, Equity and Inclusion - Glossary of Terms

Table of Contents

A - C ...... 10

AAPI0B OR API ...... 10 A1B BILITY ...... 10 A1B BILITY PRIVILEGE ...... 10 A2B BLEISM ...... 10 A3B CCESS ...... 10 A4B CCESSIBILITY ...... 10 A5B CCOMPLICE(S) ...... 10 A6B CCULTURATION ...... 10 A7B CE ...... 10 A8B DULT-ISM ...... 10 A9B DVOCATE ...... 10 A10B FFINITY ...... 10 A11B FFINITY GROUPS ...... 10 A12B FFIRMATIVE ACTION ...... 11 A13B FRICAN AMERICAN ...... 11 A14B GEISM ...... 11 A15B ...... 11 A16B GENT ...... 11 A17B LLY ...... 11 A18B LLYSHIP ...... 11 A19B MERICAN INDIAN ...... 11 A20B NDROGYNE ...... 11 A21B NDROGYNOUS ...... 11 A22B NDROGYNY ...... 11 A23B NGLO ...... 11 A24B NTI- ...... 11 A25B NTI- ...... 11 A26B NTI‐SEMITISM ...... 11 A27B ROMANTIC ...... 11 A28B SEXUAL ...... 12 A29B SIAN ...... 12 A30B SSIMILATE ...... 12 A31B SSIMILATION ...... 12 A32B THEISM ...... 12 A33B TTRIBUTION ERROR ...... 12 A34B UTHENTIC SELF ...... 12 B35B ABY BOOMER ...... 12 B36B EHAVIORAL DIVERSITY ...... 12 B37B ELONGING ...... 12 B38B IAS ...... 12 B39B IAS INCIDENT ...... 13 B40B I-CULTURAL ...... 13

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B41B IGOTRY...... 13 B42B INARY THINKING ...... 13 B43B IOLOGICAL SEX ...... 13 B44B IPHOBIA ...... 13 BIPOC45B ...... 13 B46B IRACIAL ...... 13 B47B ISEXUAL/BI ...... 14 B48B ISEXUALITY ...... 14 B49B LACK ...... 14 BME50B OR BAME ...... 14 B51B RAVE SPACE ...... 14 B52B ULLYING ...... 14 B53B UTCH ...... 14 B54B YSTANDER ...... 14 C55B ATEGORIZATION ...... 14 C56B AUCASIAN ...... 14 C57B ISGENDER OR CIS ...... 14 C58B IS- ...... 14 C59B LASSISM ...... 14 C60B OALITION ...... 14 C61B ODIFICATION ...... 14 C62B OGNITIVE DISSONANCE ...... 15 C63B OGNITIVE DIVERSITY ...... 15 C64B OLLUSION ...... 15 C65B OLONIALISM ...... 15 C66B OLOR ...... 15 C67B OLOR BLIND ...... 15 C68B OLORISM ...... 15 C69B OMMUNICATION ...... 15 C70B ONFIRMATION BIAS ...... 15 C71B ONSCIOUS BIAS (EXPLICIT BIAS) ...... 15 C72B ONSCIOUS ...... 15 C73B O-CONSPIRATOR ...... 15 C74B O-OPTATION ...... 15 C75B O-OPTION ...... 15 C76B ORPORATE SOCIAL RESPONSIBILITY ...... 15 C77B OVER ...... 16 C78B REATIVE ABRASION ...... 16 C79B RITICAL RACE THEORY ...... 16 C80B ROSS-CULTURAL ...... 16 C81B ULTURAL APPROPRIATION ...... 16 C82B ULTURAL ASSIMILATION ...... 16 C83B ULTURAL COMPETENCE ...... 17 C84B ULTURAL HUMILITY ...... 17 C85B ULTURAL INTELLIGENCE (CQ) ...... 17 C86B ULTURAL PLURALISM ...... 17 C87B ULTURAL SENSITIVITY ...... 17

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C88B ULTURALLY RESPONSIVE PEDAGOGY ...... 18 C89B ULTURE ...... 18 C90B ULTURE FIT ...... 18

D - F ...... 19

D&I/DI91B ...... 19 D.A.C.A92B (DEFERRED ACTION FOR CHILDHOOD ARRIVALS) ...... 19 D93B EADNAMING ...... 19 DE&I/DEI94B ...... 19 D95B ENIAL ...... 19 D96B IALOGUE ...... 19 D97B IASPORA...... 19 D98B ISABILITY ...... 19 D99B ISABLED VETERANS ...... 19 D100B ISABLISM ...... 19 D101B ISCRIMINATION ...... 19 D102B IVERSITY ...... 20 D103B OING GENDER ...... 20 D104B OMESTIC PARTNER ...... 20 D105B OMINANT ...... 20 D106B OMINANT CULTURE ...... 20 D107B RAG QUEEN / KING ...... 20 E108B AST INDIAN ...... 20 E109B FFECTIVE ...... 20 E110B MOTIONAL TAX ...... 20 E111B MPLOYEE RESOURCE GROUP ...... 20 E112B MPOWERMENT ...... 20 E113B NVIRONMENTAL EQUITY ...... 20 E114B QUAL EMPLOYMENT OPPORTUNITY ...... 21 E115B QUALITY ...... 21 E116B QUITY ...... 21 ESL117B ...... 21 E118B SSENTIALISM ...... 21 E119B THNIC GROUPS ...... 21 E120B THNICITY ...... 21 E121B THNOCENTRICITY ...... 21 E122B THNOCENTRISM ...... 21 E123B URO-CENTRIC ...... 22 E124B UROCENTRISM ...... 22 F125B EMINISM ...... 22 F126B EMME ...... 22 F127B IRST NATIONS PEOPLE ...... 22 F128B UNDAMENTAL ATTRIBUTION ERROR ...... 22

