This Diversity, Equity and Inclusion Glossary of Terms by KarmaV is an effort to equip everyone with a thorough understanding of the significance of terms used in various contexts of this evolving discipline.
We advise asking someone what they mean when using a term or phrase, especially when describing their identity. We believe individuals have the right to define themselves and, therefore, define a term for themselves, as they identify with.
This glossary contains terms, such as ableism and disability, that may not be considered directly related to identities of sexuality or gender. These terms are important to acknowledge as part of our mission to challenge all forms of oppression that affect the multiple intersectional identities held by community members.
We recognize this glossary is only partially comprehensive and matures with time. If you see something missing or would you like to suggest an edit, please fill out the contact form to provide comments and suggested edits, and we will update the list periodically.
| TERM | DEFINITION |
|---|---|
| Ability | The quality of having the means or skill to do something. Ability is not permanent, can fluctuate throughout one’s life, and is another aspect of diversity in our communities. Disabilities do not necessarily limit people unless society imposes assumptions that do not account for the variation in people’s abilities. |
| Ableism | Ableism is the intentional or unintentional discrimination or oppression of individuals with disabilities based on the belief that “typical” abilities are superior.1 |
| Accessibility | The quality of being possible to get into, use, make use of.2 |
| Accommodation | A change in the environment or in the way things are customarily done that enables an individual with a disability to have equal opportunity, access and participation.3 |
| Accomplice | In the DEI context, “accomplice” has a positive connotation. All accomplices are allies, but not all allies are accomplices. While an ally is willing to stand in support of a marginalized voice, risk is rarely involved. An accomplice uses the power and privilege they have to challenge the status quo, often risking their physical and social well being in the process.4 |
| Acculturation | The process of learning and incorporating the language, values, beliefs, and behaviors that makes up a distinct culture. This concept is not to be confused with assimilation, where an individual or group may give up certain aspects of its culture in order to adapt to that of the prevailing culture.5 |
| Affirmative Action | Proactive policies and procedures for remedying the effect of past discrimination and ensuring the implementation of equal employment and educational opportunities, for recruiting, hiring, training and promoting women, minorities, people with disabilities and veterans in compliance with the federal requirements enforced by the Office of Federal Contract Compliance Programs (OFCCP).6 |
| Ageism | Discrimination against individuals because of their age, often based on stereotypes. Though people that represent older demographics are covered by The Age Discrimination in Employment Act of 1967 (ADEA), which protects certain applicants and employees 40 years of age and older from discrimination on the basis of age in hiring, promotion, discharge, compensation, or terms, conditions or privileges of employment. Ageism can happen to all ages, in all directions.5 |
| Ally | A person who takes action against oppression out of a belief that eliminating oppression will benefit members of targeted groups and advantage groups. Allies acknowledge disadvantage and oppression of other groups than their own, take supportive action on their behalf, commit to reducing their own complicity or collusion in oppression of these groups, and invest in strengthening their own knowledge and awareness of oppression. The actions should be considered supportive to the people they are intended to help.7 |
| Allyship | The act of supporting and advocating for individuals from marginalized groups in order to combat discrimination and oppression in ways that are considered supportive to the people they are intended to help.8 |
| Anti-Oppression | Recognizing and deconstructing the systemic, institutional and personal forms of disempowerment used by certain groups over others; actively challenging the different forms of oppression.9 |
| Anti-Racism | The active process of identifying and eliminating racism by changing systems, organizational structures, policies, practices, and attitudes.10 |
| 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. In order for people to feel like they belong, the environment (in this case the workplace) needs to be set up to be a diverse and inclusive place.11 |
| Bias | Prejudice in favor of or against one thing, person, or group compared with another, usually in a way that is considered unfair.12 |
| Bigotry | The fact of having and expressing strong, unreasonable beliefs and disliking other people who have different beliefs or a different way of life.13 |
| BIPOC | An acronym for Black, Indigenous and People of Color. The term has increased in use and awareness during 2020 after the Black Lives Matter resurgence against racism and police brutality in the wake of the George Floyd murder. BIPOC is meant to emphasize the particular hardships faced by Black and Indigenous people in the US and Canada and is also meant to acknowledge that not all people of color face the same levels of injustice.14 |
