Glossary of terms

EDI and DEI are acronyms for equity, diversity, and inclusion that are commonly used in
workplaces, educational institutions, communities, and beyond. Other acronyms that express a
similar concept include:

• I&B - Inclusion and belonging
• D&I - Diversity and inclusion
• EDIB or DEIB - Diversity, equity, inclusion and belonging
• IDEA - Inclusion, diversity, equity, and access
• JEDI - Justice, equity, diversity, and inclusion

Equity refers to fair and just practices that recognize the various challenges people experience
as a result of social and systemic injustice. In practice, equity works to create equal outcomes
and opportunities with a deep understanding that we do not all start from the same place with
regard to historical and social injustices and disadvantages.

As a practice, equality means all individuals are treated alike, regardless of individual needs,
disadvantages, or differences. As an outcome, equality is the result of equitable practices that
provide people with opportunities, rights, status, and outcomes, for example, that are the same
regardless of their social identities.

At its core, equity is the method by which fairness and justice are achieved, while equality describes the outcome or result of applying that process. Using equity as a means to achieve equality accounts for the different needs of individuals and what makes it possible for them to succeed.

In the left image below, equality is used as the method to “see over the fence.” Although each person receives equal support, it does not result in an equal view. In the right image, however, an equitable approach - with supports redistributed to account for each individual’s difference – provides a fair and equal result.

Diversity refers to the various social identities of individuals within a group of people. These identities include dimensions such as gender, race, ethnicity, sexuality, age, socioeconomic class, and ability. Diversity can also refer to diversity of thought, which acknowledges that each person interprets and interacts with the world in their own way. Diversity emphasizes the individual perspectives, personal experiences, professional capabilities, educational background, and social environment unique to each person, and can lead to innovative ways of thinking when included within the group.

Inclusion describes the deliberate, ongoing, and conscious effort to accept, support, and value diverse social identities and create a safe, respectful, and welcoming environment for all, regardless of a person’s gender, race, ethnicity, sexuality, age, socioeconomic class, or status as a person living with disabilities, for example.

Belonging refers to a person’s feelings or perceptions of security, support, acceptance, and inclusion within a group of people or an environment. When people feel like they belong, they feel seen, heard, understood, and valued.

These acronyms describe an individual’s gender and sexual identities. The specific acronyms used differ among communities, across regions, and over time. Current commonly used variations include 2SLGBTQ+ and LGBTQ2S+ (Canada); LGBTQ+, LGBTQ, LGBT (U.S.); and LGBTQIA (either). In Canada, 2S is included at the beginning of the acronym to recognize Indigenous culture and the history of colonization

2S = Two-Spirit (Indigenous – having both a masculine and feminine spirit)

L = Lesbian

G = Gay

B = Bisexual

T = Transgender

Q = Queer or Questioning

I = Intersex (Someone born with differences in their sexual or reproductive anatomy)

A = Asexual (Someone who lacks desire or sexual attraction to others)

+ = Anyone who is not included in the definitions above

This expression is commonly used in statements of inclusion, verbally or written. “People” in this statement can be changed to a particular gender. In the current EDI landscape, this term is falling out of favour, as it groups several disparate identities together. It is preferable to address each identity individually to recognize the unique current and historical injustices each community has experienced.

Example: “We must address the issues that women face, including the unique experiences of women who are Black, Indigenous and/or a Woman of Colour.”

Gender identity refers to a person’s internal and individual experience of gender. It is their sense of being male, female, both, neither, or anywhere along the gender spectrum. Gender identity may be different from a person’s sex assigned at birth.

Gender expression describes how a person outwardly expresses or presents their gender. Gender expression is often performed through socially defined characteristics including (but not limited to) behaviour, appearance, body language, pronouns, and voice. Gender expression can differ from a person’s sex assigned at birth.

Examples: Male, female, transgender, two-spirit, non-binary, and gender non-conforming.

This expression describes the members of three groups of Indigenous Peoples recognized in Canada: First Nations, Métis, and Inuit. Indigenous Peoples are recognized as the original peoples of North America with distinct traditions, as well as social, political, economic, and cultural characteristics. “Peoples” is plural to acknowledge the unique cultures and traditions of all Indigenous communities.

Intersectionality refers to the overlapping and interdependent dimensions of social identity that further inform people’s experiences of the world. For example, Indigenous, Black, and Women of Colour uniquely experience issues related to both gender and race, sometimes centred on one of their identities more prominently than another, but always with a simultaneous perspective and effect.