G - I ...... 22

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G129B ASLIGHTING ...... 22 G130B AY ...... 22 G131B ENDER ...... 22 G132B ENDER BENDING ...... 23 G133B ENDER DYSPHORIA (GENDER IDENTITY DISORDER) ...... 23 G134B ENDER EXPANSIVE (GENDER NON-CONFIRMING) ...... 23 G135B ENDER EXPRESSION ...... 23 G136B ENDER FLUID ...... 23 G137B ENDER IDENTITY ...... 23 G138B ENDER NEUTRAL ...... 23 G139B ENDER NON-CONFORMING ...... 23 G140B ENDER PRIVILEGE ...... 23 G141B ENDER PRONOUNS ...... 24 G142B ENDER QUEER ...... 24 G143B ENDER REASSIGNMENT ...... 24 G144B ENERATION X ...... 24 G145B ENERATION Y ...... 24 G146B ENETIC INFORMATION ...... 24 G147B LOBAL ENVIRONMENTAL RACISM ...... 24 G148B ROUPTHINK...... 24 GSD149B ...... 24 H150B ARASSMENT ...... 24 H151B ATE CRIME ...... 24 H152B AZING ...... 24 H153B EPEATING ...... 24 H154B ERMAPHRODITE ...... 24 H155B ETERONORMATIVITY ...... 24 H156B ETEROSEXISM ...... 24 H157B ETEROSEXUAL PRIVILEGE ...... 25 H158B ETEROSEXUAL/STRAIGHT ...... 25 H159B ETEROSEXUALITY ...... 25 H160B ISPANIC ...... 25 H161B OMOPHOBIA ...... 25 H162B OMOSEXUAL ...... 25 H163B UMAN RIGHTS ...... 25 H164B UMILITY ...... 25 I165B DENTITY GROUP ...... 25 I166B DENTITY-FIRST LANGUAGE ...... 25 I167B MPLICIT BIAS ...... 26 I168B MPOSTER SYNDROME ...... 26 I169B NCLUSION ...... 26 I170B NCLUSIVE LANGUAGE ...... 26 I171B NCLUSIVE LEADER ...... 26 I172B NCLUSIVENESS/INCLUSION ...... 26 I173B NDIGENOUS ...... 26 I174B NDIVIDUAL RACISM ...... 26 I175B N-GROUP BIAS (FAVORITISM) ...... 26

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I176B NNATE DIVERSITY ...... 26 I177B NSIDER ...... 26 I178B NSTITUTIONAL RACISM ...... 27 I179B NTENT VS. IMPACT ...... 27 I180B NTERCULTURAL ...... 27 I181B NTERCULTURAL COMPETENCY ...... 27 I182B NTERCULTURAL EFFECTIVENESS ...... 27 I183B NTER-GROUP CONFLICT ...... 27 I184B NTERNALIZED ...... 27 I185B NTERNALIZED OPPRESSION ...... 27 I186B NTERNALIZED RACISM ...... 28 I187B NTERPRETATION ...... 28 I188B NTERSECTIONALITY ...... 28 I189B NTERSEX ...... 28 I190B NVISIBLE (HIDDEN DISABILITY) ...... 28 I191B SLAMOPHOBIA ...... 28 ISM192B ...... 28 -193B ISMS ...... 28

L - P ...... 28

L194B ATINO ...... 28 L195B EADERSHIP ...... 29 LEP196B ...... 29 L197B ESBIAN ...... 29 L198B ESBOPHOBIA ...... 29 LGBTQIA199B ...... 29 L200B INES OF DIFFERENCE ...... 29 L201B OOK-ISM ...... 29 M202B ANSPLAIN ...... 29 M203B ARGINALIZATION ...... 29 M204B ARGINALIZED ...... 29 M205B ENTOR ...... 29 M206B ICROADVANTAGES ...... 29 M207B ICROAFFIRMATIONS ...... 29 M208B ICROAGGRESSIONS ...... 29 M209B ICRO-INEQUITY ...... 30 M210B ICRO-INSULTS ...... 30 M211B ICRO-INVALIDATIONS ...... 30 M212B ILITARY SPOUSE ...... 30 M213B ILITARY STATUS ...... 30 M214B ILLENNIAL ...... 31 M215B INORITY ...... 31 M216B ISANDRY ...... 31 M217B ISOGYNY...... 31 M218B ODEL MINORITY ...... 31 M219B ONO-RACIAL ...... 31 Page | 6 © Leading Culture Solutions 2021 Diversity, Equity and Inclusion - Glossary of Terms