| Bisexuality | Romantic and/or sexual attraction to people of more than one sex and/or gender, not necessarily at the same time, not necessarily in the same way, and not necessarily to the same degree.15 |
| Black Lives Matter | Black Lives Matter is a human rights movement, originating in the African-American community, that campaigns against violence and systemic racism toward Black people. The movement began with the use of the hashtag #BlackLivesMatter on social media after the acquittal of George Zimmerman in the shooting death of AfricanAmerican teen Trayvon Martin in February 2012. The Black Lives Matter movement has had been met with opposing views with slogans such as All Lives Matter, which misunderstands the point of the movement in recognizing historic inequity towards Black lives.16 |
| Body Image | How a person feels, acts, and thinks about their body. Attitudes about our own body and bodies in general are shaped by our communities, families, cultures, media, and our own perceptions. |
| Bullying | Intimidating, exclusionary, threatening or hostile behavior against an individual.17 |
| Bystander | A person who is present at an event or incident but does not take part. Similar to an onlooker, passerby, nonparticipant, observer, spectator.9 |
| Cisgender | From the Latin cis-, meaning “on this side.” A person whose gender identity corresponds with the sex the person had or was identified as having at birth. For example, a person identified as female at birth who identifies as a woman can be said to be a cisgender woman. Use of the term cisgender helps dispel it as the norm or the default.17 |
| Cissexism/Genderism | The pervasive system of discrimination and exclusion founded on the belief that there are, and should be, only two genders and that one’s gender or most aspects of it, are inevitably tied to assigned sex. This system oppresses people whose gender and/or gender expression falls outside of cis-normative constructs. Within cissexism, cisgender people are the dominant group and trans/ gender non-conforming people are the oppressed group. |
| Class | Refers to people’s socio-economic status, based on factors such as wealth, occupation, education, income etc.18 |
| Classism | Differential treatment based on social class or perceived social class. Classism is the systematic oppression of subordinated class groups to advantage and strengthen the dominant class groups. It’s the systematic assignment of characteristics of worth and ability based on social class.1 |
| Collusion | When people act to perpetuate oppression or prevent others from working to eliminate oppression. Example: able-bodied people who object to strategies for making buildings accessible because of the expense.20 |
| Colonialism | Control by individuals or groups over the territory/behavior of other individuals or groups. (Horvath) Imperialism refers to the political or economic control, either formally or informally, and creating an empire.5 |
| Colorism | Prejudice or discrimination based on skin color within the same racialor ethnic group.21 |
| Conscious Bias | In its extreme is characterized by overt negative behavior that can be expressed through physical and verbal harassment or through more subtle means such as exclusion.9 |
| Corporate Social Responsibility | A business model that helps a company be socially accountable to itself, its stakeholders, and the public. CSR initiatives seek to make a positive impact on local communities and the environment. It is the way through which a company achieves a balance of economic, environmental and social imperatives.22 |
| Cultural Appropriation | Originally coined to describe the effects of colonialism, cultural appropriation generally entails adopting aspects of a minority culture by someone outside the culture, without sufficient understanding of its context or respect for the meaning and value of the original. Cultural appropriation done in a way that promotes disrespectful cultural or racial stereotypes is considered particularly harmful.23 |
| Cultural Assimilation | When an individual, family, or group gives up certain aspects of its culture in order to adapt to the dominant culture.24 |
| Cultural Competence | The ability to understand, appreciate, and effectively interact with people from different cultures.25 |
| Cultural Intelligence (CQ) | The capability to adapt, relate and work effectively across cultures. People with high CQ are not experts in every kind of culture. Instead, they have the skills to go into new environments with confidence, and to make informed judgments based on observations and evidence as opposed to stereotypes and biases. They recognize shared influences among particular groups. Developing CQ allows one to be attuned to the values, beliefs and attitudes of people from different cultures and to respond with informed empathy and real understanding.26 |
| Cultural Pluralism | Recognition of the contribution of each group to a common civilization. It encourages the maintenance and development of different life styles, languages and convictions. It strives to create the conditions of harmony and respect within a culturally diverse society.27 |
