEI 變成一種形式操作。例如，星巴克在 2018 年因種族爭議而推動的反歧視培訓，雖然引起廣泛關注，但後續效果有限，甚至在 2024 年取消部分政策。
Tokenism: Many companies focus on meeting numerical compliance rather than genuinely addressing root issues, making DEI more of a formal exercise. For instance, Starbucks’ anti-discrimination training in 2018, prompted by racial controversies, drew significant attention but had limited long-term impact, leading to the cancellation of some policies in 2024. - 缺乏專業知識 / Lack of Expertise：部分企業在推動 DEI 時，負責人員缺乏相關經驗，導致執行效果有限。例如，某些大學設立的 DEI 職位人員在課程改革上未能與師生有效溝通，引發校內不滿。
Lack of Expertise: Some companies and institutions assign DEI responsibilities to personnel without the necessary experience, resulting in limited effectiveness. For example, some universities established DEI positions but failed to effectively communicate curriculum changes with faculty and students, causing internal dissatisfaction. - 政治化爭議 / Political Controversy：由於 DEI 議題與社會運動高度相關，部分州政府對其持反對立場，甚至立法禁止在公立大學設立 DEI 辦公室。像德州和佛羅里達州在 2023 年通過法案，限制公共機構進行 DEI 訓練和活動。
Political Controversy: Since DEI is closely tied to social movements, some state governments oppose it, even passing laws to ban DEI offices in public universities. In 2023, states like Texas and Florida enacted laws limiting DEI training and activities within public institutions.
台灣的借鏡 / Lessons for Taiwan
台灣在推動 DEI 時，應借鑒美國經驗，避免形式化及政治化，具體可參考以下幾點：
When promoting DEI, Taiwan should learn from the US experience, avoiding formalism and politicization. Here are some suggestions:
- 專注實質成效 / Focus on Substantive Outcomes：不要只追求數據合格，應該專注於政策帶來的實際變革。例如，提供清真餐點以滿足穆斯林病患需求。
Focus not only on meeting numerical targets but on achieving real policy changes, such as offering halal meals to accommodate Muslim patients. - 減少政策制定過程中的政治化干預 / Reduce Political Interference：在制定 DEI 政策時，應保持中立，確保公平與包容核心價值不被扭曲。
During DEI policy-making, maintain neutrality to ensure that the core values of fairness and inclusion are not compromised. - 強調實證基礎 / Emphasize Evidence-Based Approaches：政策應以數據和研究為依據，確保能帶來長期的正面影響，並能隨社會變遷靈活調整。
Policies should be data-driven and research-based to ensure long-term positive impacts while being adaptable to social changes.
結語 / Conclusion
DEI 的推動不應流於形式，而應落實於具體的社會改變。通過務實的政策和包容的文化，我們才能創建一個真正多元且公平的社會。
The promotion of DEI should go beyond mere formalism and be implemented as concrete social change. Only through pragmatic policies and an inclusive culture can we build a truly diverse and equitable society.
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