M220B ULTICULTURAL ...... 31 M221B ULTI-CULTURAL ...... 31 M222B ULTICULTURALISM ...... 31 M223B ULTI-ETHNIC...... 31 M224B ULTIPLICITY ...... 31 M225B ULTIRACIAL, MIXED HERITAGE, DUAL HERITAGE, MIXED-RACE, MIXED-ETHNICITY, “MIXED” ...... 31 N226B AMING ...... 31 N227B ATIONAL GUARD & RESERVE SERVICE ...... 31 N228B ATIONAL ORIGIN ...... 31 N229B ATIONALITY ...... 31 N230B ATIVE AMERICAN ...... 32 N231B EO-COLONIZATION ...... 32 N232B EO-LIBERALISM ...... 32 N233B EURODIVERSITY ...... 32 N234B ON-BINARY ...... 32 N235B ON-DOMINANT ...... 32 N236B ON-WHITE ...... 32 N237B ORM ...... 32 O238B PPRESSION ...... 33 O239B THERING ...... 33 O240B UTGROUP BIAS ...... 33 O241B UTSIDER ...... 33 P242B AN/PANSEXUAL ...... 33 P243B AN-AFRICANISM ...... 33 P244B ANSEXUALITY ...... 33 P245B AY EQUITY ...... 33 P246B EOPLE/PERSON OF COLOR (POC) ...... 33 P247B EOPLE/PERSON WITH ...... 34 P248B EOPLE/PERSON-FIRST LANGUAGE ...... 34 P249B ERFORMATIVE ALLYSHIP ...... 34 P250B ERSONAL IDENTITY ...... 34 P251B OLYAMORY ...... 34 P252B OST-RACIAL ...... 34 P253B OWER ...... 34 P254B OWER-OVER...... 34 P255B OWER-WITH ...... 34 P256B REJUDICE ...... 34 P257B RIVILEGE ...... 35 P258B RIVILEGED GROUP MEMBER ...... 35 P259B RONOUN/PERSON GENDER PRONOUN ...... 35 P260B SYCHOLOGICAL SAFETY ...... 35

Q - T ...... 35

Q261B UEER ...... 35 Q262B UESTIONING ...... 35 R263B ACE ...... 36 Page | 7 © Leading Culture Solutions 2021 Diversity, Equity and Inclusion - Glossary of Terms

R264B ACIAL AND ETHNIC IDENTITY ...... 36 R265B ACIAL EQUITY ...... 36 R266B ACIAL PROFILING ...... 36 R267B ACISM ...... 36 R268B ACISM (ENDORSED BY DISMANTLING RACISM TRAINING) ...... 36 R269B AINBOW FLAG ...... 36 R270B E-FENCING (EXCEPTION-MAKING) ...... 36 R271B ELIGION ...... 36 R272B ELIGIONISM ...... 36 R273B ESILIENCE ...... 37 R274B ESPECT ...... 37 R275B EVERSE ...... 37 S276B AFE SPACE ...... 37 S277B AFER SPACE ...... 37 S278B ALIENCY ...... 37 S279B CAPEGOATING ...... 37 S280B EX ...... 37 S281B EXISM ...... 37 S282B EXUAL ORIENTATION ...... 37 S283B ILENCING ...... 38 S284B ILENT ...... 38 S285B OCIAL CONSTRUCT ...... 38 S286B OCIAL IDENTITY ...... 38 S287B OCIAL IDENTITY DEVELOPMENT ...... 38 S288B OCIAL JUSTICE ...... 38 S289B OCIAL OPPRESSION ...... 38 S290B OCIAL POWER ...... 38 S291B OCIAL SELF-ESTEEM ...... 38 S292B OCIAL SELF-VIEW ...... 39 S293B OCIOECONOMIC PRIVILEGE ...... 39 SOGIE294B ...... 39 S295B PECIAL DISABLED VETERANS ...... 39 S296B PONSOR ...... 39 S297B TAKEHOLDER CAPITALISM ...... 39 S298B TEREOTYPE ...... 39 S299B TEREOTYPE THREAT ...... 39 S300B TRAIGHT ...... 39 S301B UPPLIER DIVERSITY ...... 39 S302B YSTEM OF OPPRESSION ...... 40 T303B OKEN-ISM ...... 40 T304B OLERANCE ...... 40 T305B RANS ...... 40 T306B RANS OR TRANSGENDER ...... 40 T307B RANSCULTURAL ...... 40 T308B RANSGRESSIVE ...... 40 T309B RANSITIONING ...... 40 T310B RANSLATION ...... 40

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T311B RANSPHOBIA ...... 40 T312B RANSSEXUAL ...... 40 T313B WO-SPIRIT ...... 41

U - Z ...... 42

U314B NCONSCIOUS BIAS ...... 42 U315B NDERREPRESENTED GROUPS ...... 42 U316B NDOCUMENTED ...... 42 U317B NDOCUMENTED STUDENT ...... 42 U318B PSTANDER ...... 42 US319B IAN/U.S. AMERICAN ...... 42 V320B ETERAN ...... 42 V321B ETERAN STATUS ...... 42 W322B ESTERN-CENTRISM ...... 43 W323B HITE ...... 43 W324B HITE CENTERING ...... 43 W325B HITE DOMINANT CULTURE ...... 43 W326B HITE FRAGILITY ...... 43 W327B HITE PRIVILEGE ...... 43 W328B HITE SUPREMACY ...... 43 W329B HITENESS ...... 43 W330B ORKFORCE DIVERSITY ...... 43 W331B ORKPLACE INCLUSION ...... 43 W332B ORLDVIEW ...... 44 X333B ENOPHOBIA ...... 44 Z334B ERO SUM GAME ...... 44