| Cultural Sensitivity | Being aware that cultural differences and similarities between people exist without assigning them a value. Cultural sensitivity skills can ensure the ability to work effectively alongside people with different cultural attitudes and behaviors.9 |
| Culture | A social system of meaning and custom that is developed by a group of people to assure its adaptation and survival. These groups are distinguished by a set of unspoken rules that shape values, beliefs, habits, patterns of thinking, behaviors and styles of communication.28 |
| D&I | Diversity & Inclusion.29 |
| DEI | Diversity, Equity, and Inclusion.30 |
| DEIA | Diversity, Equity, Inclusion & Accessibility.31 |
| DEIB | Diversity, Equity, Inclusion & Belonging.31 |
| Denial | In the context of DEI, denial is the refusal to acknowledge the societal privileges that are granted or denied based on an individual’s identity components. Those who are in a stage of denial tend to believe, “People are people. We are all alike regardless of the color of our skin.” In this way, the existence of a hierarchical system of privileges based on ethnicity or race are ignored.32 |
| Disability | A physical or mental impairment that substantially limits one or more major life activities of an individual; a record of such an impairment; or being regarded as having such an impairment (from the Americans with Disabilities Act of 1990). Disabilities can be visible or invisible, and not all people with examples of disabilities consider themselves disabled.33 |
| Discrimination | Prejudiced treatment of a person on the basis of the social groups to which they belong, and stereotypes about those groups. When committed by an individual, discrimination can be broken down into two types: traditional discrimination (openly negative treatment) and modern discrimination (subtle negative treatment).29 |
| Diversity | The range of human differences that exist among people in terms of race, ethnicity, gender identity, sexual orientation, age, religion, ability status etc.34 |
| Emotional Tax | The combination of being on guard to protect against bias, feeling different at work because of gender, race, and/or ethnicity, and the associated effects on health, well-being, and ability to thrive at work. Similar to emotional labor.35 |
| Employee Resource Group (ERG) | ERGs (also known as BRGs – Business Resource Groups) are communities of employees organized around a common dimension (similar backgrounds, experiences or interests) to network, share views, learn from others, further professional growth and development, and drive business.36 |
| Empowerment | The state of being empowered to do something: the power, right, or authority to do something.29 |
| English as a Second Language (ESL) | A term used to describe language learning programs in the United States for individuals for whom English is not their first or native language.37 |
| Environmental Equity | Measures the amelioration of the myriad inequities and disproportionate impacts that groups in society have faced, especially in the realm of environmental protection and access to nature and the environmental goods that aren’t equally shared.26 |
| Equal Employment Opportunity (EEO) | Title VII of the Civil Rights Act of 1964 prohibit discrimination in any aspect of employment based on an individual’s race, color, religion, sex, or national origin.9 |
| Equality | Evenly distributed access to resources and opportunity necessary for a safe and healthy life; uniform distribution of access to ensure fairness.9 |
| Essentialism | The practice of categorizing an entire group based on assumptions about what constitutes the “essence” of that group. Essentialism prevents individuals from remaining open to individual differences within groups.32 |
| Ethnicity | A socially or politically constructed group based on cultural criteria, such as language, customs, and shared history.29 |
| Ethnocentrism | The practice of using a particular ethnic group as a frame of reference, basis of judgment, or standard criteria from which to view the world. Ethnocentrism favors one ethnic group’s cultural norms and excludes the realities and experiences of other ethnic groups.32 |
| Eurocentrism | The practice of using Europe and European culture as a frame of reference or standard criteria from which to view the world. Eurocentrism favors European cultural norms and excludes the realities and experiences of other cultural groups.38 |
| Feminism | The belief that all genders have equal rights and opportunities.39 |
| Gaslighting | First popularized in the 1944 movie Gas Light, it means a deliberate attempt to undermine a victim’s sense of reality or sanity. In a work context, it usually means behaviors that undermine the success, self-confidence, self-esteem, or well-being of the target. For people in underrepresented or less powerful groups, it is more likely to occur, with more severe and harmful cumulative effects. Tactics can include withholding (critical information, meeting invitations, silent treatment), isolation (exclusion, causing conflict with coworkers), and discrediting (consistently shooting down the target’s ideas, ignoring or taking credit for them).31 |
| Gay | People of the same sex who are attracted sexually and emotionally to each other. More commonly utilized to describe male attraction to other males.32 |
| Gender | Social constructed categories of masculinity/manhood and femininity and womanhood.15 |
