EQUITY, DIVERSITY, & INCLUSION GLOSSARY

Ableism~A set of beliefs or practices that devalue and discriminate against people with physical, intellectual,
or psychiatric disabilities and often rests on the assumption that disabled people need to be 'fixed' in one
form or the other.

Ally~Someone from one identity group that actively supports members of another group.

Anti-racist/Anti-racism~supporting, encouraging, and adopting beliefs, actions, movements, and policies that
oppose racism. This is not a feeling, but outward action.

Assimilate~The phenomenon that occurs when people belonging to the nondominant group understand
dominant culture norms and take on their characteristics either by choice or by force. For example,
many people of color or LGBTQ people are asked to “check their identities at the door” in professional
settings to make their white/heterosexual peers comfortable. By doing so, many people of color find it
easier to get promotions and professional opportunities, as well as to gain access to informal networks
typically accessible only to whites.

Bias~ prejudice in favor of, or against one thing, person, or group, compared with another.

Implicit bias~attitudes and beliefs of individuals about other people or groups of people on an
unconscious level

Explicit bias~attitudes and beliefs of individuals about other people or groups of people on a
conscious level

Institutional bias~ tendency of institutions to advantage and favor certain groups of people
while other groups are disadvantaged or devalued

Cis-gender~When personal identity and gender corresponds with a person’s assigned sex at birth.

Classism~The cultural, institutional and individual set of practices and beliefs that assign value to people
according to their socio-economic status, thereby resulting in differential treatment.

Cognitive Disability~(also Intellectual Disability) When a person has certain limitations in mental
functioning and in skills such as communicating, taking care of oneself, social skills, and including other
developmental delays.  

Colonize/Colonization~a process by which a central system of power dominates land, people, resources,
etc.

Colonizer (modern use)~A white person who is not helping to improve life for people of color. A person
who is perpetrating acts of colonization; a country or person who sends people to a place and
establishes political, physical and economic control.

Critical Mass~In reference to representation of people of color within an organization or a certain level
of leadership. This is dependent on, and reflective of, the specific demographics of the communities in
which an organization operates.

Kori Rodley | DRAFT 2019

 Critical Race Theory~A theory that explicitly states and recognizes that racism is ingrained in the fabric
and system of American society. Even without overt racists present, institutional racism is pervasive in
dominant culture. Critical Race Theory examines existing power structures, and identifies these
structures based on white privilege and white supremacy, which perpetuate the marginalization of
people of color.

Culture/Cultural~practices, ideas, and customs that define one group of people in distinction from
another; cultural can mean relating to those social behaviors.

Cultural Appropriation~Taking and benefiting from the expression, ideas, artifacts, etc. of another
culture without permission. Often done by the dominant culture. This is not cultural exchange, which
requires mutual consent and respect.

Decolonize~We exist within societal structures rooted in historical facts, one of which is colonialism: the
policy and practice of acquiring control of land (frequently occupied by people of color), occupying it,
and codifying power structures to elevate one race and culture above all others. In order to dismantle
white supremacy and the white dominant culture norms it influences, “decolonizing” (as in the mind) is
the active process of recognizing and counteracting the thoughts, preferences, practices, and behaviors
that are deeply rooted vestiges of colonization.

Diversity~Psychological, physical, and social differences that occur among any and all individuals,
including but not limited to race, ethnicity, nationality, religion, socioeconomic status, education, marital
status, language, age, gender, sexual orientation, mental or physical ability, and learning styles.

Dominant Culture~refers to the established language, religion, values, rituals, and social customs on
which the society was built. The dominant culture has the most power, is widespread, and influential
within a social entity, such as an organization, in which multiple cultures are present. N organization’s
dominant culture is heavily influenced by the leadership and management standards and preferences of
those at the top of the hierarchy, including specifically to the American context in which organizational
culture is predominantly defined by heterosexual white men and heterosexual white women in
positional power.

Empower/Empowerment~the process of giving and/or receiving authority, rights and power—this can
be in terms of personal development or political, social, organizationally, etc.

Equity~The guarantee of fair treatment, access, opportunity, and advancement while at the same time
striving to identify and eliminate barriers that have prevented the full participation of some groups. The
principle of equity acknowledges that there are historically underserved and underrepresented
populations, and that fairness regarding these unbalanced conditions is needed to assist equality in the
provision of effective opportunities to all groups.

Equity Lens~Analyzing the impact of internal and external processes, as well as structural and
foundational systems and decisions, on underserved and underrepresented individuals and
communities.

Gender~The behavioral, cultural, or psychological traits generally associated with one sex.

Gender Binary~Classifying gender into two (2) distinct, opposite, and disconnected forms of masculine
and feminism, whether by social or cultural belief systems or values.

Kori Rodley | DRAFT 2019

 Gender Fluid~Identify as male, female, or nonbinary at different times or circumstances.

Gender Queer~An identity not subscribing to traditional or conventional gender distinctions. A person
may identify with neither, both, or a combination of male and female genders.

Heteronormative~ An environment that promotes heterosexuality, predicated on the gender binary, as

the normal or preferred sexual orientation.

Identity~The character or personality of an individual; who someone is; the qualities, values, sense of
belonging that define a person or group.