Neurodiversity recognizes that there is a wide range of ways people perceive and respond to the world around them. It reinforces the idea that there is no “correct” way for the brain to work, and that people who experience differences in brain development, sensory processing, learning styles, and social interaction add value to society and the workplace. Neurological differences such as dyslexia, ADHD, autism, and Tourette Syndrome are examples of neurodivergence.

This term refers to individuals who experience temporary, long-term, or recurring physical, mental, cognitive, sensory, psychiatric, neurodivergent, or learning impairments. A disability may describe a broad and complex range of conditions, as well as combinations of conditions, that are present at birth, developed over time, or result from various factors such as illness and injury. Using person-first language, such as “Persons living with a disability,” prioritizes the individual over their disability and emphasizes their inherent dignity and worth.

The term “Racialized Person” refers to a person, other than Indigenous, who is non-Caucasian in race, or non-white in skin colour, regardless of birthplace or citizenship. The word “Racialized” acknowledges the historical discrimination against the Black community and People of Colour in particular, the barriers and challenges that result from that discrimination, and that it is not a product of their own identities.

Sexuality and sexual orientation describe a person’s romantic, emotional, or sexual attraction to individuals of the same gender, different genders, or multiple genders. A person’s sexuality and sexual orientation are independent of their gender identity and expression.

Ableism refers to systems, policies, programs, attitudes, and practices that devalue and disadvantage persons living with a disability while privileging people who are able-bodied. Ableism perpetuates and reinforces harmful stereotypes, misconceptions, and biases that portray disability as a deficit rather than a natural part of human diversity. This stigma often leads to the social, economic, and physical exclusion of people with disabilities, denying them equal access to education, employment, healthcare, transportation, housing, and other essential services and resources. Similar to racism, ableism can be practiced at the individual, organizational, and systemic levels within society.

Ageism describes prejudiced thought and discriminatory action toward a person or group of people based on their age. It encompasses the perception that certain age groups are inherently superior or inferior to others. Ageism can be targeted at people across every age group, but is often associated with negative attitudes and stereotypes toward older persons, resulting in limited opportunities and access to resources for these populations. This can include age-based discrimination in employment and social services, as well as age-related stigma and social exclusion. Similar to racism, ageism can be practiced at the individual, organizational, and systemic levels within society.

Bias describes a tendency to favour some people, groups, beliefs, and perspectives over others without reasonable justification. Bias typically prevents balanced judgment and results in the unfair treatment of marginalized communities.

Unconscious biases, also referred to as implicit biases, are ingrained beliefs, stereotypes, and attitudes that influence the way people feel and think about others around them, outside of their own awareness. While all people hold unconscious biases, they can be changed with attention and work.

Bigotry refers to intolerance or prejudice of any group, belief, or opinion that differs from one's own. Bigotry is often marked by a stubborn or obstinate attachment to a particular prejudice.

Categorization describes the act of grouping people together based on similar characteristics and classifying them with a label. For example, individuals may be categorized together based on a racial identity, gender identity, sexual orientation, age, and other social identities. Categorization can lead to unfair and harmful stereotypes.

Discrimination describes acts or behaviours that harm, oppress, exclude, or otherwise disadvantage an individual person or group of people because of their social identity, membership within a particular group, or personal characteristics. Discrimination can occur between individual people, or be systemic in nature via embedded policies and practices.

Inertia refers to a tendency to do nothing or to remain unchanged. In the practice of EDI, inertia can describe the slow progress to enact change or outright resistance to change within an organization. Inertia may be a result of existing systems and policies as well as individual attitudes.

Racism is a deeply ingrained system of conscious or unconscious beliefs that racial differences produce or are associated with inherent superiority or inferiority. Racism operates at multiple levels:

• At the individual level, racism can manifest in interpersonal dynamics that perpetuate inequalities and reinforce racial stereotypes, including exclusion and mistreatment.
• At the institutional level, racism creates disparities through policies, practices, and structures that disadvantage certain racial groups while privileging others.
• At the systemic level, racism is marked by the unequal distribution of power, resources, and opportunities, and has the power to shape social norms that perpetuate racial hierarchies.

Racism directed toward a specific racial group can be described with terms such as anti-Black racism, anti-Arab racism, anti-Asian racism, antisemitism, and anti-Indigenous racism, among others.

A macroaggression is an overt act of racism towards everyone of a particular race, gender, or group. Unlike microaggressions, these acts are often large-scale, systematic forms of oppression manifested at the philosophy, program, policy, practice, and structural levels of an institution or organization. For example, the term macroaggression describes misinformation and misdirected hate toward Asian people following the COVID-19 pandemic.

