Please note that this glossary is not intended to be comprehensive, but to serve as an introduction to some commonly used terms, acronyms and phrases. Definitions and terms are constantly evolving: therefore, this glossary will be expanded and updated over time with the hopes of prompting discussion, understanding and growth.
Ally: Someone who recognizes that though they are not a member of a marginalized group(s) they support, they make a concerted effort to better understand the struggle of another’s circumstances. An ally doesn’t necessarily mean that you can completely identify with the experiences of injustice of the oppressed group, but it does mean that you will stand with them and for them in the face of discrimination. (Source: National Institutes of Health – Office of Equity, Diversity and Inclusion)
Confirmation Bias: The tendency to seek or favour new information which supports one’s existing theories or beliefs, while avoiding or rejecting that which disrupts them. (Source: Oxford English Dictionary – oed.com)
DEI: Acronym for diversity, equity, and inclusion: a conceptual framework that promotes the fair treatment and full participation of all people, especially in the workplace, including populations who have historically been underrepresented or subject to discrimination because of their background, identity, disability, etc. (Source: dictionary.com)
DEIA: Acronym for Diversity, Equity, Inclusion & Accessibility. (Source: Foster School of Business – DEI Glossary of Terms)
DIB: Acronym for Diversity, Inclusion & Belonging. (Source: Foster School of Business – DEI Glossary of Terms)
Gender neutral pronouns: People who identify outside of a gender binary most often use non-gendered or nonbinary pronouns that are not gender specific. These include they/them/their used in the singular, ze (pronounced “zee”) in place of she/he, and hir (pronounced “here”) in place of his/him/her. (Source: theconversation.com)
Gender Pronouns: The terms people choose to refer to themselves that reflect their gender identity. These might be he/him, she/her or gender-neutral pronouns such as they/them. Knowing and using a person’s correct pronouns fosters inclusion, makes people feel respected and valued, and affirms their gender identity. (Source: theconversation.com)
Hate Crime: A crime, usually violent, motivated by prejudice or intolerance toward an individual’s national origin, ethnicity, color, religion, gender, gender identity, sexual orientation, or disability. (Source: dictionary.com)
Implicit Bias: Negative associations expressed automatically that people unknowingly hold and that that affect our understanding, actions and decisions; also known as unconscious or hidden bias. (Source: University of Washington – College of the Environment – Diversity, Equity and Inclusion Glossary)
Inclusion: The act of creating an environment in which any individual or group will be welcomed, respected, supported and valued as a fully participating member. An inclusive and welcoming climate embraces and respects differences. (Source: University of Washington – College of the Environment – Diversity, Equity and Inclusion Glossary)
LGBT: Pertaining collectively to people who identify as lesbian, gay, bisexual, and transgender. (Source: Dictionary.com)
LGBTQIA: Pertaining collectively to people who identify as lesbian, gay, bisexual, transgender, queer (or those questioning their gender identity or sexual orientation), intersex, and asexual (or their allies). (Source: Dictionary.com)
LGBTIQA+: Adding a “+” to the acronym is an acknowledgment that there are non-cisgender and non-straight identities that are not included in the acronym. This is a shorthand or umbrella term for all people who have a non-normative gender identity or sexual orientation. (Source: OutRight Action International)
Microaffirmation: A small gesture of inclusion, caring or kindness. They include listening, providing comfort and support, being an ally and explicitly valuing the contributions and presence of all. It is particularly helpful for those with greater power or seniority to “model” affirming behavior. (Source: Harvard Human Resources Glossary of Diversity, Inclusion and Belonging (DIB) Terms)
Microaggression: The verbal, nonverbal and environmental slights, snubs, insults or actions, whether intentional or unintentional, which communicate hostile, derogatory or negative messages to target persons based solely upon discriminatory belief systems. (Source: University of Washington – College of the Environment – Diversity, Equity and Inclusion Glossary)
Multicultural Competency: A process of embracing diversity and learning about people from other cultural backgrounds. The key element to becoming more culturally competent is respect for the ways that others live in and organize the world and an openness to learn from them. (Source: University of Washington – College of the Environment – Diversity, Equity and Inclusion Glossary)
Neurodivergent: “Neurodivergent, sometimes abbreviated as ND, means having a brain that functions in ways that diverge significantly from the dominant societal standards of “normal.” A person whose neurocognitive functioning diverges from dominant societal norms in multiple ways – for instance, a person who is Autistic, has dyslexia, and has epilepsy – can be described as multiply neurodivergent. The terms neurodivergent and neurodivergence were coined by Kassiane Asasumasu, a multiply neurodivergent neurodiversity activist.” (Neurocosmopolitanism) (source: UC Davis LGBTQIA Resource Center)
Non binary/Nonbinary/Non-binary: A gender identity and experience that embraces a full universe of expressions and ways of being that resonate for an individual, moving beyond the male/female gender binary. It may be an active resistance to binary gender expectations and/or an intentional creation of new unbounded ideas of self within the world. For some people who identify as non binary there may be overlap with other concepts and identities like gender expansive and gender non-conforming. (source: UC Davis LGBTQIA Resource Center)
Racism: A belief that racial differences produce or are associated with inherent superiority or inferiority. Racially-based prejudice, discrimination, hostility or hatred. Institutionalized racism, also known as systemic racism, refers to forms of racism that are engrained in society or organizations. It is when entire racial groups are discriminated against, or consistently disadvantaged, by larger social systems, practices, choices or policies. (source: Harvard Human Resources, Glossary of Diversity, Inclusion and Belonging (DIB) Terms)
Safe Space: Refers to an environment in which everyone feels comfortable expressing themselves and participating fully, without fear of attack, ridicule or denial of experience. (Source: Washington University in St. Louis – Glossary of Bias Terms)
Workplace Inclusion: An atmosphere where all employees belong, contribute, and can thrive. Requires deliberate and intentional action. (Source: Foster School of Business – DEI Glossary of Terms)