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A ‐ C

“Asian Americans & Pacific Islanders” or “Asian-Pacific Americans”. This label has AAPI0B or API widespread usage across educational and political contexts and was intended to cast off the derogatory “oriental” term in the 1960s. Asian Americans and Pacific Islanders share a number of intersecting histories and issues. Still, it can be considered reductive or tough to relate to and unions and groups may prefer different terminology. The quality or state of being able especially: physical, mental, or legal. Ability1B Unearned benefits, rights or advantages enjoyed by individuals who do not have or Ability1B Privilege are perceived not to have a disability. Dominant attitudes in society that assume there is an ideal body and mind, leading Ableism2B to discriminatory behaviors toward people who differ from this norm.

Discrimination against persons with mental and/or physical disabilities; social structures that favor able-bodied individuals. (The National Multicultural Institute) Creating and advancing barrier-free design, standards, systems, processes, and Access3B environments to provide all individuals, regardless of ability, background, identity or situation, an effective opportunity to take part in, use and enjoy the benefits of employment, programs, services, activities, communication, facilities, electronic/information technology, and business opportunities. The design, development or state of physical or digital environments, resources and Accessibility4B services that are easy to reach, enter, use, see, etc. for all users. The actions of an accomplice are meant to directly challenge institutionalized racism, Accomplice(s)5B colonization, and by blocking or impeding racist people, policies and structures.

The process of learning and incorporating the language, values, beliefs, and Acculturation6B 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. (The National Multicultural Institute) Ace is an umbrella term used to describe a variation in levels of romantic and/or Ace7B sexual attraction, including a lack of attraction. Prejudiced thoughts and discriminatory actions against young people, in favor of the Adult8B -ism older person(s). Someone who speaks up for themselves and members of their identity group, e.g., a Advocate9B person who lobbies for equal pay for a specific group. The tendency to connect with people who look and seem most like ourselves. Affinity10B Bias A group of people who share the same interest or purpose such as gender, age, Affinity11B Groups religion, race or sexual orientation.

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Proactive policies and procedures for remedying the effect of past discrimination and Affirmative12B Action 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). (Society for Human Resources Management) Preferred term for a person who is visually identified, or self-identifies, as having African13B American biological origins anywhere in the African continent and is (usually, but not always) dark-skinned. See “race”.

Stereotyping and discriminating against individuals on the basis of their age. Ageism14B Not identifying with any gender, the feeling of having no gender. A15B gender The perpetrator of oppression and/or discrimination; usually a member of the Agent16B dominant, non‐target identity group. A person who may or may not be part of the LGBT+ community but supports their Ally17B rights and promotes equality for all. 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. (Center for Assessment and Policy Development). Allyship is using your position of privilege to make a more inclusive workplace. Allyship18B See “Native American” American19B Indian A person whose biological sex is not readily apparent, whether intentionally or Androgyne20B unintentionally. Someone who reflects an appearance that is both masculine and feminine, or who Androgynous21B appears to be neither or both a male and a female. A person who rejects gender roles entirely. Androgyny22B Term often used for White people in the southwestern U.S. See “White” Anglo23B Recognizing and deconstructing the systemic, institutional and personal forms of Anti24B -Oppression disempowerment used by certain groups over others; actively challenging the different forms of oppression. (Center for Anti-Oppressive Education)

The work of actively opposing discrimination based on race by advocating for Anti25B -Racism changes in political, economic, and social life. Anti-racism tends to be an individualized approach, which is set up to counter an individual’s racist behaviors and impact. (Time’s Up).

Today, anti-racism is perhaps most closely associated with Ibram X. Kendi, the founding director of American University's anti-racist research center who popularized the concept with his 2019 book "How to be an Anti-Racist." In it, he wrote: "The only way to undo racism is to consistently identify and describe it — and then dismantle it." (Business Insider) The fear or hatred of Jews, Judaism and related symbols. Anti‐Semitism26B A person who experiences little to no emotional or romantic to other people. Aromantic27B Sometimes aromantic people abbreviate the term to Ace. Page | 11 © Leading Culture Solutions 2021 Diversity, Equity and Inclusion - Glossary of Terms

Refers to a person who doesn’t experience sexual attraction. Asexual28B Preferred term for a person who is visually identified, or self-identifies, as having Asian29B biological origins anywhere in the Asian continent (excluding Russia and the Middle East but including India).

Preferable to the term “Oriental” which is considered outdated and more appropriate for referring to objects than people. “Asian” also collapses billions of people in multiple countries and cultures speaking hundreds of languages into a simplified term that can hide or gloss over their tremendous diversity.