The term marginalized people describes individuals or groups who are distanced or excluded from access to power and resources based on aspects of their social identity. Marginalized people are seen as less significant, peripheral, or less valuable than the dominant group within a community or society, and often experience structural barriers and discrimination that limit their ability to fully participate in social, economic, and political life.

It's important to recognize that marginalization is not inherent to people or groups, but rather a result of societal structures and power dynamics that privilege certain identities over others.

A microaggression is a subtle but offensive comment or action directed at a person based on their membership in a marginalized community. Microaggressions are often unintentionally offensive or unconsciously reinforce a stereotype. They include casual insults, derogatory slights, making assumptions about someone’s cultural background, undermining someone’s qualifications or experience, and overlooking or excluding someone. Over time, microaggressions can cause feelings of isolation or alienation.

Examples of microaggressive comments include:

• Race: Comments that focus on racial stereotypes or personal characteristics
• “I’m surprised you don’t have an accent.”
• “Is that your real hair? Can I touch it?”
• “You must be good at math.”
• Gender: Comments focused on appearance, assumptions about caregiving, or terms of endearment
• “You look good today.”
• “Don’t worry about it, sweetheart.”
• “Don’t you have to get home to kids?”
• Disability: Condescending tones, assumptions about competence, and accusations about making things difficult.
• "Your other senses must be better than mine.”
• “Let me do that for you.”
• “Why don’t you understand? It’s so easy!”
• Age: Condescending or patronizing behaviours toward older or younger generations, treating elders as vulnerable, and comments disparaging younger generations.
• “You’re old enough to drink/vote/drive?”
• “You’re so hardworking for your age.”
• Are you having a senior moment?”

Oppression describes the use of power by a dominant group or system to exert control over people from a marginalized group. Oppression takes many forms, but may include limitations on rights, freedoms, and access to resources; efforts to silence a group of people; and unfair or cruel treatment of individuals.

Prejudice is a preconceived opinion, belief, judgment, or attitude about an individual or a group of people based on stereotypes rather than evidence or experience. Negative prejudicial attitudes and beliefs can lead to discrimination toward a particular social identity when acted upon. Prejudice can manifest through forms such as stereotyping, discrimination, and bias.

Privilege refers to unearned access, benefits, and opportunities that individuals receive solely based on their social identity and membership within a particular group, typically one with a high level of power. Privilege manifests in various forms, such as access to quality education, employment opportunities, healthcare, housing, and legal protections, as well as greater social recognition, respect, and validation. Common examples of privilege in North America include white privilege, male privilege, and cisgender privilege.

Sexism refers to prejudiced beliefs, attitudes, and behaviours regarding a person’s sex or gender identity. Sexism perpetuates the perception that certain genders or sexes are inherently superior or inferior to others, often rooted in traditional gender roles and stereotypes. Sexism is commonly expressed through various forms of discrimination, including but not limited to unequal treatment, harassment, objectification, and exclusion based on gender. Similar to racism, sexism can be practiced at individual, organizational, and systemic levels within society.

Sexism can intersect with other biases and forms of discrimination. This includes discrimination against transgender people (cissexism), the belief that “men should only be masculine and women should only be feminine” (oppositional sexism), and the idea that heterosexuality is the default or norm (heterosexism).

Tokenism refers to the practice of including one or a few members of a marginalized or underrepresented group to create the appearance of inclusivity without genuine commitment or action. For example, a company might appoint or promote a single individual from an underrepresented group to a prominent position solely to improve its public image. Tokenism overemphasizes social identity without providing meaningful opportunities for individuals to be heard or valued, and places undue stress on them to represent their entire group.

Accessibility refers to practices that facilitate equal access to information, opportunities, products, services, and environments with a particular focus on supporting people living with disabilities. Accessibility efforts aim to enable people of all abilities to participate fully on an equal basis with others.

Accommodation is the act and willingness to provide access and enable participation, particularly with regard to people living with disabilities. Accommodations include adjustments to policies, programs, facilities, and resources to allow for equitable access and remove existing barriers. Accommodations come in all shapes and sizes, including but not limited to communication aids, mobility supports, flexible work schedules, and policy changes.

An advocate is an individual who speaks up or takes action on behalf of an identity group, either as a member or as an ally outside of the group. Advocates may share experiences, start conversations, offer education, and challenge preconceived ideas among other things.

Allyship refers to a commitment and effort to recognize one’s own privilege and power to uplift, empower, and support underrepresented and marginalized groups. Allyship involves a willingness to listen, learn, and amplify the voices and experiences of those who are marginalized, as well as taking meaningful action to challenge and dismantle systemic inequalities and injustices.