Identity Politics~When a person or people prioritize the concerns most relevant to their particular racial,
religious, ethnic, sexual, social, cultural, or other identity and forming political alliances with other of the
group, and/or promoting these interests in regards to laws, policies, etc.

Inclusion~The act of creating environments in which any individual or group can be and feel welcomed,
respected, supported, and valued to fully participate and bring their full, authentic selves to work, play,
etc. An inclusive and welcoming climate embraces differences and offers respect in the
words/actions/thoughts of all people.

Intersectionality~a concept describing the interconnection of oppressive institutions and identities.

LGBTQ~Lesbian, Gay, Bi-Sexual, Transgender, Queer—Acronym used to denote homosexual issues,

individuals, and communities.

Microaggression~Everyday, verbal, nonverbal, and environmental slights, snubs, or insults, whether

intentional or unintentional, which communicate hostile, derogatory, or negative messages to target
persons based solely upon their marginalized group membership. This can include comments around
stereotypes, assuming everyone is part of dominant culture values, unwanted touch, etc.

Minoritized~When underrepresented groups or individuals are made to feel or treated “less than.”

Nepotism~The practice among those with power or influence of favoring friends or relatives, especially
when giving jobs, positions, access to power, etc.

Oppression~Use of power or privilege of one individual or group over another.

Queer~An umbrella term for sexual and gender identities that are not heterosexual or are not cisgender.

Race Equity~The condition where one’s race identity has no influence on how one fares in society. This
includes the elimination of policies, practices, attitudes, and cultural messages that reinforce differential
outcomes by race.

Race Equity Lens~The process of paying disciplined attention to race and ethnicity while analyzing
problems, looking for solutions, and defining success.

Racism~A system of advantage and oppression based on race. A way of organizing society based on
dominance and subordination based on race.

Kori Rodley | DRAFT 2019

 Social Justice~A concept of fair and just relations between the individual and society. This is measured
by the explicit and tacit terms for the distribution of power, wealth, education, healthcare, and other
opportunities for personal activity and social privileges.

Stereotypes~A generalized idea applied to all people in a group, regardless of individual differences.

Structural Racism~The arrangement of institutional, interpersonal, historical, and cultural dynamics in a

way that consistently produces advantage for whites and chronic adverse outcomes for people of color.
Structural Racism is composed of intersecting, overlapping, and codependent racist institutions, policies,
practices, ideas, and behaviors that give an unjust amount of resources, rights, and power to white
people while denying them to people of color.

Tokenism~Making symbolic and minimal gestures in offering opportunities to underrepresented groups.

Transgender~A person who’s gender identity and/or gender expression does not correspond or match
the gender assigned to them at birth.

White Privilege~ The power and advantages benefiting perceived white people, derived from the
historical oppression and exploitation of other non-white groups.

White Supremacy~The existence of racial power that denotes a system of structural or societal racism
which privileges white people over others, regardless of the presence or absence of racial hatred.

White Supremacy Culture~Characteristics of white supremacy that manifest in organizational culture,

and are used as norms and standards without being proactively named or chosen by the full group. The
characteristics are damaging to both people of color and white people in that they elevate the values,
preferences, and experiences of one racial group above all others. The 12 characteristics of white
supremacy culture: perfectionism, sense of urgency, defensiveness, quantity of quality, worship of the
written word, paternalism, power hoarding, fear of open conflict, individualism, progress is bigger/more,
objectivity, and right to comfort.

INCLUSIVE TERMINOLOGY

Instead of… Use this…

Mailman, etc. Letter carrier, chair person, chair, flight attendant

Manning, man a table Staffing, staff a table
Girls Women
Uneducated Lack of formal education
Black Sheep Outcast
Guys Friends, folks, group, y’all
White lie Just don’t say—or a lie
Black listed Banned
Native Indigenous
Oriental Asian; the specific nationality is preferable
What are you? What should I call you? Just don’t ask or say
Wheel chair Mobility device
“Person First” language—person with physical

Kori Rodley | DRAFT 2019

 disability; person with psychiatric disability,
person with hearing impairment, etc.
Gyp Cheat, swindle
Retarded Person with developmental, intellectual, or
cognitive disability
Poor (person who) Experiencing or navigating poverty

Some Thoughts About Mental Illness…

The common vernacular often “co-ops” or takes over words that have a very specific meaning and
people use them to describe common, every day feelings, thoughts, experiences, etc. and this can, in
fact, be offensive and diminish the experiences of those experiencing mental illness. For example, using
words like PTSD (Post-Traumatic Stress Disorder/Diagnosis); Trauma-inducing; schizophrenic; Bi-Polar,
crazy, mental, OCD (Obsessive Compulsive Disorder/Diagnosis)—to describe an every-day feeling or
experience or to comment about someone else’s behavior or an activity can be disrespectful to those
who actually experience these issues. Using these words casually makes light of the real experiences of
real people.

Awake to Woke to Work: Building a Race Equity Culture, Equity in the Center, ProInspire 2018

Inclusion, Diversity, & Equity, University of Missouri

Merriam-Webster Dictionary https://www.merriam-webster.com/

Kori Rodley | DRAFT 2019