Native Hawaiians and Pacific islanders (people having biological origins in the island nations of the Pacific) are sometimes included in this category, sometimes not. The phenomenon that occurs when people belonging to the non-dominant group Assimilate30B adjust or integrate their behaviors or attitudes in an attempt to be accepted into the dominant group’s culture norms either willingly or forcibly, for the sake of personal and/or professional survival (i.e., to gain/sustain access to the same opportunities and resources as the dominant group). A process by which outsiders (persons who are others by virtue of cultural heritage, Assimilation31B gender, age, religious background, and so forth) are brought into, or made to take on the existing identity of the group into which they are being assimilated. The term has had a negative connotation in recent educational literature, imposing coercion and a failure to recognize and value diversity. It is also understood as a survival technique for individuals or groups. Disbelief or lack of belief in the existence of God or gods. Atheism32B Using a false assumption to explain someone’s behavior. Attribution33B Error Acting in alignment with your identity. Based on varied circumstances, may be Authentic34B Self expressed or suppressed. A member of the generation born between 1945 and 1964, with distinct cultural Baby35B Boomer characteristics born out of the social and historical experience of that age cohort Behavioral Diversity relates to personal experiences that help shape our world view Behavioral36B Diversity to be more open-minded and accepting of others who are different than us. The feeling of security and support when there is a sense of acceptance, inclusion, Belonging37B 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. (SHRM) Systematic patterns where our brains stray from rationality in judgment which can Bias38B result in attitudes for or against a person, group, or concept especially in a way considered to be unfair. • Implicit or Unconscious Bias refers to the attitudes or that affect our understanding, actions, and decisions in an unconscious manner. These , which encompass both favorable and unfavorable assessments, are activated involuntarily and without an individual’s awareness or intentional control. Residing deep in the subconscious, these biases are different from known biases that individuals may choose to conceal for the purposes of social and/or . • Explicit or Conscious Bias are biases we know we have and may use on purpose.

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A discriminatory or hurtful act that appears to be motivated or is perceived by the Bias39B Incident victim to be motivated all or in part by race, ethnicity, color, religion, age, national origin, sex, disability, gender identity or sexual orientation. To be considered an incident, the act is not required to be a crime under any federal, state or local statutes. Bicultural identity is the condition of being oneself regarding the combination of two Bi40B -Cultural cultures. Individual acts of (intentional or unintentional) meanness directed by one individual Bigotry41B (or small group) to another, based on the recipient’s actual or perceived group identity (typically race).

While bigotry is not the same as racism, bigotry both reinforces and stems from racism. Bigotry can be expressed by and towards anyone, both dominant and non- dominant group members alike. See article “Focusing on Racists Perpetuates Racism”. See “racism”, “prejudice”, “”, “sexism”, “dominant” and “non- dominant.” Also called “binaries”, this is “either-or” thinking where there are only two options Binary42B Thinking and everything and everyone fits into one or the other. Binaries (e.g., Black or White, male or female, right or wrong) are rampant in our thinking and also limiting, incomplete, overly simplistic, and unrealistic. They blind us to the full range of truth, possibilities, and options. See article “The Greatest Threat to D&I: Binary Thinking.” See “gender”. Biological sex involves a combination of four elements: external genitalia, internal Biological43B Sex reproductive organs, chromosomes, and hormones. • Female - Born with XX chromosomes, a uterus, female genitalia, and produces female hormones in puberty. • Intersex - Born with one or more of the four elements of biological sex in a combination that is not female or male. Examples are people who are born with internal genitalia complicating the assignment of sex at birth; people born with both male and female genitalia; people born without genitalia; people born with an extra chromosome (XXX, XXY, and XYY); people with genitalia suggesting one gender while the hormones produced in puberty are more consistent with the other gender. Intersexuality occurs as often as every 1 in 100 births. • Male - Born with XY chromosomes, male gonad tissue and genitalia, and produces male hormones in puberty. Many transgender people use the acronyms AFAB (assigned female at birth) or AMAB (assigned male at birth) to refer to their given gender or biological sex. A person with fear of or antipathy toward bisexuals and bisexuality. Biphobia44B An acronym for Black, Indigenous and People of Color. The term has increased in use BIPOC45B and awareness during 2020 after the Black Lives Matter resurgence against racism and in the wake of the George Floyd shooting. 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. A person who identifies as coming from two races. A person whose biological Biracial46B parents are of two different races.

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An attraction towards more than one gender. Bi people may also describe Bisexual/Bi47B themselves as bisexual, pansexual, bi-curious, queer, and other non-monosexual identities. Romantic and/or sexual attraction to people of more than one sex and/or gender, Bisexuality48B not necessarily at the same time, not necessarily in the same way, and not necessarily to the same degree. (Ochs)