An ally is someone who is not directly impacted by a particular form of discrimination, but who stands in solidarity with marginalized or underrepresented groups and advances their efforts to end discrimination, prejudice, and oppression. For example, a white person actively supporting an anti-racist initiative could be considered an ally.

Anti-racism is the deliberate and active effort to identify and eliminate all forms of racism. Anti-racism acknowledges the existence of racism and examines how it’s embedded within social structures. It is practiced through engagement at systemic, organizational, policy, practice, social, and individual levels. For example, it may include policy reforms, the creation of an inclusive organizational culture, and education around issues related to race and racism.

Collaboration is the intentional and cooperative act or process of working together in service of a common goal or desired outcome. Effective collaboration welcomes diverse ideas, perspectives, abilities, and beliefs, particularly among underrepresented or marginalized groups. When collaborators feel like they are included, valued, and respected, they are empowered to share their ideas and perspectives openly.

Cultural competence describes the ability to engage and interact with individuals and communities from diverse cultural backgrounds, understanding and respecting values, attitudes, beliefs, and differences across cultures. Being culturally competent encompasses not only understanding cultural differences but also actively seeking to bridge cultural gaps, promote mutual understanding, and create meaningful connections.

Demographics describe the various aspects of one’s social identity or the specific characteristics within a population. Demographic data may include dimensions such as age, gender, ethnicity, economic status, and race. Demographics are often used in surveys to understand the diversity of an organization’s people.

Difference refers to variations and distinctions among individuals or groups based on various visible and invisible factors such as race, ethnicity, gender, sexual orientation, socioeconomic status, ability, age, religion, culture, language, and more. Understanding difference involves acknowledging that individuals often hold multiple identities that intersect and shape their experiences in unique ways.

ERGs are intra-organizational groups that are typically based on a collective social identity, such as gender, race, sexual orientation, ethnicity, or disabilities, for example; as well as shared interests and causes such as occupational aspirations, social justice issues, and the environment. ERGs are most often initiated by employees and evolve as systems of support that create networking opportunities, increase professional development, foster mentorships, build community, and provide safe spaces to share experiences and discuss the challenges of marginalized employee populations in particular. ERGs can go by many names, including employee inclusion groups, business resource groups, and affinity groups.

Fairness describes the concept that people are treated without discrimination or favouritism, regardless of an individual’s social identity. Fairness is the principle of ensuring that all individuals have equal access to opportunities, resources, and treatment. Equity is one example of fairness.

Microinterventions describe anti-bias actions and strategies to disarm and neutralize microaggressions. They’re intended to empower individuals to respond assertively and effectively to microaggressions while also promoting a culture of accountability, respect, and inclusion. Suggested microinterventions fall into four categories: calling attention to insensitive and harmful actions or comments; stopping, disarming, deflecting, or redirecting the comments; educating the perpetrator through dialogue; and seeking additional reinforcement or support.

Objectivity is the principle of approaching decisions, policies, and practices in a fair, unbiased, and impartial manner, free from personal prejudices or discriminatory attitudes. It involves making decisions based on facts, evidence, and merit, rather than on subjective opinions or implicit biases.

Pronouns are words people use to refer to themselves or others, as substitutes for names in sentences. Pronouns can be gendered (e.g. “she/her/hers” or “he/him/his”) or non-gendered (e.g. “they/them/theirs” or “ze/zir/zirs”). Preferred gender pronouns are the pronouns that individuals request others to use when referring to them. Some individuals may choose to openly share their preferred pronouns as a way to affirm their gender identity or as an act of allyship. It is important to ask for and use the correct pronouns for each individual.

Reconciliation describes a rebuilding of relationships, particularly between marginalized groups and the institutions or social systems that caused them harm. Reconciliation involves recognizing injustices that have perpetuated inequality and oppression, and making meaningful change to address and repair them. In Canada, reconciliation holds particular significance in the context of Indigenous Peoples and colonialism. This process is grounded in the recognition of rights, respect, cooperation, and partnership.

Representation refers to the presence, visibility, and participation of a particular group, often a group facing inequities, within a larger population. The goal of equal representation is the proportional participation and inclusion of all groups within a population. Underrepresentation occurs when individuals or groups are not adequately represented, while overrepresentation describes instances where a particular social identity makes up an undue majority. Overrepresentation can result in one set of voices receiving more attention and greater access to power, which can perpetuate inequalities and marginalize underrepresented voices.

A safe space is an inclusive environment in which everyone feels psychologically safe and comfortable expressing themselves. Within a safe space, people can fully participate without fear of attack, ridicule, judgment, repercussions, or denial of their experience.