The Oxford Review DEI (Diversity, Equity and Inclusion) Dictionary

The is a comprehensive and growing dictionary / encyclopaedia of definitions and explanations of terms used in DEI (Diversity, Equity and Inclusion). Within the DEI dictionary you can click on any term for a fuller explanation.

Contents

A

Ableism – Discrimination and social prejudice against people with disabilities.
Ableism Awareness – Recognising and challenging discrimination or prejudice against people with disabilities.
Ableism in Society – The societal practices and beliefs that devalue and discriminate against people with disabilities.
Ableist Language – Language that is offensive to people with disability, an important consideration in creating inclusive communication practices.
Ability-Centric Language – Language that prioritises abilities, which can unintentionally marginalise those with disabilities.
Acceptance vs. Tolerance – Differentiating between fully accepting diverse individuals as they are (acceptance) versus merely tolerating their presence (tolerance).
Access to Capital – The availability of financial resources, often a barrier for underrepresented entrepreneurs and communities.
Access to Advancement – Ensuring that individuals from all backgrounds have equitable opportunities for professional growth and development.
Access to Education – Ensuring that people from all backgrounds have equal opportunities to receive quality education.
Access to Healthcare – Addressing disparities in healthcare availability and quality among different populations, an important equity issue.
Access to Resources – Ensuring equitable availability and distribution of resources to all groups, especially those historically marginalized.
Accessibility – Refers to the design of products, devices, services, or environments for people who experience disabilities.
Accessibility in Design – The practice of designing products, environments, and digital content that are accessible to all users, including those with disabilities.
Accessible Digital Content – Creating online materials that are easily accessible to people with different abilities, including those with visual, auditory, or cognitive impairments.
Accessibility in Education – Ensuring that educational materials, environments, and practices are accessible to all students, including those with disabilities.
Accessibility Standards Compliance – Adhering to established guidelines and standards to ensure accessibility for individuals with disabilities.
Accessibility in Urban Planning – Incorporating inclusive design principles in urban development to ensure accessibility for all citizens.
Accessible Communication – Ensuring that communication methods are inclusive and can be understood by people with diverse abilities, including those with hearing, visual, or cognitive impairments.
Accessible Information Technology – Designing and implementing technology solutions that are accessible to people with a wide range of abilities and disabilities.
Accessibility Initiatives – Programs or projects aimed at enhancing accessibility for people with disabilities in public spaces, workplaces, and digital environments.
Accessibility Guidelines – Standards and recommendations to ensure services, products, and environments are accessible to people with disabilities.
Accessibility in Public Spaces – Designing public spaces and amenities to be usable by all people, regardless of their physical abilities.
Accommodation – Adjustments or modifications made to environments, systems, or practices to support individuals with differing needs.
Accommodation of Learning Styles – Adapting teaching methods to cater to different learning preferences, an important aspect of inclusive education.
Accommodation vs. Assimilation – Differentiating between making adjustments to include a diverse group (accommodation) and expecting a diverse group to conform to dominant norms (assimilation).
Acculturation – The process of cultural change and psychological change that results following meeting between cultures.
Actionable Diversity Goals – Specific, measurable, achievable, relevant, and time-bound objectives set to improve diversity and inclusion.
Accountability in Diversity Initiatives – Holding individuals and organizations responsible for their actions and commitments related to diversity and inclusion.
Acknowledging Diversity Milestones – Recognising and celebrating significant achievements or events related to diversity and inclusion.
Acknowledgment of Historical Injustices – Recognising and addressing past wrongs and injustices that have impacted marginalised groups.
Acknowledgement of Intersectional Identities – Recognising and valuing the complex, overlapping aspects of people’s social identities (such as race, gender, sexuality, and class).
Acknowledgment of Land – Recognising the traditional indigenous inhabitants of the land, a practice important in respecting historical truths and indigenous cultures.
Acknowledging Privilege – Recognising and understanding the advantages that certain groups have due to systemic inequalities in society.
Acknowledging Unconscious Bias – Recognising that everyone has unconscious biases that can affect their perceptions and actions.
Activism – The policy or action of using vigorous campaigning to bring about political or social change, often integral in advancing DEI initiatives.
Adaptability – The ability to adjust to new conditions, a crucial skill in diverse and rapidly changing environments.
Adaptive Inclusivity – The ability of systems, policies, and practices to evolve and adapt in response to the changing needs of a diverse population.
Adaptive Decision-Making – The ability to make decisions that are responsive to the diverse needs and situations of different groups.
Adaptive Leadership in DEI – Leadership that responds flexibly and effectively to the challenges and opportunities presented by a diverse workforce and society.
Adaptive Learning Models – Educational models that adjust to the varying needs and abilities of diverse learners.
Adaptive Organisational Culture – A culture within an organisation that is flexible and responsive to the diverse needs of its members.
Adaptive Policy-Making – Creating policies that are flexible and responsive to the changing needs of a diverse society.
Advantage – A condition or circumstance that puts one in a favorable or superior position, often discussed in the context of privilege and systemic inequalities.
Advancement of Inclusive Policies – The development and implementation of policies that promote inclusivity and equity in various sectors.
Advancement of Minorities – Efforts and policies aimed at promoting the progression and success of minority groups in various sectors.
Adversity Quotient – A measure of an individual’s ability to thrive in challenging circumstances, relevant in discussions about resilience in diverse populations.
Adverse Environment – An environment that is hostile or unwelcoming to certain groups, which can impede diversity and inclusion efforts.
Advocacy – Active support or argument for a cause or policy, especially in the context of promoting DEI.
Advocacy for Accessibility – Actively supporting and promoting accessibility in various environments, crucial for inclusivity of individuals with disabilities.
Advocacy in Diversity – The act of supporting and promoting diversity in various spheres such as the workplace, education, and community settings.
Advocacy for Equal Rights – Actively supporting and promoting the equal rights of all individuals, regardless of their background or identity.
Advocacy for Inclusivity – Actively promoting and supporting inclusivity in various aspects of society, including workplaces, education, and policy.
Aesthetic Inclusivity – Including diverse artistic and cultural expressions in the arts and media.
Affective Commitment – The emotional attachment, identification, and involvement that an employee has with its organization, critical in understanding employee engagement in diverse workplaces.
Affective Inclusivity Training – Training that focuses on the emotional aspects of inclusion, such as empathy and emotional intelligence.
Affinity-Based Mentoring – Mentoring relationships based on shared identities or experiences, which can be particularly supportive for individuals in underrepresented groups.
Affinity Bias – The tendency to warm up to people like ourselves, a significant factor in discussions about unconscious bias and diversity in the workplace.
Affinity Bias Awareness – Recognising the tendency to favour individuals who share similar backgrounds, experiences, or characteristics with oneself.
Affinity Group Support – Providing support and resources to groups formed around shared identities or interests, often within larger organisations.
Affinity Networking – Networking within groups based on shared interests, backgrounds, or identities, often used in professional contexts to support underrepresented groups.
Affirmation of Identities – Validating and respecting the diverse identities of individuals, an essential practice in inclusive environments.
Affirmative Action – A policy favouring those who tend to suffer from discrimination, especially in relation to employment or education.
Affirmative Action Planning – Strategies and actions taken to increase representation and opportunities for historically underrepresented groups.
Affirmative Narrative Building – Creating and promoting narratives that positively affirm the identities and experiences of marginalised groups.
Age Diversity Awareness – Recognition of the value and importance of having a range of ages represented in various contexts, from the workplace to community initiatives.
Age-Inclusive Policies – Policies that take into account the needs and perspectives of people of all ages, avoiding age-based discrimination.
Aging Workforce Considerations – Acknowledging and addressing the specific needs and contributions of an aging workforce in DEI strategies.
Agender – Identifying as having no gender or being gender-neutral, a concept relevant in discussions about gender identity.
Agency in Diversity Initiatives – Empowering individuals, especially those from marginalised groups, to take active roles in shaping diversity and inclusion efforts.
Agency in Representation – Empowering individuals, especially from marginalised groups, to have control over how they are represented and perceived.
Agency in Social Justice – The capacity and empowerment of individuals and groups to act towards achieving equitable social change.
Ageism – Prejudice or discrimination on the grounds of a person’s age.
Ageism Awareness – Recognising and addressing age-related prejudices and stereotypes, particularly in the workplace and media.
Age-Inclusive Design – Designing products, services, and environments that are suitable and accessible for people of all ages.
Age-Related Inclusion – Ensuring inclusivity across different age groups, addressing the unique needs and contributions of each age cohort.
Agency – The capacity of individuals to act independently and make their own free choices, an important concept in empowering diverse groups.
Agency and Advocacy – The capability and action of individuals or groups to represent and support themselves or others, particularly in marginalised communities.
Alignment of DEI Goals – Ensuring that diversity, equity, and inclusion objectives are consistent with and integrated into the broader goals of an organisation.
Altruism – The belief in or practice of disinterested and selfless concern for the well-being of others, which can be a driving force in DEI efforts.
Allophilia – Having a positive attitude towards outgroup members, an important concept in fostering positive intergroup relations.
Ally – An individual who actively supports and stands up for the rights and dignity of groups other than their own, particularly in the context of social justice and DEI initiatives.
Ally Behaviour Training – Training aimed at teaching individuals how to effectively support and advocate for marginalised or underrepresented groups.
Ally Education – Educating individuals about how they can effectively support and advocate for marginalised groups.
Allyship – The practice of emphasising social justice, inclusion, and human rights by members of an advantaged group, to advance the interests of an oppressed or marginalised group.
Allyship Accountability – The responsibility of allies to remain informed, active, and responsive in their support for marginalised groups.
Allyship in Action – Practical steps taken by individuals to support and advocate for marginalised groups.
Allyship Commitment – The ongoing dedication to understanding, empathising with, and actively supporting marginalised groups.
Allyship in Practice – The practical application of supporting and standing in solidarity with marginalised groups.
Alternative Narratives – Promoting stories and perspectives that challenge dominant cultural narratives, important for diversity in media and literature.
Ambient Belonging – The sense that an environment is welcoming and inclusive, often conveyed through subtle cues and atmosphere.
Ambiguity Tolerance – The ability to perceive ambiguous situations as desirable, important in DEI for managing diversity and complexity in organisational settings.
Ancestry – The familial lineage or ethnic background of an individual, often a factor in discussions of diversity and cultural identity.
Analytical Approaches to DEI – Using data-driven and analytical methods to understand and address issues related to diversity, equity, and inclusion.
Anchoring Inclusion – Establishing inclusion as a fundamental and unmovable principle within an organisation or community.
Androgyny – The combination of masculine and feminine characteristics, relevant in discussions about gender identity and expression.
Anomie – A condition of instability resulting from a breakdown of standards and values or from a lack of purpose or ideals, often discussed in the context of societal change and diversity.
Anti-Bias Curriculum – Educational content designed to counteract biases and stereotypes, fostering an inclusive learning environment.
Anti-discrimination – Actions or policies designed to eliminate discrimination against people based on race, sex, age, disability, etc., a fundamental aspect of DEI initiatives.
Anti-Discrimination Enforcement – The active implementation and reinforcement of policies that prevent discrimination in various settings.
Anti-Discriminatory Legislation – Laws and regulations designed to prevent and penalise discrimination based on factors such as race, gender, age, and disability.
Anti-Oppression Training – Training programs designed to help individuals and organisations understand and combat systemic oppression in society.
Anti-Oppressive Practice – A practice in social work and education that focuses on ending socioeconomic oppression.
Anti-Prejudice Education – Education aimed at reducing prejudices and promoting understanding among diverse groups.
Anti-Racism – The policy or practice of opposing racism and promoting racial tolerance.
Anti-Racism Strategies – Specific approaches and actions aimed at combating racism and promoting racial equity.
Anti-Racist Activism – Active involvement in movements and actions that seek to confront and eliminate racism.
Anti-Racist Policies – Policies explicitly designed to combat racism and promote racial equity within organisations and institutions.
Anti-Subordination Theory – A framework in legal theory and civil rights that focuses on addressing the conditions that perpetuate subordination based on race, gender, and other identities.
Apartheid – A policy or system of segregation or discrimination on grounds of race, relevant in discussions of historical and systemic inequalities.
Appreciation of Diversity in Thought – Valuing and encouraging diverse perspectives and ways of thinking in collaborative environments.
Appreciation of Multiculturalism – Valuing and embracing the diversity of cultures within a community or organisation.
Appreciative Diversity Training – Training that focuses on recognising and valuing the positive aspects of diversity in a team or organisation.
Appreciation of Individual Differences – Valuing the unique qualities and characteristics each person brings to a group or community.
Appropriation – Cultural appropriation, the adoption of elements of one culture by members of another culture, often discussed in DEI in terms of power dynamics.
Artistic Representation Diversity – Ensuring diverse representation in the arts, including visual arts, literature, film, and music, to reflect a variety of perspectives and experiences.
Asexual – Having no sexual attraction to others, or low or absent interest in sexual activity, an important aspect of understanding sexual diversity.
Ascribed Status – A social position a person is given at birth or assumes involuntarily later in life, an important concept in understanding social stratification and its impact on diversity and equity.
Aspirational Role Modelling – Serving as a role model to inspire others, particularly from underrepresented groups, to aspire to greater achievements.
Aspirations for Inclusive Excellence – Striving to achieve the highest standards in inclusivity across all areas of an organisation or community.
Assessment for Inclusion – Evaluating policies, practices, and environments to ensure they are inclusive and meet the needs of diverse groups.
Asset-Based Community Development – An approach that focuses on the strengths and potentials of a community, including in diverse and marginalised groups.
Assimilation – The process by which a person or a group’s language and/or culture come to resemble those of another group.
Assimilation Critique – The evaluation and criticism of the process of assimilating minority groups into dominant cultures, often at the cost of losing cultural identities.
Assimilation Policy – A policy encouraging immigrants or minorities to adopt the dominant culture, often debated in the context of multiculturalism and diversity policies.
Assimilationist – A policy or practice that encourages minority cultures to dissolve and adopt the dominant culture.
Assumed Competence – The presumption that individuals, particularly those from marginalized groups, are competent and capable, counteracting stereotypes that suggest otherwise.
Assumption – A thing that is accepted as true or as certain to happen, without proof, often leading to biases and stereotypes in social contexts.
Assumptions About Culture – Preconceived notions or stereotypes about different cultures, which can hinder intercultural understanding and inclusion.
Asylum Seekers – People who have fled their home country and seek sanctuary in another, highlighting issues of global diversity and humanitarian response.
Asymmetrical Information Flow – The unequal access to information, which can affect marginalised groups disproportionately.
Asymmetrical Power Relations – Situations where power is distributed unequally among groups or individuals, a critical concept in understanding systemic inequities and social dynamics.
Atmosphere of Inclusivity – Creating an environment where all individuals feel valued, respected, and included.
Attribution Bias – The systematic errors made when people evaluate or try to find reasons for their own and others’ behaviours, often influencing perceptions in a diverse environment.
Attribution Error in Diversity – Misattributing behaviors or outcomes to a person’s group identity rather than to individual factors or situational contexts.
Atypical – Not representative of a type, group, or class, a term relevant in discussions about neurodiversity and challenging stereotypes.
Audience Diversification – Efforts to reach and include a diverse range of individuals in media, events, and communications.
Audience Inclusivity – Ensuring that diverse groups are considered and included in media, events, and communications.
Audism – The notion that life without hearing is futile and miserable, that hearing people are superior, or that deaf people should strive to be as much like hearing people as possible.
Auditory Processing Disorder – Difficulty in processing auditory information, a specific aspect of neurodiversity, important in creating inclusive environments for people with different learning and processing styles.
Authentic Consultation – Engaging with diverse groups in a genuine and respectful manner to inform decisions and policies.
Authentic Cultural Expressions – Encouraging and respecting genuine expressions of cultural identity in various forms, such as art, language, and traditions.
Authentic Identity – The genuine representation of one’s personal identity, significant in discussions about personal expression and diversity.
Authentic Inclusion Measures – Genuine and meaningful actions taken to ensure diverse groups are included and represented in all aspects of an organisation or community.
Authentic Intercultural Interactions – Genuine and respectful exchanges between individuals from different cultural backgrounds.
Authentic Inclusion Efforts – Genuine and sincere efforts to include diverse groups, as opposed to superficial or tokenistic actions.
Authentic Diverse Narratives – True and genuine stories from diverse perspectives, challenging single-story narratives and stereotypes.
Authentic Leadership – A leadership style that emphasizes the authenticity of leaders and their relationships with followers, relevant in the context of ethical and inclusive leadership in organisations.
Authentic Voice – The genuine expression of individuals from diverse backgrounds, free from the pressure to conform to dominant norms.
Authenticity – The quality of being authentic or genuine, which can be crucial in creating an inclusive environment where people feel valued for their true selves.
Authenticity in DEI Conversations – Encouraging genuine and open discussions about diversity, equity, and inclusion, without resorting to tokenism or superficial engagement.
Authenticity in Representation – Ensuring that diverse groups are represented in a manner that is true to their experiences and identities.
Autonomy – The right or condition of self-government, particularly in the context of empowering marginalised or minority groups within society or organisations.
Awareness – Knowledge or perception of a situation or fact, particularly relating to issues of diversity, equity, and inclusion.
Awareness of Intersectionality – Understanding how different aspects of a person’s identity (e.g., race, gender, class) intersect and create unique experiences of discrimination or privilege.
Awareness Training – Training programs designed to increase employees’ awareness of diversity and inclusion issues, aiming to foster a more inclusive workplace culture.
Aversion – A strong dislike or disinclination, often used in discussions of unconscious bias and aversive racism.
Axiology – The philosophical study of value, which includes considerations of ethics and aesthetics, relevant to understanding value systems in diverse cultures.