Sometimes preferred term for a person who is visually identified, or self-identifies, as Black49B having biological origins anywhere in the African continent and is (usually) dark- skinned. Capitalizing “Black” as a racial identifier creates equity and consistency with other racial and ethnic identifiers (like Asian and Latino) and highlights the difference between black as a skin color and Black as a racial identity term (a person may identify racially and culturally as all or partly Black, but not be black-skinned). An acronym that stands for black [and Asian] & minority ethnic. Though generally BME50B or BAME accepted, as with people of color, there has been some pushback to these terms in recent years for being too reductionist and too inclusive. By reductionist we mean it reduces the nuanced and complex experiences of an individual to an overly simplistic, broad term. Honors and invites full engagement from folks who are vulnerable while also setting Brave51B Space the expectation that there could be an oppressive moment that the facilitator and allies have a responsibility to address. Intimidating, exclusionary, threatening, or hostile behavior against an individual. Bullying52B (Sierra Club Employee Handbook) Refers to a person with an overtly/stereotypically masculine or masculine-acting Butch53B woman. Often used to denote the dominant role in a lesbian relationship. A person who is present at an event or incident but does not take part. Similar to an Bystander54B onlooker, passerby, nonparticipant, observer, spectator. The natural cognitive process of grouping and labeling people, things, etc. based on Categorization55B their similarities. Categorization becomes problematic when the groupings become oversimplified and rigid (e.g., stereotypes). Outdated, overly clinical term for “White”. See article “6 Reasons to Not Say Caucasian56B ‘Caucasian’”. Also see “White”. Refers to a person whose gender identity is the same as the sex they were assigned Cisgender57B or Cis at birth. Often used by the allies, who by using this term recognize that trans people exist and matter.

Oppression based assumption that transgender identities and sex embodiments are Cis58B -Sexism less legitimate than cis-gender ones.

Biased attitudes and beliefs that result in, and help to justify, unfair treatment of Classism59B individuals or groups because of their socioeconomic grouping. Classism can also be expressed as public policies and institutional practices that prevent people from breaking out of poverty rather than ensuring equal economic, social, and educational opportunity. (The National Multicultural Institute) A collection of different people or groups, working toward a common goal. Coalition60B The capture and expression of a complex concept in a simple symbol, sign or prop; Codification61B for example, symbolizing “community” (equity, connection, unity) with a circle.

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Cognitive dissonance is a state of discomfort that humans experience when one of Cognitive62B Dissonance their beliefs, ideas, or attitudes is contradicted by evidence or when two of their beliefs, ideas, or their attitudes come into conflict with each other. Cognitive diversity accounts for differences in our perspective and the way we Cognitive63B Diversity process information. When people act to perpetuate oppression or prevent others from working to Collusion64B eliminate oppression. Example: able-bodied people who object to strategies for making buildings accessible because of the expense. (Adams, Bell, and Griffin)

Control by individuals or groups over the territory/behavior of other individuals or Colonialism65B groups. (Horvath) Imperialism refers to the political or economic control, either formally or informally, and creating an empire.

Pigmentation, complexion, or skin shade or tone. Skin color can be, but it not Color66B necessarily, a characteristic of race. See “Colorism”. Term used to describe personal, group, and institutional policies or practices that do Color67B Blind not consider race or ethnicity as a determining factor. The term “colorblind” de- emphasizes or ignores race and ethnicity as a large part of one’s identity. (The National Multicultural Institute)

A form of prejudice or discrimination in which people are treated differently based Colorism68B on the social meanings attached to skin color.

An expression of thoughts and/or emotions. Communication may be verbal (using Communication69B words), non-verbal (not using words; the “how” of the expression) or both. Communication may be effective or ineffective. Human beings communicate constantly – silence or “lack of communication” are communication.

Seeking out or only noticing information that reinforces our existing beliefs. Confirmation70B Bias In its extreme is characterized by overt negative behavior that can be expressed Conscious71B Bias (Explicit Bias) through physical and verbal harassment or through more subtle means such as exclusion. Preconceived, usually negative, feelings towards people based solely on their group Conscious72B Prejudice membership, like religion, race, ethnicity, or age. To be a co-conspirator means that one chooses to take action against racism Co73B -Conspirator regardless of the consequences. To be a co-conspirator is about commitment, trust, and love for the cause. It is about sacrificing your privilege in the battle against racism. Various processes by which members of the dominant cultures or groups assimilate Co74B -Optation members of target groups, reward them, and hold them up as models for other members of the target groups. Tokenism is a form of co-optation A process of appointing members to a group, or an act of absorbing or assimilating. Co75B -Option Practicing good corporate citizenship by going beyond profit maximization to make a Corporate76B Social Responsibility positive impact on communities and societies. 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. (UNIDO)

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An action where an individual intentionally downplays or omits disclosure of known Cover77B stigmatized identity to fit in with the dominant culture. A culture and a practice where ideas are productively challenged. It’s about having Creative78B Abrasion heated, yet healthy, arguments to generate a portfolio of alternative ideas. Critical race theory in education challenges the dominant discourse on race and Critical79B Race Theory racism as they relate to education by examining how educational theory, policy, and practice are used to subordinate certain racial and ethnic groups. There are at least five themes that form the basic perspectives, research methods, and pedagogy of critical race theory in education: 1. The centrality and of race and racism 2. The challenge to dominant ideology 3. The commitment to social justice 4. The centrality of experiential knowledge 5. The interdisciplinary perspective

