Science-based definitions of diversity, equity, and inclusion are proposed as constructs every organization should adopt, advocate, and practice. From a behavioral science perspective, diversity is more than a person’s race or gender. Rather, diversity refers to distinctions between people’s knowledge, skills, and perspectives that enable synergy when they collaborate to develop an action plan that will be more effective than that attainable from those individuals working alone and independently. Equity can be defined from equity theory—the presumption that job satisfaction is determined by participants comparing their ratio of behavioral contribution/positive compensation to the contribution/compensation ratios of others. When employees believe their contribution/compensation ratio is consistently lower or higher than their coworkers’ contribution/compensation ratios, they adjust their behavior to restore perceived equity. However, perceptions of equity vary among individuals and effect their proclivity to perform prosocial or actively-caring-for-people (AC4P) behavior. Individual differences in equity disposition and propensity to perform AC4P behavior can be assessed reliably with the Equity Sensitivity Instrument (ESI) illustrated in this article. Inclusion is distinguished from acceptance and is the foundation of psychological safety—a human dynamic that determines the extent that interpersonal communication can be open and candid. Reinforcing frank and honest communication is proposed as a plan to transform diversity, equity, and inclusion (DEI) into behaviors that can enhance the beneficial consequences of an occupational or educational culture. Indeed, the performance of behaviors consistent with the DEI concepts elucidated in this commentary would boost human well-being wherever and whenever they are practiced.