B

BAME (Black, Asian, and Minority Ethnic) – A term used in the UK to refer to Black, Asian, and minority ethnic people.
BAME Leadership Representation – The presence and visibility of Black, Asian, and Minority Ethnic individuals in leadership positions within organisations.
Behavioural Inclusivity – The practices and actions that individuals and organisations undertake to ensure that all members feel valued, respected, and supported.
Belief Systems – The collective beliefs held by an individual or group.
Belief System Dynamics – The study of how individual and collective beliefs, values, and assumptions evolve and influence behaviour and interactions within diverse groups.
Belonging – The feeling of security and support when there is a sense of acceptance, inclusion, and identity for a member of a certain group or place.
Benevolent Prejudice – A form of prejudice that appears positive or complimentary but is actually patronising and reinforces stereotypes and unequal power dynamics.
Benevolent Sexism – A form of sexism that is couched in terms that seem positive or affectionate but actually reinforce traditional gender roles and the notion of women’s dependency on men.
Bias – Inclination or prejudice for or against one person or group, especially in a way considered to be unfair.
Bias Accountability – The practice of holding individuals and organizations responsible for addressing and mitigating bias in their actions, policies, and processes.
Bias Awareness – The understanding and acknowledgment of one’s own biases and their potential impact on decision-making and interactions with others.
Bias Correction – The process of identifying and adjusting for bias in decision-making processes, data analysis, and AI algorithms to ensure fairness and equity.
Bias Detection and Management – The process of identifying, assessing, and mitigating biases in organisational practices, decision-making, and interpersonal interactions.
Bias-Free Language – Language that avoids biases, stereotypes, or expressions that discriminate against groups of people based on race, gender, socioeconomic status, and other characteristics.
Bias Incident – A discriminatory act or behavior motivated by prejudice against a person’s identity, such as race, gender, or sexual orientation.
Bias Incident Reporting – A system or process for individuals to report incidents of bias, discrimination, or harassment within an organisation.
Bias Interruption – The act of recognising and intervening when bias is observed in decision-making processes, conversations, or actions.
Bias Interrupters – Evidence-based organisational processes designed to identify and mitigate unconscious biases in the workplace.
Bias in Performance Evaluation – The influence of unconscious or conscious biases on the assessment of employees’ performance.
Bias Mitigation – Strategies and techniques employed to reduce or eliminate the impact of bias in decision-making processes and systems.
Bias Mitigation Tools – Software, algorithms, or processes designed to identify and reduce bias in various systems, such as hiring platforms or performance evaluations.
Bias Reduction Strategies – Techniques and approaches designed to minimize the influence of bias in various contexts, such as hiring, performance evaluations, and team dynamics.
Bias Response Team – A group of individuals responsible for addressing and resolving reported incidents of bias or discrimination within an institution.
Bias Training – Training programs designed to help individuals recognise and mitigate their own unconscious biases.
Biased Systemic Structures – Institutional and structural mechanisms that perpetuate inequalities and biases, often unconsciously, through policies, practices, and cultural norms.
Bicultural Competence – The ability to effectively navigate and integrate two or more cultures, often developed by individuals who have been exposed to and have adapted to different cultural environments.
Bicultural Identity – The condition of identifying with two cultures simultaneously.
Bi-cultural Identity Development – The process by which individuals navigate and integrate their dual cultural identities to form a cohesive sense of self.
Bicultural Identity Integration – The degree to which an individual is able to harmoniously combine and express their dual cultural identities.
Bicultural Leadership – Leadership approaches that draw upon the strengths and perspectives of individuals with dual cultural identities to foster inclusivity and innovation.
Bi-cultural Stress – The psychological strain experienced by individuals navigating between two distinct cultural identities or environments.
Bi-cultural Stress Management – Methods and resources to help individuals cope with the unique challenges and pressures of navigating multiple cultural identities.
Biculturalism – The presence of two different cultures in the same country or region, or the ability of individuals to navigate and incorporate aspects of both their native and host cultures into their lives.
Bi-Erasure – The tendency to ignore, remove, falsify, or reexplain evidence of bisexuality in history, academia, the media, and other primary sources.
Bi-Invisibility – The lack of acknowledgment and ignoring of the clear evidence that bisexuality exists.
Bi-gender – An individual who identifies with two distinct gender identities, either simultaneously or alternating between them.
Binary Gender – The classification of gender into two distinct, opposite forms of masculine and feminine, whether by social system or cultural belief.
Bilateral Allyship – The reciprocal support and advocacy between different marginalized communities, recognizing their shared struggles and working together towards equity.
Binary Thinking – The tendency to think in extremes and categorise things in an either/or fashion, such as male/female, good/bad, or black/white.
Biological Determinism – The belief that human behavior and characteristics are primarily determined by genetic factors, often used to justify discrimination.
Biological Essentialism – The belief that certain traits, abilities, or characteristics are inherently determined by one’s biology, often used to perpetuate stereotypes and discrimination.
BIPOC (Black, Indigenous, and People of Colour) – A term used to acknowledge the unique struggles faced by Black and Indigenous people and other people of colour, particularly in contexts of racism, colonialism, and marginalisation.
Bi-phobia – Prejudice, fear, or hatred directed toward bisexual people.
Biphobia Allyship – The active support and advocacy for bisexual individuals, working to combat biphobia and promote understanding and acceptance.
Biracial – A person whose parents are of two different designated racial groups.
Biracial Mental Health – The unique mental health experiences and needs of biracial individuals, and the importance of culturally responsive mental health support.
Birth Assigned Sex – The sex assigned to an individual at birth based on their external anatomy, which may differ from their gender identity.
Bisexual – A person emotionally, romantically, or sexually attracted to more than one sex, gender, or gender identity though not necessarily simultaneously, in the same way or to the same degree.
Black Asexuality Inclusion – The recognition and inclusion of Black individuals who identify as asexual within both the Black and LGBTQ+ communities.
Black Deaf Culture – The distinct cultural identity and experiences of Black individuals who are part of the Deaf community.
Black Disability Justice – The intersection of racial justice and disability rights, advocating for the inclusion and empowerment of Black individuals with disabilities.
Black Empowerment – Initiatives and movements aimed at promoting the social, economic, and political power of Black individuals and communities.
Black Feminism – A philosophical and activist movement that addresses the intersection of race, gender, and class in the experiences of Black women.
Black LGBTQ+ Inclusion – Initiatives and efforts to ensure the full inclusion and representation of Black individuals within the LGBTQ+ community and beyond.
Black Lives Matter – A decentralised movement advocating for non-violent civil disobedience in protest against incidents of police brutality and all racially motivated violence against Black people.
Black Masculinity – The social and cultural constructs surrounding the identity and expectations of Black men.
Black Mental Health – The unique mental health experiences and needs of Black individuals, as well as the importance of culturally responsive mental health support.
Black Neurodivergence – The unique experiences and perspectives of Black individuals who are neurodivergent, and the importance of their inclusion in both racial justice and neurodiversity movements.
Black Sign Language – The unique linguistic and cultural characteristics of sign language used within Black Deaf communities.
Blind Auditions – A practice originally used in orchestras where musicians perform behind a screen to conceal their identity, thus reducing bias in selection processes.
Blind Recruitment – A hiring process that removes personally identifiable information from job applications to reduce potential bias.
Blindness Inclusion – Practices and accommodations that ensure the full participation and inclusion of individuals with visual impairments in various settings.
Board Diversity – Refers to the inclusion of individuals from a variety of backgrounds, experiences, and perspectives in the governance bodies of organisations.
Body Diversity – Recognition and acceptance of the natural diversity in human body shapes, sizes, and abilities.
Body Diversity Education – Programs and resources designed to promote understanding, acceptance, and appreciation of diverse body types and appearances.
Body Diversity Representation – The inclusion and positive portrayal of a wide range of body types, sizes, and appearances in media, marketing, and other visual representations.
Body Inclusivity Training – Educational programs that promote understanding and acceptance of diverse body types and abilities in various settings, such as workplaces or schools.
Body Liberation – The movement to free individuals from societal pressures and discrimination based on their physical appearance, promoting body autonomy and self-acceptance.
Body Neutrality – The concept of accepting one’s body as it is, focusing on its functionality rather than appearance, and challenging societal beauty standards.
Body Positivity – A social movement that promotes acceptance and appreciation of all body types, sizes, and appearances.
Brave Space – An inclusive environment that encourages open dialogue, learning, and growth while acknowledging discomfort and challenges.
Braille Accessibility – The practice of providing materials and signage in braille to ensure accessibility for individuals with visual impairments.
Braille Literacy – The ability to read and write using the braille system, and the importance of promoting braille literacy for individuals with visual impairments.
Braille Technology – Assistive devices and software that enable individuals with visual impairments to access information and communicate using braille.
Braille Universal Design – The practice of creating physical and digital environments that are inherently accessible to individuals with visual impairments through the incorporation of braille.
Brain Diversity – The recognition and acceptance of neurological differences, such as autism, ADHD, and dyslexia, as natural variations in human cognition.
Breast-feeding Accommodations – Policies, facilities, and support systems that enable breast-feeding individuals to comfortably and efficiently express milk in various settings.
Breast-feeding Allyship – The active support and advocacy for breast-feeding individuals, promoting understanding and accommodations in various settings.
Breast-feeding Allyship in the Workplace – The active support and advocacy for breast-feeding employees, promoting policies and practices that enable them to balance work and breast-feeding responsibilities.
Breast-feeding Inclusion – Policies and practices that support and accommodate the needs of breast-feeding employees in the workplace.
Breast-feeding Inclusion Strategies – Proactive approaches to create a supportive and inclusive environment for breast-feeding individuals in the workplace and other settings.
Breast-feeding Discrimination – The unfair treatment or disadvantage experienced by individuals due to their breast-feeding status or needs.
Bridging and Bonding Social Capital – Concepts that describe the value of social networks.
Bridging Social Capital – The development of connections and networks between individuals or groups who are dissimilar in terms of social identity, such as race, ethnicity, or socioeconomic status.
Buddy System – A supportive arrangement where individuals are paired to provide mutual assistance, guidance, and accountability in fostering inclusion.
Building Allyship – The process of actively developing and strengthening one’s role as an ally to marginalized communities through ongoing learning, support, and advocacy.
Building Inclusive Cultures – The process of creating workplace environments that recognise, appreciate, and effectively utilise the talents, skills, and perspectives of every employee, regardless of their background or identity.
Building Inclusive Leadership – The process of developing leadership skills and practices that foster a sense of belonging, equity, and respect for all individuals within an organization.
Building Cultural Humility – The ongoing process of self-reflection and learning to understand and respect the diverse experiences and perspectives of others.
Bullying – Repeated, unwanted harmful behaviour towards an individual or group, often manifesting as physical, verbal, or social harm.
Burnout Disparity – The disproportionate impact of work-related stress and exhaustion on marginalized groups due to additional challenges and barriers faced.
Burnout Prevention Equity – The equitable distribution of resources, support, and strategies to prevent burnout among employees, particularly those from marginalized backgrounds.
Bystander Accountability – The expectation that individuals who witness instances of bias, discrimination, or harassment will take action to intervene and report, and the support systems in place to protect and empower these bystanders.
Bystander Apathy – A social psychological phenomenon where individuals are less likely to help a victim when other people are present, often due to the diffusion of responsibility.
Bystander Empowerment Training – Programs that equip individuals with the skills and confidence to safely and effectively intervene in situations of bias, discrimination, or harassment.
Bystander Intervention – The act of stepping in to assist someone who is in a situation where they are being discriminated against or harassed.
Bystanderism Reduction – Efforts to encourage and empower individuals to actively intervene and disrupt instances of bias, discrimination, or harassment as bystanders.