| Gender Fluid/Genderfluid | A person whose gender identification and presentation shifts, whether within or outside of societal, gender-based expectations. Being fluid in motion between two or more genders. |
| Gender Identity | A personal conception of one’s own gender; often in relation to a gender opposition between masculinity and femininity. Gender expression is how people externally communicate or perform their gender identity to others.40 |
| Gender Nonconforming or Gender Non-binary | Gender non-conforming, non-binary, and gender fluid means you don’t identify fully as a man or a boy (male, masculine) or a woman or a girl (female, feminine).41 |
| Gender-Neutral | Used to denote a unisex or all-gender inclusive space, language, etc. Examples: a gender-neutral bathroom is a bathroom open to people of any gender identity and expression; gender-neutral job descriptions are used to attract qualified, diverse candidates.7 |
| Global Environmental Racism | Race is a potent factor in sorting people into their physical environment and explaining social inequality, political exploitation, social isolation, and quality of life. Racism influences land use, industrial facility siting, housing patterns, infrastructure development, and “who gets what, when, where, and how much.” Environmental racism refers to any policy, practice, or directive that differentially affects or disadvantages (whether intended or unintended) individuals, groups, or communities based on race or color.9 |
| Harassment | Unwelcome, intimidating, exclusionary, threatening or hostile behavior against an individual that is based on a category protected by law.42 |
| Hazing | Verbal and physical testing, often of newcomers into a society or group, that may range from practical joking to tests of physical and mental endurance.5 |
| Health at Every Size (HAES) | Known by the acronym HAES, a social and health promotion movement that challenges social stigma based on weight, size, and shape. The movement emphasizes body positivity, health outcomes, and eating and movement for well-being rather than weight control.5 |
| Heteronormativity | Attitudes and behaviors that incorrectly assume gender is binary, ignoring genders besides women and men, and that people should and will align with conventional expectations of society for gender identity, gender expression, and sexual and romantic attraction. For example, someone assigned female at birth is expected to 1) have a body that is considered “female” by the dominant culture, 2) identify as a girl or woman, 3) act feminine and fulfill the roles associated with girls and/or women, and 4) be romantically and sexually attracted to men. 67 |
| Heterosexism | Social structures and practices which serve to elevate and enforce heterosexuality while subordinating or suppressing other forms of sexuality.43 |
| Hispanic | The U.S. Census Bureau defines Hispanic as people who classified themselves as Spanish, Hispanic, or Latino/Latine/Latinx categories, which also included the subgroups Mexican, Mexican American, Chicano, Puerto Rican or Cuban.32 |
| Homophobia | Prejudice against individuals who identify as LGBTQIA+ (Lesbian, gay, bisexual, transgender/transexual, queer/questioning, intersex, and allied/asexual/aromantic/agender).44 |
| Human Rights | The basic rights and freedoms to which all humans are entitled, often held to include the right to life and liberty, freedom of though and expression, and equality before the law.45 |
| Identity Group | A particular group, culture, or community with which an individual identifies or shares a sense of belonging. Individual agency is crucial for identity development; no person should be pressured to identify with any existing group, but instead the freedom to self-identify on their own terms.46 |
| Identity-First Language | Many people with disabilities embrace identity-first (rather than person-first, and is a personal preference) language, which positions disability as an identity category. In identity-first language, the identifying word comes first in the sentence and highlights the person’s embrace of their identity. For example, “autistic person” as opposed to “person with autism”.9 |
| Implicit Bias | Implicit biases (also called: Unconscious Bias) are negative associations that people unknowingly hold. They are expressed automatically and without conscious awareness. Many studies have indicated that implicit biases affect individuals’ attitudes and actions, thus creating real-world implications, even though individuals may not even be aware that those biases exist within themselves. Implicit biases may be held by an individual, group, or institution and can have negative or positive consequences.7 |
| Inclusion | The act of creating an environment where all individuals feel valued, respected, and included.47 |
| Indigenous | Peoples in independent countries who are regarded as Indigenous on account of their descent from the populations which inhabited the country, or a geographical region to which the country belongs, at the time of conquest or colonisation or the establishment of present state boundaries and who, irrespective of their legal status, retain some or all of their own social, economic, cultural and political institutions.48 Institutional Racism |
| Institutional Racism | A pattern of social institutions—such as governmental organizations, schools, banks, and courts of law—giving negative treatment to a group of people based on their race.29 |