Refers to the comparing and contrasting of one group’s cultural patterns (beliefs, Cross80B -Cultural values, practices, behaviors, etc.) to another’s. Cross-cultural knowledge is limited in practical application because what occurs when people from two or more different cultures interact – in a particular context – is a different phenomenon and a system distinct from the sum of its individual parts. See article “Interculturalism vs. Diversity: Why Both Are Critical to D&I Success.” See “culture”, “intercultural” and “intercultural effectiveness”. The adoption or theft of icons, rituals, aesthetic standards, and behavior from one Cultural81B Appropriation culture or subculture by another. It is generally applied when the subject culture is a minority culture or somehow subordinate in social, political, economic, or military status to appropriating culture. This “appropriation” often occurs without any real understanding of why the original culture took part in these activities, often converting culturally significant artifacts, practices, and beliefs into “meaningless” pop-culture or giving them a significance that is completely different/less nuanced than they would originally have had. When an individual, family, or group gives up certain aspects of its culture to adapt Cultural82B Assimilation to the dominant culture. (The National Multicultural Institute)

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Refers to an individual's or an organization’s knowledge and understanding of Cultural83B Competence different cultures and perspectives. It is a measure of an individual's or a workforce’s ability to work with people of different nationalities, ethnicities, languages, and religions. In short is the ability to interact effectively with people from different cultures. This ability depends on awareness of one’s own cultural worldview, knowledge of other cultural practices and worldviews, tolerant attitudes towards cultural differences, and cross-cultural skills. (Dr. Richard T. Alpert, Ph.D.)

It involves knowledge, awareness and interpersonal skills that allow individuals to increase their understanding, sensitivity, appreciation and responsiveness to cultural differences and the interactions resulting from them. It is a process of learning that leads to the ability of an organization and/or employees to collaborate in a diverse work environment by effectively responding to the challenges and opportunities posed by the presence of social cultural diversity. (The National Multicultural Institute) Common term for the goal of many D&I programs and training programs (especially in healthcare), but problematic because it is vague, implies a fixed end point of completion and grants power to whomever defines “competence”. See article “Cultural Competence: What’s In a Name?” See “intercultural effectiveness” and “D&I” The “ability to maintain an interpersonal stance that is other-oriented (or open to Cultural84B Humility the other) in relation to aspects of cultural identity that are most important to the ‘other’”. Cultural humility implies a “lifelong commitment to self-evaluation and self- critique…a desire to fix power imbalances…and aspiring to develop partnerships with people and groups who advocate for others.” (See APA article “Reflections on Cultural Humility” for all citations.)

While well-intended, this term is limited and impractical because it points to an adaptive internal emotional state, but no clear actions, behaviors, or impact. See article “Cultural Competence: What’s In a Name?” See “intercultural effectiveness.” The capability to adapt, relate and work effectively across cultures. People with high Cultural85B Intelligence (CQ) 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. (Cultural Intelligence by Christopher Earley and Soon Ang) Recognition of the contribution of each group to a common civilization. It Cultural86B Pluralism encourages the maintenance and development of different lifestyles, languages and convictions. It strives to create the conditions of harmony and respect within a culturally diverse society. (Institute for Democratic Renewal and Project Change) Being aware that cultural differences and similarities between people exist without Cultural87B Sensitivity assigning them a value. (Southeastern University)

Cultural sensitivity skills can ensure the ability to work effectively alongside people with different cultural attitudes and behaviors.

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Culturally responsive pedagogy facilitates and supports the achievement of all Culturally88B Responsive Pedagogy students. In a culturally responsive classroom, reflective teaching and learning occur in a culturally supported, learner-centered context, whereby the strengths students bring to school are identified, nurtured and utilized to promote student achievement. “A complex frame of reference that consists of patterns of traditions, beliefs, values, Culture89B norms, symbols and meanings that are shared to varying degrees by interacting members of a community.” (Stella Ting-Toomey, emphasis mine).

Additional definition: “People are different around the world. Their needs, however, are the same. How they satisfy their needs is different, and this is what we mean by culture.” (John Condon). Culture is not the same as nationality, race, or ethnicity. See “nationality”, “race”, “ethnicity” and “intercultural”. Individual attitudes, values, behaviors, and beliefs being in line with the core values Culture90B Fit and culture of an organization.

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D ‐ F

Diversity and inclusion. See “diversity” and “inclusiveness/inclusion”. D&I91B /DI An American immigration policy that allows some individuals who were brought to D.A.C.A92B (Deferred Action for Childhood the United States without inspection as children to receive a renewable two-year period of deferred action from deportation and become eligible for a work permit in Arrivals) the U.S. Calling someone by their birth name after they have changed their name. Often Deadnaming93B associated with trans people who have changed their name. An acronym that stands for diversity, equity, and inclusion. DE&I/DEI94B The refusal to acknowledge the societal privileges that are granted or denied based Denial95B 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. (Institute for Democratic Renewal and Project Change)