C

Caucus – A meeting of people from a shared identity group to discuss issues and strategies related to their experiences.
Chief Diversity Officer (CDO) – An executive-level position responsible for developing and implementing an organisation’s diversity, equity, and inclusion strategies and initiatives.
Cisgender – A term used to describe individuals whose gender identity aligns with the sex they were assigned at birth.
Cisnormativity – The assumption that all individuals are cisgender and that being cisgender is the norm, which can lead to the marginalisation of transgender and non-binary individuals.
Cissexism – Discrimination or prejudice against transgender or non-binary individuals based on the belief that cisgender identities are superior or more valid.
Clapback – A quick, sharp, and often witty response to criticism or an offensive statement, particularly in defence of oneself or others.
Classism – Prejudice or discrimination based on social or economic class.
Closed captioning – Text displayed on a screen that provides a transcript of the audio portion of a video, primarily for those who are deaf or hard of hearing.
Code meshing – The practice of combining different languages, dialects, or communication styles in speaking or writing to express oneself authentically and effectively.
Coercion – The use of force, threats, or intimidation to persuade someone to do something against their will.
Codeswitching – The practice of alternating between two or more languages, dialects, or communication styles depending on the social context or audience.
Cognitive bias – Systematic errors in thinking that can lead to irrational judgements and decisions.
Cognitive diversity – The inclusion of people with different thinking styles, problem-solving approaches, and perspectives within a group or organisation.
Collective responsibility – The idea that all members of a community or society have a shared obligation to work towards creating a more equitable, just, and inclusive environment.
Colour-blind approach – The misguided belief that ignoring or overlooking racial and ethnic differences promotes racial equality, when in reality it can perpetuate systemic inequalities.
Colour-brave – Being willing to have open and honest conversations about race and ethnicity to address disparities and promote equity.
Colorism – Discrimination based on skin colour, often favouring lighter skin tones over darker ones within the same racial or ethnic group.
Comfortable being uncomfortable – Embracing the discomfort that often comes with discussing and addressing difficult topics like racism, discrimination, and inequity.
Coming out – The process by which an individual acknowledges and shares their sexual orientation or gender identity with others.
Confirmation bias – The tendency to seek out, interpret, and remember information in a way that confirms one’s preexisting beliefs or biases.
Conformity – Changing one’s behaviour, attitudes, or beliefs to match those of a group or social norm.
Confronting bias – Challenging and addressing biased attitudes, behaviours, and practices when they occur.
Consent – Giving permission for something to happen or agreeing to do something freely and without coercion.
Contextual intelligence – The ability to understand and adapt to the cultural, social, and political contexts in which one operates, and to make decisions and take actions that are appropriate and effective within those contexts.
Cosmopolitanism – A philosophical and cultural perspective that emphasises the interconnectedness of all human beings, regardless of their national, ethnic, or cultural backgrounds, and advocates for openness, tolerance, and global cooperation.
Covering – The act of downplaying or hiding aspects of one’s identity to fit in with dominant cultural norms or expectations.
Colourism – A form of discrimination based on skin colour, often within the same racial or ethnic group, with a preference for lighter skin tones.
Competitive advantage – The benefits gained by organisations that prioritise diversity, equity, and inclusion, such as increased innovation, better decision-making, and improved financial performance.
Conscious inclusion – The intentional effort to create an environment where all individuals feel valued, respected, and able to fully contribute their talents and perspectives.
Cronyism – Showing favouritism towards friends and associates, often in business or political contexts, without regard for their qualifications.
Cross-cultural competence – The ability to effectively interact, communicate, and collaborate with individuals from different cultures and backgrounds.
Cultivating belonging – Fostering an inclusive culture where all individuals feel accepted, supported, and connected within a group or organisation.
Cultural agility – The ability to quickly adapt and work effectively in different cultural contexts and with people from diverse backgrounds.
Cultural appreciation – Respectfully learning about, understanding, and valuing the customs, traditions, and practices of a culture different from one’s own.
Cultural appropriation – The adoption or use of elements from a marginalised culture by members of a dominant culture without proper understanding, acknowledgement, or respect.
Cultural assimilation – The process by which individuals or groups from one culture adopt the practices, customs, and values of another, often dominant, culture.
Cultural audit – A systematic review of an organisation’s policies, practices, and procedures to assess its level of cultural competence and identify areas for improvement in terms of diversity, equity, and inclusion.
Cultural awareness – The understanding of the differences between oneself and people from other countries, cultures, or backgrounds, especially differences in attitudes and values.
Cultural bias – The tendency to interpret and judge behaviours, values, and beliefs through the lens of one’s own culture, leading to misunderstandings or prejudice.
Cultural broker – An individual who acts as a bridge between different cultural groups, helping to facilitate communication and understanding.
Cultural competence – The ability to understand, appreciate, and interact effectively with people from diverse cultures and backgrounds.
Cultural conflict – Disagreements or clashes that arise when different cultural values, beliefs, or practices come into contact with one another.
Cultural determinism – The belief that an individual’s behaviour, values, and beliefs are primarily determined by their cultural background, rather than individual agency or other factors.
Cultural diversity – The existence of a variety of cultural or ethnic groups within a society, organisation, or other context.
Cultural fluency – The ability to smoothly and effectively navigate cross-cultural interactions and understand cultural nuances and differences.
Cultural hegemony – The dominance of one cultural group over others, often through the imposition of its values, beliefs, and practices as the norm or standard for the entire society.
Cultural humility – A lifelong commitment to self-reflection and learning to understand and respect different cultures and experiences.
Cultural identity – An individual’s sense of belonging to a particular culture or group, often based on shared language, customs, values, and experiences.
Cultural imperialism – The imposition of a dominant culture’s values, beliefs, and practices on other cultures, often through economic, political, or media influence.
Cultural intelligence (CQ) – The capability to relate and work effectively in culturally diverse situations, based on cultural knowledge, skills, and abilities.
Cultural literacy – The ability to understand and appreciate the customs, values, and beliefs of different cultures, as well as the ability to effectively communicate and interact with people from diverse backgrounds.
Cultural misappropriation – The adoption or use of elements from a marginalised culture by members of a dominant culture without proper understanding, acknowledgement, or respect.
Cultural racism – A form of racism that relies on cultural differences rather than biological ones to justify discrimination and inequality.
Cultural relativism – The principle that an individual’s beliefs, values, and practices should be understood based on that person’s own culture rather than be judged against the criteria of another.
Cultural responsiveness – The ability to learn from and relate respectfully with people of diverse cultures, languages, and backgrounds.
Culturally responsive evaluation – An approach to programme evaluation that takes into account the cultural context and experiences of the individuals and communities being served, and seeks to engage them as active partners in the evaluation process.
Cultural responsiveness framework – A set of principles and practices that guide individuals and organisations in effectively and respectfully engaging with people from diverse cultural backgrounds.
Cultural pluralism – A model of society in which different cultural groups coexist and maintain their unique identities while contributing to the larger society.
Culturally proficient leadership – The ability of leaders to effectively manage and leverage diversity within their organisations, fostering an inclusive and equitable environment that values and respects all individuals.
Cultural programming – Events, activities, and initiatives designed to celebrate, educate, and raise awareness about diverse cultures, traditions, and experiences within a community or organisation.
Cultural safety – An environment that is spiritually, socially, emotionally, and physically safe for people, where there is no assault, challenge, or denial of their identity, of who they are, and what they need.
Cultural schema – A mental framework that helps individuals organise and interpret information about a particular culture based on prior knowledge and experiences.
Cultural self-awareness – Recognising and understanding one’s own cultural background, values, and biases, and how they shape one’s worldview and interactions with others.
Cultural sensitivity – Being aware, understanding, and respectful of cultural differences and how they impact behaviour, communication, and interactions.
Cultural sensitivity in healthcare – The practice of delivering healthcare services in a manner that respects and responds to the cultural beliefs, practices, and linguistic needs of diverse patient populations.
Cultural sensitivity training – Educational programmes designed to help individuals develop an understanding of and respect for cultural differences, promote inclusivity, and reduce bias and discrimination.
Cultural stereotyping – Oversimplified or generalised beliefs about a particular cultural group, often leading to prejudice and discrimination.
Culturally and linguistically diverse (CALD) – Referring to individuals or communities with diverse languages, ethnic backgrounds, nationalities, traditions, societal structures, and religions.
Culturally inclusive curriculum – An educational approach that incorporates diverse perspectives, histories, and experiences into the learning materials and activities to ensure all students feel represented and valued.
Culturally relevant pedagogy – A teaching approach that emphasises the importance of incorporating students’ cultural backgrounds, experiences, and reference points into the learning process to make education more engaging, meaningful, and effective.
Culturally sustaining pedagogy – A teaching approach that seeks to perpetuate and foster linguistic, literate, and cultural pluralism as part of the democratic project of schooling and as a response to demographic and social change.
Cultural taxation – The burden placed on individuals from underrepresented groups to serve as representatives or experts on issues related to diversity, often without additional compensation or recognition.
Culturally situated design tools – Digital and physical tools that help learners connect computing and other STEM fields with their cultural heritage, empowering them to create artefacts that reflect and sustain their identities.
Curb cut effect – The phenomenon where accommodations made for individuals with disabilities or underrepresented groups often end up benefiting a much larger population.