| Intent vs. Impact | Our intentions (what we want or hope to do) don’t always align with what we say or do which can impact how others receive what one says and does. INTENT Refers to what you hope or want to do when choosing to perform an action. IMPACT Refers to the reality (e.g. results) of your actions/ behaviors. The resulting impact may not always align with what you intended. Owning the impact: When one’s impact is being called into question, especially if the action is perpetuating oppression, it is important to recognize the action is being called into question not the person/overall character.49 |
| Intersectionality | The interconnected nature of multiple social identities and how they intersect to create unique experiences of oppression and privilege.50 |
| JEDI | Justice, Equity, Diversity & Inclusion.51 |
| Justice | Presence of systems and supports (e.g. policies, practices, norms) that achieve and sustain fair treatment, equitable opportunities, and outcomes for people of all races. Systematic, proactive reinforcement.5 |
| Latine | Latine is also a gender-neutral form of the word Latino, created by gender non-binary and feminist communities in Spanish-speaking countries.53 |
| Latinx | Used as a gender-neutral or non-binary alternative to Latino or Latina to describe a person of Latin American origin or descent.53 |
| LGBTQIA+ | Lesbian, gay, bisexual, transgender/transexual, queer/questioning, intersex, and allied/asexual/aromantic/agender.17 |
| Marginalization | To relegate to an unimportant or powerless position within a society or group.54 |
| Micro-inequity | Subtle, often unconscious, messages that devalue, discourage and impair workplace performance.55 |
| Microaffirmation | A microaffirmation is a small gesture of inclusion, caring, or kindness. They include listening, providing comfort and support, being an ally, and explicitly valuing the contributions and presence of all. It is particularly helpful for those with greater power or seniority to “model” affirming behavior.31 |
| Microaggression | A comment or action that unconsciously or unintentionally expresses or reveals a prejudiced attitude toward a member of a marginalized group, such as a racial minority. These small, common occurrences include insults, slights, stereotyping, undermining, devaluing, delegitimizing, overlooking or excluding someone. Over time, microaggressions can isolate and alienate those on the receiving end, and affect their health and well-being.31 |
| Microinsults | Communications that subtly exclude, negate or nullify the thoughts, feelings or experiential reality of a marginalized individuals.9 |
| Microinvalidations | Verbal and nonverbal communications that subtly convey rudeness and insensitivity and demean a person’s racial heritage or identity.56 |
| Neurodiversity | When neurological differences are recognized and respected as are any other kind of human differences or variations. These differences can include Dyspraxia, Dyslexia, Attention Deficit Hyperactivity Disorder, Dyscalculia, Autistic Spectrum, and Tourette Syndrome.57 |
| Neurotypical | “Neurotypical, often abbreviated as NT, means having a style of neurocognitive functioning that falls within the dominant societal standards of “normal.” Neurotypical can be used as either an adjective (“He’s neurotypical”) or a noun (“He’s a neurotypical”).” (Neurocosmopolitanism) 67 |
| Non-binary | An umbrella term for people whose gender identity doesn’t sit comfortably with ‘man’ or ‘woman’. Non-binary identities are varied and can include people who identify with some aspects of binary identities, while others reject them entirely.58 |
| Oppression | Systematic mistreatment by those in power towards marginalized groups.59 |
| Pan-Africanism | Describes the theory relating to the desire to educate all peoples of the African diaspora of their common plight and the connections between them. Some theorists promote linking all African countries across the continent through a common government, language, ideology, or belief.9 |
| Pansexuality | The romantic, emotional, and/or sexual attraction to people regardless of their gender.60 |
| Performative Allyship | When an individual or group of power/majority/privilege (e.g., white, male, abled, unqueer, etc) loudly profess(es) their actions in the name of ‘allyship,’ while actively conducting harm to, taking focus away from, and generally being unhelpful towards the group they claim to support, often to receive praise and attention, without taking critical action to dismantle the systems of harm.61 |
| Phobia | In mental and emotional wellness, a phobia is a marked and persistent fear that is excessive in proportion to the actual threat or danger the situation presents. Historically, this term has been used inaccurately to refer to systems of oppression (i.e. homophobia has been used to refer to heterosexism.) As a staff, we’ve been intentionally moving away from using words like "transphobic,” “homophobic,” and "biphobic" because they inaccurately describe systems of oppression as irrational fears, and, for some people, phobias are a very distressing part of their lived experience and co-opting this language is disrespectful to their experiences and perpetuates ableism. |