D

Data Disaggregation – Breaking down data into smaller sub-categories to identify disparities and trends within specific groups, such as by race, gender, or age.
Deaf Culture – The social beliefs, behaviours, and values shared by Deaf individuals, often seen as a cultural minority group.
Deaf Gain – A perspective that frames deafness as a form of cultural and cognitive diversity, rather than a deficiency, emphasising the unique insights and experiences of Deaf individuals.
Decentralised Leadership – A leadership model that distributes decision-making authority throughout an organisation, often leading to more inclusive participation and diverse perspectives.
Decolonisation – The process of recognising and dismantling colonial power dynamics, particularly in education, research, and organisational practices.
Decision-Making Bias – The tendency for individuals’ decisions to be influenced by their own conscious or unconscious biases, which can result in inequitable outcomes in organisational and societal contexts.
Dehumanisation – The process of denying the full humanity of individuals or groups, often through stereotypes, objectification, or exclusion, which can justify discriminatory behaviours or policies.
Demographic Data – Information collected about the characteristics of a population, such as age, gender, race, ethnicity, disability status, and more, often used to inform diversity and inclusion efforts.
Difference Blindness – An approach that ignores or minimises differences between individuals (such as race or gender), often in the belief that this will promote equality, but which can overlook structural inequalities.
Differential Treatment – The varying treatment of individuals based on characteristics such as race, gender, or disability, which may result in unequal opportunities or outcomes.
Devaluation – The act of diminishing the value or worth of certain individuals or groups, often based on stereotypes or societal biases, leading to unequal treatment or opportunities.
Digital Accessibility – The design and development of digital tools, websites, and content in ways that are accessible to people with disabilities, including those with visual, auditory, motor, or cognitive impairments.
Disability – A physical, mental, or sensory impairment that may limit an individual’s activities, participation, or interactions.
Disability Accommodations – Adjustments or modifications provided in work, educational, or other environments to enable individuals with disabilities to perform tasks or participate fully.
Disability Etiquette – Guidelines for respectful and inclusive interaction with individuals who have disabilities, including appropriate language and behaviour.
Disability Justice – A framework that examines disability through an intersectional lens, addressing how multiple forms of oppression, such as racism, sexism, and ableism, impact the experiences of disabled individuals.
Disability Inclusion – The practice of creating accessible environments and opportunities that allow individuals with disabilities to participate fully in all aspects of society or the workplace.
Disability Rights – Advocacy and legal protections aimed at ensuring equal opportunities and access for individuals with disabilities.
Disability Pride – A movement that encourages people with disabilities to embrace their identity and celebrate their unique experiences, promoting a positive sense of self-worth.
Disability Stigma – The negative stereotypes, misconceptions, and prejudices that society holds against individuals with disabilities, often resulting in discrimination and social exclusion.
Disability Studies – An academic field that explores the social, cultural, historical, and political aspects of disability, often advocating for disability rights and challenging traditional medical or deficit-based views.
Disadvantaged Groups – Populations that experience a lower socioeconomic status, lack of access to resources, or other systemic barriers that limit their opportunities.
Disaggregated Data – Data that is broken down into sub-groups, such as race, gender, or age, to identify specific patterns, trends, and inequalities within a population.
Disaggregated Equity – The examination of equity data separated into different sub-groups, such as gender, race, or socioeconomic status, to identify and address disparities.
Disenfranchised – Groups or individuals who have been deprived of rights, privileges, or power, often due to systemic inequality.
Discourse Analysis – A method used in social science research to study communication and language in texts, conversations, and media, often to uncover how power and inequality are expressed and perpetuated.
Discrimination – Unfair or prejudicial treatment of individuals or groups based on characteristics such as race, gender, age, or sexual orientation.
Discrimination-Free Workplace – An organisational environment where policies, practices, and behaviours actively prevent and address discrimination, ensuring equal treatment and opportunities for all employees.
Discrimination Testing – A research method used to assess bias or discriminatory practices by comparing how different groups are treated in similar situations, such as in hiring or housing applications.
Discriminatory Bias – The preconceived notions, stereotypes, or negative attitudes that result in unfair treatment of individuals or groups based on characteristics such as race, gender, or disability.
Discriminatory Harassment – Unwanted conduct or behaviour directed at an individual based on their protected characteristics, creating a hostile or offensive environment.
Disempowerment – The process by which individuals or groups are deprived of power, authority, or influence, often through systemic inequalities or discrimination.
Distancing Behaviour – Actions or attitudes that serve to separate or alienate individuals from different social or cultural groups, often arising from discomfort, bias, or lack of understanding.
Distributive Justice – The ethical principle concerned with the fair allocation of resources, opportunities, and benefits within a society, focusing on equity and equality.
Disparate Impact – Policies or practices that appear neutral but result in a disproportionate negative effect on a protected group.
Disparate Treatment – Intentional discrimination where individuals are treated differently based on their protected characteristics.
Disproportionate Representation – When a specific group is underrepresented or overrepresented within a particular setting (e.g., workforce, leadership, education) compared to their presence in the general population.
Diversity – The presence of a wide range of differences within a group, including race, ethnicity, gender, age, disability, sexual orientation, education, and more.
Diversity Audit – An assessment of an organisation’s diversity policies, practices, and climate to identify areas for improvement.
Diversity Champion – An individual within an organisation who advocates for diversity and actively works to promote inclusive practices and policies.
Diversity Council – A group within an organisation responsible for driving diversity and inclusion strategies and initiatives.
Diversity Debt – The cumulative lack of diversity in an organisation due to previous failures in recruitment, promotion, or inclusion efforts, which can create challenges in building a diverse and equitable culture.
Diversity, Equity, and Inclusion (DEI) Strategy – A comprehensive plan that outlines how an organisation will address and promote diversity, equity, and inclusion in its practices and culture.
Diversity Fatigue – The feeling of exhaustion or frustration due to ongoing diversity initiatives or discussions, sometimes experienced by both majority and minority group members.
Diversity Hire – A term often used to describe a recruitment decision made to promote diversity within an organisation, sometimes carrying negative connotations if perceived as tokenism.
Diversity Index – A numerical measure used to assess the level of diversity within a group or organisation, often taking into account various dimensions such as race, gender, and age.
Diversity and Inclusion (D&I) – Organisational efforts and policies aimed at promoting the representation and participation of diverse groups.
Diversity Jurisdiction – A legal principle in U.S. law allowing federal courts to hear cases involving parties from different states or countries, not directly related to DEI but sometimes relevant in discussions of diversity in legal contexts.
Diversity Literacy – The knowledge and understanding of diversity issues, including cultural awareness, anti-bias principles, and the complexities of identity and power dynamics.
Diversity Maturity Model – A framework used by organisations to assess their progress and effectiveness in implementing diversity and inclusion initiatives, typically ranging from awareness to full integration.
Diversity Metrics – Quantitative measures used to assess diversity within an organisation, including representation and retention rates.
Diversity Networks – Employee-led groups within organisations that aim to support, promote, and advocate for the needs and concerns of specific underrepresented or marginalised groups.
Diversity Officer – A professional within an organisation responsible for developing and implementing diversity, equity, and inclusion strategies and initiatives.
Diversity Recruiting – The practice of actively seeking to hire candidates from underrepresented or diverse groups to create a more inclusive workforce.
Diversity Return on Investment (DROI) – The benefits and outcomes that organisations gain from implementing diversity and inclusion initiatives, including improved employee satisfaction, innovation, and performance.
Diversity Sensitivity – The awareness and respect for differences in people’s backgrounds, identities, and experiences, often emphasised in training and education to foster more inclusive environments.
Diverse Talent – Individuals from various backgrounds, bringing different perspectives and experiences to an organisation or team.
Diversity Threshold – The critical mass of diversity within a group or organisation that enables underrepresented members to feel empowered and fully participate without feeling isolated.
Diversity Pipeline – Programs and initiatives designed to increase the representation of underrepresented groups in education, employment, or leadership positions.
Diversity Scorecard – A tool used by organisations to measure and track their progress in achieving diversity and inclusion goals.
Diversity Statement – A formal declaration of an organisation’s commitment to diversity, equity, and inclusion, often outlining its values, goals, and initiatives.
Diversity Training – Educational programs aimed at increasing participants’ awareness, knowledge, and skills for managing and valuing diversity in the workplace.
Dog-Whistle Politics – The use of coded or suggestive language in political messaging that conveys a specific message to a targeted group while appearing neutral to the general public.
Dominant Group – The social group that holds the most power in a particular setting or society, often setting norms and standards.
Dominant Ideology – The set of cultural beliefs and practices that help maintain the power of dominant groups, influencing societal norms and structures, often marginalising others.
Double Bind – A situation where an individual is faced with conflicting demands or expectations, often experienced by women and minorities in professional settings.
Double Consciousness – A concept describing the internal conflict experienced by marginalised individuals, particularly those of racial minorities, as they navigate multiple social identities.
Double Jeopardy – The compounded disadvantages faced by individuals who belong to more than one marginalised group, such as women of colour experiencing both racism and sexism.

E

Egalitarianism – A belief in the equality of all people, advocating for equal rights, opportunities, and treatment regardless of social status or identity.
Economic Inclusion – Efforts to ensure that all individuals, especially those from marginalised groups, have access to economic opportunities and resources.
Employee Resource Group (ERG) – Voluntary, employee-led groups that aim to foster a diverse and inclusive workplace aligned with the organisation’s mission and values.
Empathy – The ability to understand and share the feelings or experiences of others, crucial in fostering inclusive environments.
Empowerment – Providing individuals or groups with the resources, authority, and opportunities to make decisions and take action, promoting equality and inclusion.
Engagement – The active participation and involvement of individuals in discussions, decision-making, and actions related to diversity and inclusion within organisations or communities.
Engaged Diversity – A proactive approach to involving and valuing diverse perspectives and experiences within decision-making processes.
Environmental Justice – The fair treatment and meaningful involvement of all people, regardless of race, ethnicity, or income, in environmental policies and practices.
Equal Access – Ensuring that all individuals, regardless of background or identity, have the same opportunities to access resources and services.
Equal Access to Justice – Ensuring that everyone, regardless of background, has the same opportunities to seek and obtain justice through the legal system.
Equal Dignity – The recognition that all individuals deserve to be treated with respect and have their inherent value acknowledged, regardless of their background.
Equal Education – Ensuring that all students, regardless of their personal circumstances, have access to the same quality of education and opportunities to succeed.
Equal Employment Opportunity (EEO) – A principle that ensures individuals have equal chances in hiring, promotion, and other employment practices, free from discrimination.
Equal Opportunity Employer – An employer committed to providing equal employment opportunities to all individuals, regardless of race, gender, disability, or other protected characteristics.
Equal Opportunity Legislation – Laws designed to prevent discrimination and ensure that everyone has an equal chance to succeed, especially in employment and education.
Equal Opportunity Policy – A formal policy that ensures non-discrimination and equal chances for all individuals in recruitment, promotion, and other organisational activities.
Equal Opportunities Training – Programmes aimed at educating individuals about equality, diversity, and anti-discrimination laws to promote fair treatment in the workplace.
Equal Pay – The concept of paying individuals the same wage for performing the same or equivalent work, regardless of gender, race, or other protected characteristics.
Equal Representation – Ensuring that people from various demographic groups are fairly represented in decision-making bodies, leadership roles, and other influential positions.
Equal Rights – The belief that all individuals, regardless of identity or status, are entitled to the same legal, social, and economic rights.
Equal Treatment – Providing the same rights, resources, and opportunities to individuals without discrimination or bias.
Equal Treatment Directive – A legal framework, often in the context of the EU, which mandates equal treatment in employment and occupation, ensuring non-discrimination.
Equality – Treating everyone the same, without discrimination, ensuring no one is disadvantaged due to personal characteristics.
Equality Action Plan – A formal plan created by organisations to outline the steps they will take to promote equality and address discrimination.
Equality Clause – A provision in contracts or policies that ensures all individuals are treated equally, often in reference to employment, housing, or service provision.
Equality Impact Assessment (EIA) – A process used to evaluate the potential impact of policies, practices, or decisions on different groups, ensuring they do not disadvantage anyone.
Equality Monitoring – The practice of collecting and analysing data on employees’ or participants’ demographic characteristics to ensure that equality and diversity goals are being met.
Equality of Opportunity – A principle that aims to provide everyone with the same starting point or access to opportunities, regardless of their background.
Equality vs. Equity – A distinction between providing the same resources to everyone (equality) versus distributing resources based on individual needs to ensure fair outcomes (equity).
Equity – The fair and just treatment of all individuals, with a focus on addressing systemic inequalities and removing barriers to ensure equal outcomes for everyone.
Equity Audit – A systematic assessment of policies, practices, and outcomes within an organisation to identify inequities and areas for improvement.
Equity Benchmarking – The practice of comparing an organisation’s equity metrics against industry standards or best practices to assess and improve diversity and inclusion efforts.
Equity-driven Leadership – Leadership that prioritises fairness, justice, and the dismantling of systemic inequities in decision-making and organisational practices.
Equity Goals – Specific, measurable objectives that organisations set to address disparities and promote fairness in opportunities and outcomes.
Equity in Education – Ensuring that all students, regardless of their background, have equal access to educational resources, opportunities, and support to achieve fair outcomes.
Equity in Healthcare – The practice of ensuring fair access to health services and addressing disparities in health outcomes among different population groups.
Equity Lens – A perspective or framework used to analyse decisions, policies, or practices to ensure they are fair and consider the diverse needs of all individuals.
Equity Metrics – Data used to measure the fairness and inclusiveness of policies and practices within an organisation, focusing on outcomes for diverse groups.
Equity Planning – The process of developing strategies and policies to ensure fair and just outcomes, particularly in areas like urban development, education, and healthcare.
Equity Taskforce – A group within an organisation dedicated to identifying and addressing inequities, proposing actionable steps to promote diversity and inclusion.
Equity vs. Equality Debate – Ongoing discussions in DEI about the most effective ways to achieve fairness—whether through equal treatment for all (equality) or tailored support based on individual needs (equity).
Equity-centred Policies – Organisational or governmental policies specifically designed to address inequities and promote fairness in opportunities and outcomes.
Equity-mindedness – A mindset that prioritises recognising and addressing disparities in opportunities and outcomes, especially for marginalised groups.
Equitable Access to Healthcare – The provision of health services in a manner that ensures all individuals, regardless of socio-economic status or background, can access the care they need.
Equitable Access to Technology – Ensuring that all individuals, regardless of their socioeconomic background, have the resources and opportunities to access and utilise technology.
Equitable Compensation – Ensuring that pay and benefits are distributed fairly across all employees, accounting for factors such as experience, role, and responsibilities while eliminating bias.
Equitable Engagement – Actively involving all individuals, especially those from marginalised groups, in decision-making processes to ensure their voices are heard and valued.
Equitable Hiring – Recruitment processes that actively seek to eliminate bias and ensure that candidates from diverse backgrounds have equal chances of being hired.
Equitable Leadership – Leadership that is committed to fairness, actively working to dismantle systemic barriers and promote inclusive practices.
Equitable Outcomes – Results that reflect fairness and justice, where individual needs and circumstances are taken into account to achieve similar success across diverse groups.
Equitable Practices – Approaches that recognise differences in individuals’ needs and circumstances, aiming to provide fair opportunities and outcomes.
Equitable Recruitment – Hiring practices designed to attract and select a diverse pool of candidates and eliminate bias in the recruitment process.
Equitable Representation – Ensuring that all demographic groups are proportionally represented in various sectors, such as employment, leadership, or education.
Equitable Resource Distribution – The fair allocation of resources, ensuring that individuals and groups with greater needs receive appropriate support.
Equitable Work Environment – A workplace where all employees are treated fairly, and have equal access to opportunities, resources, and support systems.
Ethical Accountability – Holding individuals and organisations responsible for their actions in ensuring that they adhere to ethical standards in promoting diversity and inclusion.
Ethical Inclusion Strategy – A comprehensive plan that prioritises ethical standards in creating an inclusive and diverse organisation or community.
Ethical Inclusivity – The practice of making ethical decisions that consider the needs and contributions of all individuals, fostering an inclusive environment.
Ethical Leadership – Leading by example with integrity, fairness, and respect for diversity, promoting ethical decision-making in fostering inclusive environments.
Ethical Standards – Principles that guide behaviour and decision-making in a fair and just manner, upholding respect for diversity and inclusion.
Ethnic Diversity – The representation and inclusion of people from various ethnic backgrounds within a group, organisation, or society.
Ethnic Group – A community of people who share a common cultural background, language, history, or ancestry.
Ethnic Identity – A person’s sense of belonging to a particular ethnic group, which shapes their social identity and experiences.
Ethnic Inclusion – The active effort to ensure that people from diverse ethnic backgrounds are meaningfully involved and valued in all aspects of an organisation or society.
Ethnic Inequality – The unequal distribution of resources, opportunities, or treatment based on ethnic background, often perpetuated by systemic structures.
Ethnic Minority – A group of people who differ in race, ethnicity, or culture from the majority population within a given society.
Ethnic Privilege – The advantages that individuals from a dominant or majority ethnic group may experience over those from minority ethnic groups.
Ethnic Profiling – The practice of singling out individuals based on their ethnicity for differential treatment, often in a discriminatory manner.
Ethnic Representation – The inclusion and presence of individuals from diverse ethnic backgrounds within various sectors, such as media, politics, and education.
Ethnic Stereotype – Oversimplified and often inaccurate beliefs or assumptions about people based on their ethnicity, which can contribute to discrimination and bias.
Ethnocentrism – The belief in the superiority of one’s own ethnic group or culture, often leading to prejudice against others.
Ethnocultural Equity – The principle of recognising and respecting the cultural practices, traditions, and contributions of different ethnic groups in society.
Ethnorelativism – The recognition and acceptance of cultural differences, viewing no one culture as superior and promoting mutual respect and understanding.
Evidenced-based Inclusion – Practices that are grounded in research and data to support the implementation of effective diversity, equity, and inclusion initiatives.
Experiential Learning – A learning approach that encourages people to engage directly in experiences, fostering awareness and understanding of diverse perspectives.
Exclusion – The act of denying certain individuals or groups access to resources, opportunities, or participation, often due to bias or systemic barriers.
Exclusionary Practices – Actions or policies that prevent certain groups from fully participating or benefiting from resources, opportunities, or social engagement.
Exclusive Practices – Policies or actions that intentionally or unintentionally prevent certain individuals or groups from full participation in society or an organisation.
Equal Justice – Ensuring that all individuals are treated fairly under the law, with no discrimination based on race, gender, or other personal characteristics.

F

Fair hiring practices – Recruitment strategies designed to eliminate bias and ensure equal opportunity for candidates from diverse backgrounds.
Fair labour practices – Policies and regulations that ensure workers are treated justly and fairly, with equal pay, safe working conditions, and freedom from exploitation.
Fair representation – The principle that all groups, especially marginalised ones, should have proportional representation in decision-making bodies and leadership positions.
Fair trade – A movement that promotes equitable trading conditions, ensuring fair wages and better working conditions for producers in developing countries.
Fair wage – Ensuring that all workers are compensated equitably for their labour, particularly in relation to cost of living and industry standards.
Fairness – Treating people equally without favouritism or discrimination, ensuring impartiality in decision-making processes.
Faith-based inclusion – Ensuring that individuals of different religious beliefs and practices are respected and included in all aspects of life and work.
Family-based migration – Immigration policies that allow family members to join immigrants in a new country, with an emphasis on equity and inclusion.
Family diversity – Recognition and inclusion of different family structures, such as single-parent, blended, and same-sex families, in societal and workplace settings.
Family-friendly policies – Workplace policies designed to support employees in balancing work and family responsibilities, such as flexible working hours or parental leave.
Family leave – Policies that allow employees time off to care for family members, promoting work-life balance and equity for caregivers.
Family status – A protected characteristic in many legal frameworks, recognising that individuals should not be discriminated against based on their family responsibilities or relationships.
Fat acceptance – A movement that promotes the acceptance of all body types and challenges societal norms and discrimination related to weight and body size.
Fatphobia – Discrimination or bias against individuals based on their weight, often manifesting in social stigma or exclusion from opportunities.
Female empowerment – Initiatives and policies aimed at increasing women’s access to resources, opportunities, and decision-making roles, promoting gender equity.
Female leadership – Initiatives aimed at increasing the representation of women in leadership roles across various sectors, promoting gender equity.
Feminism – The advocacy for gender equality, focusing on the social, political, and economic rights of women.
Feminisation of poverty – The phenomenon where women represent a disproportionate percentage of the world’s poor due to systemic gender inequalities.
Feminist intersectionality – A framework that examines how different forms of discrimination (such as race, gender, and class) intersect and affect individuals’ experiences.
Femicide – The gender-based killing of women, highlighting issues of gender violence and the need for legal and social reform.
Fertility inclusivity – Supporting individuals and couples who face fertility challenges by providing equitable access to resources and workplace flexibility.
Financial equity – Ensuring fair access to economic resources, opportunities, and financial services for all individuals, especially those from disadvantaged groups.
Financial inclusion – Ensuring access to affordable financial services for all, particularly marginalised or underserved populations.
First Nations – A term used to describe the indigenous peoples of Canada, often used in discussions of equity and inclusion for indigenous communities.
First Nations sovereignty – The right of indigenous First Nations peoples to self-govern and manage their lands, cultures, and affairs free from external interference.
First-generation – Refers to individuals who are the first in their family to achieve a particular milestone, such as attending university, often facing unique barriers and challenges.
First-generation immigrant – A person who has migrated to a new country, often facing challenges related to inclusion, integration, and access to opportunities.
First responders – Individuals, such as firefighters and paramedics, who are often from diverse backgrounds and face unique DEI challenges in high-risk, essential services.
First-time offenders – Individuals who are engaging with the criminal justice system for the first time, often facing challenges of equitable treatment and rehabilitation.
Flexible benefits – Customisable benefits packages that accommodate diverse employee needs, promoting inclusivity in the workplace.
Flexible work arrangements – Work options that allow for non-traditional schedules or locations, supporting a diverse workforce with varying needs.
Flexibility – Providing adaptable work conditions that accommodate diverse employee needs and circumstances, fostering an inclusive environment.
Food justice – The movement that advocates for equitable access to nutritious, affordable food for all communities, addressing inequalities in food systems.
Food security – Ensuring all individuals have access to sufficient, safe, and nutritious food, often linked to equity issues in marginalised communities.
Forced assimilation – The process where individuals or groups are compelled to adopt the culture or norms of a dominant group, often at the expense of their own identity.
Forced displacement – The involuntary relocation of individuals or groups, often due to conflict or environmental crises, raising issues of social justice and equity.
Forced eviction – The involuntary removal of individuals from their homes or land, often affecting marginalised communities disproportionately.
Forced labour – Work that people are compelled to perform against their will, often involving exploitation and human rights violations, raising ethical and equity issues.
Forced marriage – A marriage where one or both individuals are coerced into the union without consent, often impacting women’s rights and autonomy.
Forced migration – The involuntary displacement of individuals due to conflict, natural disasters, or persecution, raising equity concerns in receiving countries.
Forced sterilisation – The involuntary medical sterilisation of individuals, often targeting marginalised groups, raising serious human rights and equity concerns.
Formal equality – The concept that all individuals should be treated equally under the law, regardless of their background or identity, without addressing structural inequities.
Formal mentoring – Structured programmes designed to support underrepresented individuals by providing guidance and opportunities for career advancement.
Foster care equity – Addressing disparities in the foster care system to ensure that all children, regardless of background, have equal opportunities for safe, supportive placements.
Foster child support – Providing equitable care, resources, and opportunities for children in the foster care system, ensuring inclusion and support for their wellbeing.
Fostering inclusivity – Creating environments that actively support and welcome diverse perspectives, ensuring all individuals feel valued.
Fragile states – Nations with weak institutions and governance structures, where equity issues often arise due to instability and lack of resources.
Freedom from discrimination – The right to live and work without being treated unfairly due to characteristics like race, gender, or ability, central to DEI efforts.
Freedom from harassment – The right to work and live without experiencing unwanted behaviour that is discriminatory, demeaning, or abusive, promoting an inclusive and respectful environment.
Freedom from want – A human right concept that emphasises the necessity of access to basic needs such as food, shelter, and healthcare for all, promoting equity in society.
Freedom of assembly – The right to gather in groups for peaceful protest or other purposes, essential for advocating for DEI rights.
Freedom of association – The right for individuals to join or form groups, unions, or organisations without fear of discrimination, supporting collective action for equity.
Freedom of expression – The right to express one’s opinions and beliefs without fear of discrimination, a core component of an inclusive society.
Freedom of identity – The right to express one’s personal, cultural, or gender identity without fear of discrimination or exclusion.
Freedom of movement – The right for individuals to move freely, including crossing borders and relocating, often related to discussions on immigration and refugee rights.
Freedom of religion – The right to practise and express one’s religion without discrimination or repression, crucial for religious inclusivity in diverse societies.
Freedom of speech – The right to express one’s opinions without censorship or restraint, with an emphasis on ensuring this freedom is available to all groups equally.
Full accessibility – Ensuring that environments, products, and services are fully usable by people of all abilities, promoting inclusion of disabled individuals.
Full participation – Ensuring all individuals have the opportunity to fully engage in social, economic, and political life without barriers or discrimination.
Functional diversity – A term used to describe the range of abilities and disabilities within a population, focusing on inclusion and accessibility.
Functional impairment – A term describing limitations in a person’s ability to perform tasks due to physical or mental conditions, raising concerns around accessibility and inclusion.
Functional segregation – The separation of individuals based on ability in schools or workplaces, which can limit inclusion and equality of opportunity.
Funding disparities – Gaps in the allocation of resources, often resulting in unequal opportunities for organisations, schools, or communities, particularly those serving marginalised groups.
Funding equity – Ensuring that resources are distributed fairly across organisations, communities, or initiatives, especially those serving underrepresented or marginalised groups.
Future equity planning – Developing long-term strategies to address inequities and promote sustained inclusion and diversity in various sectors.
Free speech zones – Designated areas where individuals can exercise their right to free expression, often raising debates around inclusivity and equity in public spaces.
Frontline community engagement – Efforts to involve and uplift communities that are directly impacted by social or environmental issues, ensuring their voices are heard in decision-making.
Frontline equity – Promoting fair treatment and support for frontline workers, who often face disproportionate risks and challenges in their roles.
Frontline workers – Employees who provide essential services directly to the public, often facing challenges related to workplace equity and inclusion.