| POC | Person of Color. In the United States, the term includes African Americans/Black people, Asian Americans, Indigenous Americans, Pacific Islander Americans, multiracial Americans, and some Latine/ Latinx Americans.62 |
| Positionality | Social identities in relation to power, which influences the way we understand the world and our interactions with others.63 |
| Prejudice | ‘Pre-judgement’ Personal bias for or against anything, all humans have bias and prejudice.64 |
| Privilege | An unearned, sustained advantage that comes from race, gender, sexuality, ability, socioeconomic status, age, and other differences. For example, readers are invited to “unpack” white and male privilege in these papers by Wellesley College’s Peggy McIntosh. |
| Pronouns | Words to refer to a person after initially using their name. Gendered pronouns include she/her, he/him, they/them, ze/hir, ey/em, and more. 31 |
| Queer | "An umbrella term used by people who wish to describe themselves as neither heterosexual nor cisgender. Racism: A belief that racial differences produce or are associated with inherent superiority or inferiority. Racially-based prejudice, discrimination, hostility or hatred. Institutionalized racism, also known as systemic racism, refers to forms of racism that are ingrained in society or organizations. It is when entire racial groups are discriminated against, or consistently disadvantaged, by larger social systems, practices, choices or policies.31" |
| Racism | Belief that some races of people are better than others.65 |
| Sexual Orientation | A concept referring to sexual desire and preference for emotional and sexual relationships with others based on their sex/gender; often implies that sexual object choice is an essential in-born characteristic, so may be problematic to some.29 |
| Sizeism | The pervasive system of discrimination and exclusion that oppresses people who have bodies that society has labeled as “overweight,” as well as people of short stature. Hxstorically speaking, fat people’s bodies have been labeled as unhealthy, undesirable, and lazy; this fails to complicate narratives around health and healthy living. This form of oppression has been referred to as fatphobia. |
| Social Justice | Active engagement toward equity and inclusion that addresses issues of institutional, structural, and environmental inequity, power, and privilege.29 |
| Spectrum | "A range or sliding scale. Aspects of one's identity like sexual orientation, gender identity, and gender expression exist on a spectrum. For example, with sexual orientation, the attraction to men, women, or someone of another gender all exist on separate spectrums. Someone might feel a little attracted to men, very much attracted to women, and moderate attraction to people outside this binary. Please also see the Gender Unicorn to learn more about these aspects of identity. *The phrase “on the spectrum” is more commonly used to refer to identifying on the autism spectrum rather than sexuality or gender. 68" |
| Stereotypes | Assumptions we make about people on the basis of the social groups to which they belong.29 |
| Systemic Racism | (AKA structural racism or institutional racism) Systems and structures that have procedures or processes that disadvantage African American/Black people, Indigenous people, Latinx/Latine people, and People of Color.29 |
| Tolerance | The attitude of someone who is willing to accept someone else’s beliefs, way of life, etc. without criticizing them even if they disagree with them.30 |
| Transgender | People whose gender identity is different from the gender they were assigned at birth. “Trans” is often used as shorthand for transgender.29 |
| Unconscious Bias | Unconscious biases are social stereotypes about certain groups of people that individuals form outside their own conscious awareness. Everyone holds unconscious beliefs about various social and identity groups, and these biases stem from one’s tendency to organize social worlds by categorizing.66 |
| Undocumented | People are who are born outside of the country to which they immigrated, who do not have documentation that grants legal rights related to residency and/or citizenship. |
| URM | An abbreviation for Under-Represented Minorities. Some institutions have defined sub-groups within larger racial/ethnic minority groups that are particularly under-represented relative to their size. For example, in a given field, Mexican-Americans may be an underrepresented minority, even if Hispanic/Latinx/Latine people are otherwise proportionately represented.31 |
| White Fragility | Coined by Robin D’Angelo in this article, it is used to describe the privilege that accrues white people living in a society that protects and insulates them from race-based stress. D’Angelo argues that this builds an expectation of always feeling comfortable and safe, which in turn lowers the ability to tolerate racial stress and triggers a range of defensive reactions.31 |
| White Privilege | A concept that highlights the unfair societal advantages that white people have over non-white people. It is something that is pervasive throughout society and exists in all of the major systems and institutions that operate in society, as well as on an interpersonal level.29 |
| Workplace Inclusion | An atmosphere where all employees belong, contribute, and can thrive. Requires deliberate and intentional action.35 |
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