G

Galvanising – The process of motivating individuals or groups to take action towards social change and inclusivity, often through awareness and engagement.
Gender-based violence – Harmful acts directed at an individual based on their gender, often rooted in gender inequality and discrimination, highlighting the need for protective measures.
Gender bias – Prejudices or stereotypes based on a person’s gender, which can influence decisions and behaviours in various contexts, including the workplace and education.
Gender diversity – The inclusion and representation of various gender identities and expressions in a given setting, promoting equality and respect.
Gender equity – The fair treatment of individuals of all genders, recognising their different needs and providing resources accordingly to achieve equality.
Gender equality – The state of equal access to resources and opportunities regardless of gender, aiming to eliminate discrimination and promote fairness.
Gender fluidity – The recognition that gender identity can change over time and is not fixed, emphasising the need for inclusive practices that respect all identities.
Gender identity – An individual’s personal sense of their own gender, which may or may not correspond with the sex assigned at birth, crucial for understanding and supporting DEI.
Gender mainstreaming – The integration of gender considerations into all levels of policy-making, ensuring that gender perspectives are included in every initiative.
Gender nonconformity – The expression of gender in ways that do not align with societal expectations based on one’s assigned gender, advocating for acceptance and inclusion of all identities.
Gender parity – The equal representation of individuals of different genders in various spheres, including politics, business, and education, aimed at achieving fairness and balance.
Gender-responsive budgeting – The practice of analysing budgetary allocations to ensure that they promote gender equity and address the different needs of various genders.
Gender-responsive policies – Policies that consider the specific needs and circumstances of different genders, promoting equity and fairness in resource allocation and service provision.
Gender role – Socially constructed roles and expectations associated with being male or female, which can influence behaviour and opportunities in various contexts.
Gender spectrum – The concept that gender exists along a continuum rather than as a binary classification, recognising diverse gender identities and expressions.
Generational collaboration – The cooperative efforts among individuals from different age groups, aiming to leverage diverse experiences and perspectives to achieve common goals.
Generational diversity – The inclusion and representation of individuals from various age groups in a community or organisation, bringing a range of perspectives and experiences.
Generational engagement – Strategies designed to involve individuals from different age groups in discussions and decision-making processes, fostering mutual understanding and respect.
Generational equity – The principle that different generations should have fair access to resources and opportunities without compromising the needs of future generations.
Generational inclusivity – The practice of creating environments that respect and accommodate individuals of all age groups, fostering collaboration and understanding.
Generational trauma – The psychological effects of trauma that are passed down from one generation to another, often affecting the mental health and wellbeing of communities.
Generational wealth – Financial assets passed down from one generation to another, often impacting economic equity and access to opportunities for future generations.
Generosity of spirit – The willingness to embrace and uplift diverse perspectives, fostering a culture of acceptance and kindness within communities and organisations.
Gentrification – The process of neighbourhood change that often displaces lower-income residents as wealthier individuals move in, raising concerns about equity and access to housing.
Genuine dialogue – Open and honest conversations that encourage diverse perspectives, promoting understanding and collaboration in DEI efforts.
Genuine engagement – Authentic participation and collaboration with individuals from diverse backgrounds, ensuring their perspectives are valued in decision-making processes.
Genuine inclusion – The commitment to authentically involve individuals from diverse backgrounds in decision-making processes, ensuring their voices are heard and valued.
Gifts economy – A system where goods and services are given without any explicit agreement for immediate or future rewards, promoting community and cooperation.
Gifted and talented programmes – Educational initiatives designed to support and nurture students with exceptional abilities, ensuring equitable access regardless of background.
Gifted education – Specialised educational programmes designed to meet the needs of students who demonstrate outstanding abilities, ensuring equitable access for all backgrounds.
Gifted student support – Programmes and resources specifically designed to nurture and challenge students with exceptional abilities, promoting equitable access to advanced learning opportunities.
Giftedness – Exceptional abilities or talents that some individuals possess, often leading to the need for specialised support and educational programmes.
Glacial perspective – The combination of global and local viewpoints, recognising the importance of local context in global discussions on diversity, equity, and inclusion.
Glocalisation – The adaptation of global ideas to fit local contexts, recognising the importance of cultural sensitivity and inclusivity in diverse environments.
Global citizenship – Recognising and embracing one’s responsibilities as part of a global community, promoting inclusivity, social justice, and human rights.
Global citizenship education – Learning that promotes understanding of global issues and encourages students to engage in social justice and equity on a worldwide scale.
Global competencies – Skills and knowledge required to understand and engage effectively in a globalised world, promoting inclusivity and cultural awareness.
Global diversity – The acknowledgment and appreciation of diverse cultures, perspectives, and experiences on an international scale, promoting inclusivity and collaboration.
Global equity – The pursuit of fairness and justice on a worldwide scale, ensuring all individuals have access to the same opportunities and resources regardless of their location.
Global health equity – The commitment to reducing health disparities and ensuring fair access to healthcare resources and services for all individuals worldwide.
Global inclusion – The effort to incorporate diverse voices and perspectives from around the world into discussions and decisions, recognising the value of a global community.
Global solidarity – The unity and support among individuals and groups across the world in addressing social injustices and promoting equity and inclusion.
Good faith – The intention to deal fairly and honestly in negotiations and interactions, essential for fostering trust and collaboration in diverse settings.
Good governance – The process of making and implementing decisions that promote transparency, accountability, and inclusivity in public administration.
Gracious professionalism – A concept that encourages individuals to work collaboratively and respectfully, valuing diversity and fostering a positive environment in competitive settings.
Grassroots activism – Organised efforts to promote social change at the local level, often led by community members advocating for equity and justice.
Gratitude practices – Methods that encourage recognising and appreciating diversity in experiences and perspectives, fostering.
Green initiatives – Efforts focused on environmental sustainability that also consider social equity, ensuring that all communities benefit from environmental protections.
Green jobs – Employment opportunities that contribute to preserving or restoring the environment, often linked to social equity by providing jobs in underserved communities.
Green space equity – The fair distribution of parks and recreational areas in urban environments, ensuring all communities, especially underserved ones, have access to nature and outdoor activities.
Grievance committee – A group within an organisation tasked with reviewing and addressing complaints related to discrimination or harassment, promoting accountability and transparency.
Grievance mechanism – A formal process that allows individuals to report and resolve issues related to discrimination or harassment within an organisation.
Grievance policy – A formal procedure established by organisations to address complaints regarding discrimination, harassment, or unfair treatment, ensuring a fair response.
Grievance procedures – Established processes for individuals to report discrimination or harassment, ensuring their concerns are addressed fairly and effectively.
Grievance redressal – Mechanisms in place for individuals to seek resolution for complaints related to discrimination or unfair treatment, promoting accountability and fairness.
Grit – The perseverance and passion for long-term goals, often discussed in the context of overcoming challenges related to equity and inclusion.
Guarding against bias – The active effort to prevent and address unconscious biases in decision-making processes to promote fairness and inclusivity.
Guardians of equity – Individuals or groups committed to advocating for fairness and justice within their organisations or communities, ensuring diverse voices are heard.
Guardianship – The responsibility to protect and advocate for the rights and wellbeing of individuals or groups, particularly those who are marginalised or vulnerable.
Guerilla activism – Unconventional and often spontaneous actions taken to promote social change and raise awareness about inequities, often challenging the status quo.
Guidance counselling – Support services provided in educational settings to help students navigate their academic and personal challenges, ensuring equitable access to resources and opportunities.
Guiding frameworks – Structured approaches that outline principles and practices for promoting diversity, equity, and inclusion within organisations or communities.
Guiding principles – Core values or standards that inform policies and practices in organisations, often related to promoting equity, diversity, and inclusion.
Guiding vision – A shared understanding of the desired outcomes for diversity, equity, and inclusion efforts within an organisation or community, providing direction and focus.
Guilt and privilege – The complex emotions that individuals from privileged backgrounds may experience when recognising their advantages in the context of social inequalities.
Guilty by association – The assumption that an individual shares the negative traits of those they are associated with, often leading to discrimination and stereotyping.

H

Harassment – Unwanted, aggressive behavior that targets an individual or group, often based on race, gender, or other protected characteristics.
Harm Reduction – Policies and practices that aim to reduce negative consequences, particularly within marginalised communities, without requiring abstinence or compliance.
Harmful Stereotypes – Generalised, often negative, assumptions about groups that can lead to discrimination, exclusion, and perpetuation of bias.
Hate Crime – A criminal act motivated by prejudice or bias, typically directed at individuals based on their identity or membership in a particular group.
Hate Incidents – Non-criminal actions motivated by prejudice that harm or intimidate others, often creating a hostile environment for targeted individuals or groups.
Hate Speech – Any form of communication that belittles or incites hostility toward individuals or groups based on attributes like race, religion, or sexual orientation.
Hate-Based Organisation – A group that promotes hostility or discrimination against specific communities, often based on race, religion, gender, or sexuality.
Hate-Motivated Offenses – Crimes or incidents motivated by bias against protected characteristics, impacting the safety and well-being of affected groups.
Health Advocacy – Efforts to support and improve access to quality healthcare, often focusing on marginalised populations to address inequities.
Health Disparities – Differences in health outcomes and access to healthcare among various populations, often influenced by social, economic, and environmental factors.
Health Equity – Ensuring fair and just access to healthcare services, resources, and opportunities to improve health outcomes across diverse populations.
Health Equity Framework – A strategic approach to addressing and reducing health disparities by promoting fair access to health resources across populations.
Health Inequity – Unjust and avoidable differences in health outcomes among different population groups, often stemming from socioeconomic and systemic factors.
Health Justice – A movement focused on eliminating health disparities and ensuring equitable access to healthcare for all individuals.
Health Literacy – The ability to understand and use health information, which is essential for making informed health decisions and can vary across diverse populations.
Hearing Impairment Accommodation – Workplace or educational adjustments that support individuals with hearing impairments, such as captioning or assistive devices, promoting inclusion.
Heightened Scrutiny – A legal standard applied to assess laws that may disproportionately impact protected groups, requiring strong justification for such laws.
Help-Seeking Stigma – The reluctance to seek assistance or support, often due to fear of judgment or prejudice, which can affect access to mental health services.
Heritage Month – A dedicated month celebrating the culture, history, and contributions of specific identity groups, promoting awareness and respect for diversity.
Heterogeneous Group – A group composed of individuals with diverse backgrounds, perspectives, or identities, enriching collaboration and problem-solving.
Heteronormativity – The assumption that heterosexual relationships are the norm, which can marginalise LGBTQ+ individuals and perspectives.
Heterosexism – Discrimination or bias favoring heterosexual people, often resulting in unequal treatment or exclusion of LGBTQ+ individuals.
High-Context Communication – A communication style in which much of the message relies on nonverbal cues and context, often observed in collectivist cultures.
High-Impact Practices – Educational and professional practices proven to improve engagement and success rates for diverse and underrepresented groups.
High-Potential Talent – Individuals identified as having the ability to excel in leadership or specialised roles, with DEI efforts ensuring this process includes diverse candidates.
High-Risk Communities – Communities more vulnerable to adverse outcomes, such as health disparities or economic instability, often due to systemic inequalities.
Hierarchical Bias – Bias or favoritism based on organisational hierarchy, where those in higher positions may receive preferential treatment over others.
Historically Marginalised Groups – Communities that have faced long-term exclusion or discrimination, affecting their access to resources and opportunities.
Historical Amnesia – The tendency to overlook or forget historical injustices that impact marginalised groups today, often hindering reconciliation and progress.
Historical Exclusion – Systematic practices and policies that have prevented certain groups from accessing opportunities or resources throughout history.
Historical Privilege – Advantage gained by certain groups over time, often due to policies or practices that marginalised other groups.
Historical Redlining – The practice of denying services, especially financial, to residents of certain areas based on racial or ethnic composition, leading to long-term inequities.
Historical Trauma – Collective emotional and psychological injury experienced by a group over generations due to significant past oppressions or injustices.
Holistic Admissions – An admissions process that evaluates applicants’ diverse experiences, backgrounds, and personal qualities, not solely academic metrics.
Holistic Inclusion – An approach to diversity and inclusion that considers individuals’ full identities and experiences, rather than focusing on one aspect alone.
Holistic Wellbeing – A comprehensive approach to health that includes physical, mental, social, and emotional wellness, promoting inclusive support systems for diverse individuals.
Hollow Diversity – Efforts or initiatives that appear to support diversity but lack genuine impact, often superficial or performative.
Home-Country Bias – The tendency to favor and prioritise products, practices, or perspectives from one’s own country, which can impact inclusivity in global organisations.
Homegrown Diversity – Promoting diversity through local talent and grassroots inclusion initiatives within communities or organisations.
Homogenous Group – A group composed of individuals with similar characteristics, which may limit diverse perspectives and innovation.
Homophobia – Fear, prejudice, or discrimination against people who are or are perceived to be homosexual, leading to exclusion or mistreatment.
Horizontal Hostility – Conflict or aggression directed within marginalised groups, often as a response to limited resources or systemic oppression.
Host Community – The community that receives and interacts with newcomers, such as immigrants or refugees, and plays a role in fostering inclusive social integration.
Hostile Policy – Legislation or practices that create obstacles or challenges for certain groups, often resulting in exclusion or discrimination.
Hostile Work Environment – A workplace where harassment or discrimination creates an intimidating or offensive atmosphere, affecting individuals’ ability to work comfortably.
Household Income Disparities – Economic inequalities seen in income distribution across households, often influenced by race, gender, and socioeconomic background.
Housing Discrimination – Unequal treatment in housing based on race, disability, gender, or other protected characteristics, often perpetuating residential segregation.
Housing Inequality – Disparities in housing access and quality affecting low-income or marginalised communities, influenced by systemic biases in housing policies.
Human Capital – The collective skills, knowledge, and experience possessed by an individual or population, considered in relation to value and inclusivity in the workforce.
Human-Centered Design – A design approach that prioritises the needs, perspectives, and experiences of diverse users, fostering inclusivity in product and service development.
Human-Centered Leadership – A leadership style focused on empathy, equity, and recognising the diverse needs of team members to foster an inclusive environment.
Human-Centered Policy – Policies crafted with a focus on the rights, dignity, and diverse needs of all people, fostering an inclusive social framework.
Human Dignity – The principle of treating every individual with inherent respect and worth, a foundational value in DEI practices.
Human Diversity – The variety of differences among people, including but not limited to race, ethnicity, gender, age, disability, and socioeconomic status.
Human Rights – The basic rights and freedoms all people are entitled to, regardless of race, gender, nationality, or other statuses.
Human Rights-Based Approach – A framework that prioritises the protection and promotion of human rights in organisational policies and practices, ensuring dignity and equality.
Human Rights Education – Educational programs focused on understanding and advocating for universal human rights, promoting a culture of respect and inclusion.
Human Rights Violation Redress – Mechanisms to address and repair harm caused by human rights violations, often involving restorative justice practices.
Human Rights Violations – Actions or policies that infringe upon individuals’ fundamental rights, often disproportionately affecting marginalised groups.
Humanitarian Approach – A focus on promoting dignity, respect, and support for people in need, regardless of background, ensuring equity in assistance and care.
Humility in Leadership – A leadership approach that emphasises self-awareness, empathy, and the value of diverse perspectives in decision-making.
Humane Technology – Technology designed to prioritise users’ well-being and inclusivity, considering diverse needs and potential impacts on marginalised groups.
Hybrid Cultural Identity – An identity shaped by the influence of multiple cultures, allowing individuals to navigate and connect across diverse cultural contexts.
Hybrid Event – An event format combining in-person and virtual participation, promoting accessibility and inclusion for a diverse audience.
Hybrid Identity – A blend of multiple cultural, ethnic, or social identities within an individual, reflecting their multifaceted sense of self.
Hybrid Learning – An educational model that combines in-person and online learning, supporting accessibility for students from diverse backgrounds.
Hybrid Work – A flexible work model that combines in-office and remote work options, promoting accessibility and work-life balance.
Hyperindividualism – A cultural focus on individualism over collective responsibility, which can sometimes hinder efforts to address social inequities.
Hypermasculine Norms – Social expectations of extreme masculinity that can negatively impact both men and women, reinforcing stereotypes and limiting gender equity.
Hypermasculinity – Exaggerated masculine traits, often associated with aggression and dominance, which can hinder gender inclusivity and perpetuate stereotypes.
Hypersegregation – Extreme segregation in certain areas, such as urban neighborhoods, often leading to concentrated disadvantages for specific groups.
Hypervisibility – When an individual or group is excessively noticed or scrutinised, often based on race, gender, or other minority status.
Hyphenated Identity – A term describing individuals who identify with more than one culture, often using hyphenated terms like African-American, reflecting multicultural backgrounds.

I

Impact Assessment – The process of evaluating the potential effects of policies, programmes, or actions on various groups, particularly in terms of their equity and inclusivity outcomes.
Impact Equity – A focus on ensuring that all individuals, particularly those from disadvantaged groups, have access to resources and opportunities that create equitable outcomes.
Impact Equity Lens – A perspective used to evaluate the effects of policies, initiatives, or actions to ensure that they are fair and just, considering how different groups may be disproportionately affected.
Impact of Microaggressions – The cumulative effect of subtle, often unintentional, discriminatory comments or actions that can undermine the self-esteem, well-being, and opportunities of individuals from marginalised groups.
Immigrant Discrimination – The unfair treatment or prejudices directed at individuals based on their immigrant status, which can lead to social exclusion and unequal opportunities.
Immigrant Integration – The process by which immigrants adapt to and become part of a new society, while retaining aspects of their original cultural identity.
Implicit Association Test (IAT) – A psychological tool used to measure implicit biases, which helps individuals become more aware of their unconscious preferences and prejudices.
Implicit Bias – Unconscious attitudes or stereotypes that influence decisions, actions, and behaviours, often leading to unintended discrimination or inequity.
Imposter Syndrome – A psychological pattern in which an individual doubts their accomplishments and fears being exposed as a “fraud,” often experienced by people from underrepresented groups in professional environments.
Inclusion Advocacy – The active promotion of inclusive policies and practices, with an emphasis on fighting discrimination and ensuring that all individuals have equal access to opportunities.
Inclusion Barriers – Obstacles or challenges that prevent individuals, particularly from marginalised groups, from fully participating in societal, professional, or educational environments.
Inclusion Across the Lifespan – Ensuring that all individuals, regardless of their age, have access to opportunities, rights, and support throughout their lives, with a particular focus on vulnerable or marginalised groups.
Inclusion Index – A tool or metric used to measure the level of inclusion within an organisation or community, often assessing factors like cultural competence, diversity in leadership, and employee engagement.
Inclusion Metrics – The quantitative and qualitative measures used to assess the level of inclusivity within an organisation, such as representation, employee satisfaction, or retention rates for underrepresented groups.
Inclusion Policy – A policy designed to ensure equal opportunities and support for all individuals, regardless of their race, gender, disability, or other personal characteristics.
Inclusion Rider – A clause in a contract, typically within the entertainment industry, that mandates a minimum level of diversity in casting or crew selection.
Inclusion Strategy – A plan developed by organisations to create a more inclusive environment by promoting diversity, fostering belonging, and ensuring equal opportunities for all employees or members.
Inclusion Workforce Strategy – A strategic plan that focuses on attracting, retaining, and developing diverse talent, with the goal of creating an inclusive and equitable workforce.
Inclusive Communities – Social groups or neighbourhoods where all individuals, regardless of their background or characteristics, are welcomed, supported, and given equal opportunities to participate.
Inclusive Corporate Culture – An organisational culture that prioritises diversity, equity, and inclusion in its mission, policies, practices, and values, creating a workplace where everyone feels respected and valued.
Inclusive Culture – An organisational or societal culture that embraces and values diversity, promotes equity, and ensures everyone feels respected and included.
Inclusive Digital Accessibility – Ensuring that digital platforms, websites, and technologies are accessible to people with a range of abilities, including those with visual, auditory, or cognitive impairments.
Inclusive Design – A design approach that ensures products, services, or environments are accessible and usable by as many people as possible, regardless of their abilities or backgrounds.
Inclusive Dialogue – Open, respectful conversations that include individuals from different backgrounds and perspectives, aimed at fostering understanding and finding common ground.
Inclusive Education – An educational philosophy that ensures all students, regardless of their background or abilities, have equal access to learning opportunities.
Inclusive Engagement – The process of actively involving individuals from diverse backgrounds in discussions, decision-making, and activities, ensuring their voices are heard and valued.
Inclusive Excellence – An approach to institutional development that integrates diversity, equity, and inclusion into all aspects of an organisation’s mission, creating a more inclusive and just environment.
Inclusive Excellence Framework – A model that integrates diversity, equity, and inclusion into all aspects of organisational life, emphasising the importance of inclusive practices across academic, professional, and social domains.
Inclusive Excellence in Higher Education – An approach in universities that seeks to integrate diversity, equity, and inclusion across all facets of academic life, from admissions to curriculum and faculty development.
Inclusive Governance – The involvement of diverse voices and perspectives in decision-making processes within organisations, ensuring that leadership reflects the demographic and cultural makeup of the broader community.
Inclusive Governance Framework – A structure or model that promotes diversity and inclusion within the decision-making processes of organisations or governments, ensuring representation of all groups in leadership.
Inclusive Hiring – The practice of ensuring that hiring processes are accessible and equitable, attracting candidates from diverse backgrounds.
Inclusive Hiring Practices – Recruitment strategies aimed at reducing bias and ensuring that hiring processes are open to candidates from all backgrounds, ensuring a diverse and equitable workforce.
Inclusive Leadership – Leadership that actively fosters an inclusive environment by promoting diversity, equity, and belonging within a team or organisation.
Inclusive Leadership Competencies – A set of skills and behaviours that enable leaders to effectively manage diversity, promote inclusion, and foster a culture of equity within their organisations.
Inclusive Leadership Development – Training and programmes that help leaders develop the skills and mindset necessary to foster an inclusive culture and manage diverse teams effectively.
Inclusive Leadership Development Programmes – Training initiatives designed to equip leaders with the skills and knowledge needed to manage diverse teams and create inclusive, equitable work environments.
Inclusive Language – The use of words and phrases that are respectful and mindful of all individuals, promoting equality and avoiding stereotypes or discrimination.
Inclusive Mental Health Support – Mental health services and policies that are accessible, equitable, and sensitive to the needs of individuals from diverse backgrounds, including those with disabilities, racial minorities, and LGBTQ+ individuals.
Inclusive Policy – A policy designed to ensure equal opportunities and support for all individuals, regardless of their race, gender, disability, or other personal characteristics.
Inclusive Practices – Strategies, behaviours, and actions that promote the involvement and support of all individuals, ensuring that diverse perspectives and identities are respected and valued.
Inclusive Practices in Education – Educational methods that ensure all students, regardless of their background, abilities, or needs, have access to fair and meaningful learning opportunities.
Inclusive Procurement – The practice of ensuring that procurement processes are accessible and equitable, providing opportunities for businesses and suppliers from diverse and underrepresented groups.
Inclusive Spaces – Environments that are designed to be welcoming and supportive of individuals from all backgrounds, including those with diverse physical abilities, cultural perspectives, and identities.
Inclusive Workforce – A work environment where all employees feel welcomed, valued, and supported, regardless of their background, identity, or status.
Individual Action – The personal responsibility to contribute to a more equitable and inclusive society through advocacy, education, and challenging discriminatory behaviours.
Individual Responsibility – The concept that everyone has a role to play in addressing inequality, embracing diversity, and fostering an inclusive culture.
Individual Equity – Ensuring that every person receives fair treatment, resources, and opportunities based on their specific needs and circumstances.
Individualised Support – Tailored assistance provided to individuals based on their unique needs and circumstances, promoting equity and inclusion in educational, professional, or social settings.
Identity-Based Discrimination – Discrimination that occurs based on a person’s social identity, such as their race, gender, sexual orientation, or disability status, leading to unequal treatment or marginalisation.
Identity Diversity – The inclusion of individuals with a wide range of identities—such as racial, ethnic, gender, and sexual identities—within a group, organisation, or community.
Identity Politics – A form of political engagement that focuses on the interests and perspectives of specific social groups, especially those who have been oppressed or marginalised, based on shared characteristics such as race, gender, or sexual orientation.
Identity Affirmation – The recognition and validation of an individual’s social, cultural, or personal identity, fostering a sense of belonging and acceptance.
Identity Politics – Political positions and movements that are based on the shared experiences and concerns of specific social groups, particularly those that have been historically marginalised.
Informed Consent – The process of obtaining permission from individuals to participate in a programme, research, or activity after providing them with clear, accurate, and comprehensive information about potential risks and benefits, ensuring their autonomy and respect.
Intercultural Competence – The ability to understand, communicate with, and effectively interact with people across cultures, promoting respect and understanding in diverse environments.
Intercultural Communication – The exchange of information between people from different cultural backgrounds, requiring an understanding of cultural norms, values, and communication styles.
Intercultural Understanding – The ability to understand and appreciate cultural differences, which is essential for fostering effective communication and collaboration in diverse environments.
Intergenerational Equity – The principle that rights and responsibilities should be balanced across generations, ensuring that decisions made today do not disproportionately disadvantage future generations.
Intergroup Dialogue – A structured communication process where individuals from different social or cultural groups come together to discuss shared concerns, perspectives, and experiences in a respectful and constructive manner.
Intergroup Relations – The interactions, attitudes, and relationships between individuals from different social, cultural, or ethnic groups, often focusing on promoting understanding, cooperation, and conflict resolution.
International Human Rights – A set of legal standards and protections designed to promote and protect human dignity and equality, particularly for disadvantaged or marginalised populations around the world.
International Social Justice – The global effort to promote fairness, equality, and rights for all individuals, particularly addressing issues like poverty, discrimination, and access to opportunity on an international scale.
Intersectional Discrimination – Discrimination that occurs at the intersection of multiple social identities (e.g., race, gender, disability, sexual orientation), leading to compounded and unique experiences of disadvantage or marginalisation.
Intersectional Framework – An analytical approach that examines how various social identities (such as race, gender, class, and ability) intersect and influence individuals’ experiences with power, privilege, and discrimination.
Intersectionality – A concept that describes how various social identities intersect and create unique systems of oppression or privilege, particularly in terms of race, gender, class, sexuality, and other aspects of identity.
Intersectionality Framework – An analytical tool used to understand how overlapping identities impact individuals’ experiences of privilege or marginalisation, allowing for a more nuanced understanding of social inequality.
Intersectionality Lens – A way of looking at issues of equity and discrimination by considering how multiple aspects of a person’s identity (e.g., race, gender, class) intersect and influence their experiences.
Intersectionality Theory – A theoretical framework that explores how different aspects of a person’s social identity (such as race, gender, and class) intersect to create complex systems of privilege and oppression.
Intersectional Leadership – Leadership that recognises and addresses the unique challenges and needs of individuals at the intersections of multiple identities, fostering inclusion and equity in diverse environments.
Intersectional Leadership Development – Leadership programmes that focus on preparing leaders to recognise and address the needs and challenges of individuals with intersecting identities.
Intersectional Organisational Change – Efforts within organisations to ensure that diversity, equity, and inclusion practices consider the complexities of intersecting identities and promote fairness across all employees.
Intersectional Policy – Policies that acknowledge the complex, overlapping nature of social identities and how they affect individuals’ experiences with inequity, ensuring that diverse needs are addressed.
Interventions in DEI – Specific actions taken to address inequities, foster inclusion, and promote diversity within an organisation or society, based on research, policies, or best practices.

J

Job Accommodation – Adjustments or modifications made to support an employee’s ability to perform job tasks, especially for those with disabilities.
Job Accessibility – Ensuring that job roles, tasks, and environments are accessible to people with disabilities, promoting inclusivity at all levels.
Job Classification Equity – Ensuring that job roles, titles, and classifications are fair and free from biases that affect pay, status, or promotion opportunities.
Job Competency Fairness – Ensuring that job competencies and performance standards are unbiased and equitable across different roles and employee demographics.
Job Discrimination – Unfair treatment of individuals based on factors unrelated to their job performance, like race, gender, or disability.
Job Equity – Ensuring equal access to job opportunities, treatment, and pay regardless of identity factors.
Job Equity Benchmarking – Assessing and comparing job equity metrics within an organisation to industry standards to identify areas for improvement.
Job Flexibility – Policies that allow employees to adjust their working hours, location, or methods to better accommodate their personal needs, promoting inclusivity.
Job Mobility Equity – Policies that provide fair opportunities for role changes, relocations, or promotions across the organisation.
Job Opportunity Equity – Policies and practices that ensure fair access to job openings, especially for historically underrepresented groups.
Job Promotion Fairness – Implementing practices to ensure equal access to promotion opportunities, removing barriers that marginalised groups might face.
Job Progression Fairness – Practices ensuring equal access to career advancement opportunities regardless of background or identity.
Job Readiness Support for Diverse Talent – Providing training and resources tailored to prepare underrepresented groups for success in specific roles.
Job Redesign for Accessibility – Adjusting job roles and tasks to ensure they’re accessible to employees of all abilities, enhancing inclusivity.
Job Retention Equity – Implementing practices to ensure that employees from diverse backgrounds have equal support and opportunities to stay and grow within an organisation.
Job Safety Equity – Ensuring that workplace safety protocols protect all employees equitably, particularly addressing risks for vulnerable or underrepresented groups.
Job Satisfaction Equity – Ensuring that all employees experience equal levels of job satisfaction by addressing factors that may disproportionately impact marginalised groups.
Job Security Fairness – Ensuring all employees have equal protections regarding job security, especially in cases of layoffs or restructuring.
Job Sharing – A flexible work arrangement where two or more people share the responsibilities of one full-time job, enhancing access for diverse talent.
Job Shadowing for Inclusion – Offering job shadowing programs to increase exposure and understanding, especially for individuals from underrepresented backgrounds.
Job Transition Support for Equity – Providing support for role transitions that accounts for equity, ensuring smooth and fair adjustments for employees.
Justice-Aligned Corporate Governance – Implementing governance practices that promote fairness, equity, and ethical responsibility at the leadership level.
Justice-Based Accountability – Holding individuals and organisations responsible for upholding fairness and addressing inequalities in all aspects of operation.
Justice-Based Conflict Resolution – Approaching workplace conflicts with a focus on fair treatment and addressing systemic issues that may underlie disagreements.
Justice-Based Risk Management – Assessing and addressing organisational risks with a focus on equity, particularly the impacts on marginalised groups.
Justice-Based Workforce Planning – Strategically planning for a diverse and equitable workforce by considering fair representation across roles and levels.
Justice-Centred Advocacy – Actions and policies focused on promoting fairness and equity in the workplace, often championed by diversity leaders or advocates.
Justice-Centred Data Analysis – Examining organisational data to identify and address disparities, using findings to inform equity-focused actions.
Justice-Centred Design – An approach to creating systems or products that prioritise equity, accessibility, and inclusion for marginalised or underserved groups.
Justice-Centred Organisational Goals – Establishing organisational objectives that explicitly prioritise justice and equity as key outcomes.
Justice-Centred Organisational Audits – Conducting audits to assess and address any structural inequalities within organisational policies and practices.
Justice-Centred Policy Advocacy – Actively supporting and promoting policies that focus on equity and justice within and beyond the organisation.
Justice-Centred Strategic Planning – Integrating justice principles into strategic planning processes to create a long-term, inclusive organisational vision.
Justice-Centred Workplace Culture – Creating a workplace culture that actively promotes fairness and addresses inequities in treatment, recognition, and support.
Justice-Driven Change Management – Managing organisational change with a focus on equitable treatment and addressing potential impacts on diverse employees.
Justice-Driven Employee Retention – Retention strategies aimed at creating an equitable work environment where diverse talent feels valued and supported.
Justice-Driven Performance Reviews – Conducting performance evaluations with a focus on fairness and mitigating bias, ensuring equitable assessments for all employees.
Justice-Focused Career Pathways – Structured career progression plans that ensure fair access to growth opportunities for all employees.
Justice-Focused Employee Surveys – Regular surveys designed to assess employees’ experiences of fairness and inclusion, guiding future DEI efforts.
Justice-Focused Organisational Strategy – An organisational approach that integrates justice principles into strategic planning, ensuring long-term equity.
Justice-Focused Training – Training initiatives aimed at educating individuals on social justice, equity, and the impacts of systemic discrimination in the workplace.
Justice-Focused Feedback Systems – Structured feedback mechanisms that ensure all voices are heard and respected, with a focus on fairness.
Justice-Promoting Corporate Social Responsibility – CSR initiatives that focus on advancing fairness, equity, and inclusion both within and outside the organisation.
Justice-Oriented Advocacy – Actions and policies focused on promoting fairness and equity in the workplace, often championed by diversity leaders or advocates.
Justice-Oriented Career Pathways – Structured career progression plans that ensure fair access to growth opportunities for all employees.
Justice-Oriented Conflict Resolution – Approaching workplace conflicts with a focus on fair treatment and addressing systemic issues that may underlie disagreements.
Justice-Oriented Feedback Systems – Structured feedback mechanisms that ensure all voices are heard and respected, with a focus on fairness.
Justice-Oriented Goals – Organisational objectives specifically focused on correcting systemic inequities and promoting fairness.
Justice-Oriented Leadership – A leadership approach focused on recognising and addressing inequities within an organisation, fostering a fair and inclusive environment.
Justice-Oriented Mentorship – Mentorship programs designed to support underrepresented individuals by addressing barriers and fostering inclusive career development.
Justice-Oriented Organisational Audits – Conducting audits to assess and address any structural inequalities within organisational policies and practices.
Justice-Oriented Organisational Change – Driving organisational shifts with a focus on rectifying inequities and embedding fairness throughout practices and policies.
Justice-Oriented Partnership Building – Forming partnerships with organisations that prioritise fairness and inclusivity, especially in community or supplier relationships.
Justice-Oriented Policies – Organisational guidelines that prioritise fair treatment and seek to eliminate discriminatory practices at every level.
Justice-Oriented Strategic Planning – Integrating justice principles into strategic planning processes to create a long-term, inclusive organisational vision.
Justice-Oriented Workplace Policies – Policies designed to create fair treatment in all organisational processes, including hiring, promotion, and conflict resolution.
Judgement Bias – The tendency to make decisions based on unconscious stereotypes or prejudices, often affecting fair treatment and inclusivity.
Judgement-Free Conflict Resolution – Conflict resolution approaches that avoid bias or preconceived judgments, fostering fair and transparent outcomes.
Judgement-Free Environment – A workplace atmosphere where individuals feel safe to express themselves without fear of bias or prejudice.
Judgment-Free Feedback Mechanisms – Creating safe spaces for employees to give and receive feedback without fear of judgment or discrimination.
Judgment-Free Onboarding – Onboarding practices that support new employees in feeling accepted without prejudgments, fostering a welcoming, inclusive environment.
Judicious Allocation of Leadership Roles – Ensuring fair access to leadership opportunities, particularly for individuals from historically underrepresented groups.
Judicious Use of DEI Data – Responsibly collecting and using DEI-related data to identify disparities while protecting employee privacy and maintaining trust.
Judicial Fairness in Disciplinary Actions – Ensuring that disciplinary actions are applied fairly and without bias, upholding justice in employee relations.
Judicial Fairness in Hiring – Ensuring that hiring practices are just and unbiased, often through structured interviews and impartial evaluation criteria.
Judicial Oversight of DEI Initiatives – Regular reviews by impartial parties to ensure that DEI initiatives are being implemented fairly and effectively.
Judicial Review of Policies – Evaluating workplace policies through a fairness lens to identify and amend any that might contribute to inequities.
Judicial Equity – Ensuring fairness and impartiality in legal practices, policies, and decisions, aiming to avoid discrimination in judicial processes.
Just Cause Employment Policies – Policies that protect employees from unfair dismissal, requiring valid, equitable reasons for termination decisions.
Just Culture – An organisational culture that promotes accountability while encouraging open discussion of mistakes and inequities to improve inclusiveness.

K

Kaleidoscope Approach – A method of thinking and problem-solving that embraces the changing and multi-dimensional aspects of diversity, understanding that different perspectives offer valuable insights into complex issues.
Kaleidoscope Collaboration – The approach of working together in diverse teams, where each member’s unique skills, backgrounds, and perspectives are recognised and valued for collaborative success.
Kaleidoscope Diversity – A concept referring to the dynamic and ever-changing nature of diversity, recognising that diversity is not static but constantly evolving with time and context.
Kaleidoscope Leadership – A leadership approach that embraces and values the diverse perspectives and experiences of a team, recognising the need for adaptability in managing diverse groups.
Kaleidoscope Thinking – An approach to problem-solving and decision-making that values the integration of multiple diverse perspectives, recognising that complexity and change are inherent in diverse groups.
Kaleidoscopic Perspectives – Emphasising the value of multiple, diverse viewpoints in solving problems or making decisions, acknowledging that varying perspectives enrich understanding and outcomes.
Kaleidoscopic Representation – The inclusion of a wide range of diverse voices, identities, and perspectives in decision-making processes, ensuring that representation is dynamic and reflective of societal complexity.
Karma of Inclusion – The belief that acts of inclusion and fairness will eventually lead to positive outcomes, both for individuals and for the broader community.
Key Cultural Differences – Identifying and understanding the major cultural distinctions that exist between groups, such as values, communication styles, and traditions, which influence inclusivity and interaction.
Key Influencers – Individuals or groups who have significant power or influence in shaping DEI policies, practices, and culture within an organisation or community.
Key Performance Indicators (KPIs) for Diversity – Specific metrics used to track and assess progress towards achieving diversity, equity, and inclusion goals within an organisation, helping measure effectiveness.
Key Stakeholders – Individuals or groups who have a significant interest or role in a diversity, equity, and inclusion initiative, often influencing decisions and outcomes.
Key Voices – Influential individuals or groups whose perspectives are crucial in shaping DEI initiatives, policies, and practices within a given community or organisation.
Keen Advocacy – The active promotion and support of diversity, equity, and inclusion initiatives, with a focus on addressing systemic inequalities and fostering inclusive practices.
Keen Advocacy for Equality – Actively promoting and supporting efforts to ensure that all individuals are treated fairly and equally, particularly in addressing systemic barriers and promoting social justice.
Keen Advocacy for Inclusion – Actively championing the full participation of all individuals, regardless of background or identity, in all aspects of life, from the workplace to education and beyond.
Keen Analysis of Bias – A focused examination of both implicit and explicit biases that influence decision-making, with the goal of identifying and addressing unfair treatment in diverse settings.
Keen Cultural Competence – The ability to interact effectively and respectfully with people from different cultural backgrounds, being aware of and valuing their differences in communication, values, and practices.
Keen Desire for Social Justice – A strong, motivating drive to address and dismantle systemic inequality and oppression, striving for a fair and just society where everyone has equal rights and opportunities.
Keen Disposition for Equity – A strong inclination or mindset toward ensuring fairness and justice in every aspect of life, particularly in organisational and community settings where systemic inequalities may exist.
Keen Empathy – A strong ability to understand and share the feelings and perspectives of others, crucial for fostering an inclusive environment where all voices are heard and valued.
Keen Engagement – A strong, active involvement in fostering diversity, equity, and inclusion efforts, with a focus on creating meaningful connections and actions within the community or organisation.
Keen Equity – A strong commitment to ensuring fairness and justice in the distribution of resources, opportunities, and treatment for all individuals, regardless of their background or identity.
Keen Inclusivity – A strong commitment to ensuring that all individuals, regardless of their background, are welcomed, respected, and have the opportunity to contribute and thrive.
Keen Listening – The practice of actively listening with empathy and understanding, recognising the importance of hearing diverse voices in a way that validates their experiences.
Keen Mentorship – The act of actively guiding and supporting individuals from marginalised or underrepresented groups, helping them navigate opportunities and challenges in their career or personal development.
Keen Observation – The ability to attentively notice subtle differences in behaviour, language, and culture, which is crucial for understanding and addressing biases and fostering inclusivity.
Keen Observation of Intersectionality – The practice of closely observing and recognising how overlapping aspects of identity—such as race, gender, disability, and class—affect an individual’s experiences of privilege or disadvantage.
Keen Observation of Microaggressions – The attentive awareness and recognition of subtle, often unintentional, comments or behaviours that can marginalise or offend individuals from underrepresented groups.
Keen Reflection – The practice of taking time to critically assess one’s own biases, behaviours, and actions in relation to diversity, equity, and inclusion, with the aim of continuous personal growth.
Keen Sensitivity – The heightened awareness and understanding of the emotions, needs, and perspectives of others, particularly in diverse environments where varied cultural norms exist.
Keen Sensitivity to Diversity – A heightened awareness and responsiveness to the diverse identities and experiences of individuals, ensuring respectful and inclusive interactions across different groups.
Keen Support for Marginalised Groups – Actively offering resources, encouragement, and advocacy to individuals or communities who are often excluded or overlooked, ensuring they have equal access to opportunities.
Killer Biases – Deep-rooted, harmful biases that significantly hinder inclusive behaviours and decision-making, often leading to discrimination and exclusion.
Killer Stereotypes – Overgeneralised and harmful assumptions about a particular group that can perpetuate discrimination, bias, and inequities, often obstructing DEI efforts.
Kinesthetic Learning Styles – Learning preferences that involve physical activity or hands-on experience, which can play a role in ensuring that diverse learning needs are met within inclusive educational settings.
Kinship Diversity – The variation in familial and community structures that exist within different cultural or social groups, often influencing how individuals engage with diversity and inclusion.
Kinship Networks – Social connections based on family or close community ties, often influencing access to opportunities and resources within a specific group.
Kinship Solidarity – The supportive bonds formed within a community based on shared heritage or experiences, contributing to a collective sense of belonging and mutual respect.
Kinship Support Systems – Networks of support within a community or organisation based on shared cultural or familial ties, which can influence experiences of inclusion and access to resources.
Kinetic Diversity – The dynamic and ever-evolving nature of diversity, recognising that diversity in an organisation or community is not fixed but changes over time through the interaction of people and ideas.
Kinetic Learning – Learning that involves movement or hands-on experience, often used to engage diverse learners who may benefit from different methods of education and interaction.
Kith and Kin – A term referring to friends and family, often used in the context of how personal networks and social ties can influence access to opportunities and resources, which can impact equity.
Kith and Kin Networks – Informal social networks based on family, friends, or community, which can provide support but may also contribute to disparities in access to resources and opportunities for people outside these networks.
Knowledge Circles – Collaborative groups that facilitate the exchange of knowledge, insights, and experiences among diverse participants, often aimed at building inclusive practices and equity within organisations.
Knowledge Disparity – The unequal distribution of knowledge and information across different social or demographic groups, often leading to disparities in opportunities and outcomes.
Knowledge Empowerment – The process of equipping individuals with the knowledge and skills necessary to navigate and succeed in diverse and inclusive environments, ensuring equitable opportunities for growth and advancement.
Knowledge Equity – The fair distribution of knowledge and resources, ensuring that all individuals have access to the same learning and growth opportunities, regardless of their background.
Knowledge Equity Index – A measure used to assess the fairness and accessibility of knowledge and information within an organisation or community, ensuring that resources are equally distributed across all groups.
Knowledge Inclusion – The practice of ensuring that everyone, regardless of their background or identity, has equal access to knowledge, training, and learning opportunities within an organisation.
Knowledge Integration – The process of combining diverse sources of knowledge, particularly from underrepresented or non-dominant groups, to create a more comprehensive and inclusive approach to problem-solving.
Knowledgeable Allyship – The act of supporting marginalised groups by being well-informed about the challenges they face and using that knowledge to advocate for systemic change.
Knowledgeable Intersectionality – The understanding of how different aspects of an individual’s identity—such as race, gender, and socioeconomic status—interact and influence their experiences of privilege or discrimination.
Knowledge Sharing – The practice of exchanging information, insights, and expertise within a diverse community, promoting equity in access to resources and opportunities.
Knowledge Transfer – The process of sharing knowledge, skills, and best practices across different groups within an organisation or community, promoting equity in access to valuable information.
Kultur Identity – The identification with and expression of one’s cultural background and traditions, often relevant in conversations about ethnic and cultural diversity.
Kulturkampf – A term used to describe conflicts between different cultural groups or ideologies, particularly when one group seeks to impose its values over others in a diverse society.
Kingmaker Mentality – A mindset where individuals or groups with power create or influence the success of others, often relevant to discussions of power dynamics and equity in leadership.
Knock-on Effect – The indirect consequences of actions related to DEI policies, where changes in one area can impact others, such as increased representation leading to broader organisational change.
Knocked Down by Prejudices – Describes individuals or groups who are impacted negatively by deeply ingrained stereotypes or biases, often leading to barriers in achieving success or equality.

Be impressively well informed

Get the very latest research intelligence briefings, video research briefings, infographics and more sent direct to you as they are published

Be the most impressively well-informed and up-to-date person around...