“Communication that creates and recreates multiple understandings” (Wink, 1997); Dialogue96B it is bidirectional, not zero‐sum, and may or may not end in agreement. Dialogue can be emotional and uncomfortable, but is safe, respectful and has greater understanding as its goal. A scattered population which originated from a different geographical area. Diaspora97B Physical or mental impairment, the perception of a physical or mental impairment, Disability98B or a history of having had a physical or mental impairment that substantially limits one or more major life activities. (The Department of Justice). Replaces the term Handicap or The Handicapped, which do not reflect the individuality, equality, or dignity of people with disabilities. A veteran who is entitled to compensation under laws administered by the Disabled99B Veterans Department of Veteran Affairs or a person who was discharged or released from active duty because of a service-connected disability. This includes veterans who would be entitled to disability compensation if they were not receiving military retirement pay instead. Reference: Title 38 U.S.C. Section 4211 (3) A set of assumptions (conscious or unconscious) and practices that promote the Disablism100B differential or unequal treatment of people because of actual, perceived, or non- apparent disabilities. See “”. Unfavorable or unfair treatment towards an individual or group based on their race, Discrimination101B ethnicity, color, national origin or ancestry, religion, socioeconomic status, education, sex, marital status, parental status, veteran’s status, political affiliation, language, age, gender, physical or mental abilities, sexual orientation, or gender identity. (Sierra Club Employment Policy, Employee Handbook).

Different from prejudice, discrimination is the behavior or action (usually negative) against a certain individual or group based on their shared characteristics.

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Human differences, particularly group-identity based or demographic differences. Diversity102B This term should not be used as a euphemism for “people of color” or race/ethnicity. It should also not be limited to individual personality or psychological differences. “Diversity” includes race and ethnicity as well as all the other ways (visible and invisible) humans differ from each other, especially along group-based differences.

For more on the diversity field, see article “Interculturalism vs. Diversity: Why Both Are Critical to D&I Success." Diversity refers not only to innate diversity (like race, age, gender, etc.), but also behavioral diversity like cultural fluency and cross- functional knowledge. See “people of color”, “race” and ethnicity.” The notion that gender emerges not as an individual attribute but as something that Doing103B Gender is accomplished in interaction with others.

Either member of an unmarried, cohabiting, straight and same-sex couple that seeks Domestic104B Partner benefits usually available only to spouses. A group which possesses greater relative social, political and/or economic power, Dominant105B whose traits and preferences are seen as “normal” or ideal. Dominants may or may not be a numerical majority. Dominants are not necessarily domineering as people, nor aware of their dominant group identity. Dominants enjoy “privilege” even if they do not desire it. All people possess both dominant and non-dominant identities. Also referred to as “insiders”. See “non-dominant”, “power”, “privilege”, “racism” and “sexism”. A cultural practice that is dominant within a particular political, social, or economic Dominant106B Culture entity, in which multiple cultures are present. It may refer to a language, religion/ritual, social value and/or social custom.

A man or woman dressed as the opposite gender, usually for the purpose of Drag107B Queen / King performance or entertainment. Many times, overdone or outrageous and may present a “stereotyped image.” Optional term for a person who is visually identified, or self-identifies, as having East108B Indian biological origins in the country of India. “East Indian” makes it easier to differentiate between people with origins in India, and Native Americans who sometimes refer to themselves as “Indian” due to Columbus’s error. See “Native American”.

Meets one’s goals or has the intended impact. Effective109B The combination of being on guard to protect against bias, feeling different at work Emotional110B Tax because of gender, race, and/or ethnicity, and the associated effects on health, well- being, and ability to thrive at work. It particularly affects BIPOC employees. (Catalyst)

A largely voluntary, employee-led group that promotes a diverse, inclusive workplace Employee111B Resource Group aligned with organizational goals and objectives. ERGs 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. When target group members refuse to accept the dominant ideology and take Empowerment112B actions to redistribute social power more equitably. (Adams, Bell, and Griffin) Measures the amelioration of the myriad inequities and disproportionate impacts Environmental113B Equity that groups in society have faced, especially in the realm of environmental

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protection and access to nature and the environmental goods that are not equally shared.

(EEO) Title VII of the Civil Rights Act of 1964 prohibit discrimination in any aspect of Equal114B Employment Opportunity employment based on an individual’s race, color, religion, sex, or national origin. (The National Multicultural Institute)

Equality implies sameness and is defined by Webster’s Dictionary as “as great as,” Equality115B “the same as,” or “like or alike in quantity, degree, value, etc.” Attempts to increase equality often come from dominants and focus on one’s good intent, one’s self and keeping one’s behavior towards diverse others consistent. However, this approach often maintains inequities and may even reinforce the superiority and privilege of dominants by trying to make non-dominants more like dominants. Equity is a more effective goal than equality. See articles “Is Our Goal Equality or Equity?” and “One Size Does Not Fit All: A Parable About Equity.” See “equity”, “non-dominant”, “dominant” and “privilege”. Equity implies differences plus fairness and is defined by Webster’s as “the quality of Equity116B being fair or impartial” and “that which is just”. Attempts to increase equity often come from non-dominants and focus on others and keeping one’s impact on diverse others consistent and fair. Equity is a more effective goal than equality. See this excellent cartoon illustration of the difference. See articles “Is Our Goal Equality or Equity?” and “One Size Does Not Fit All: A Parable About Equity.” See “equality”, “non-dominant” and “dominant”. (E)nglish as a (S)econd (L)anguage. A term used to describe language learning ESL117B programs in the United States for individuals for whom English is not their first or native language. (The National Multicultural Institute)

The practice of categorizing an entire group based on assumptions about what Essentialism118B constitutes the “essence” of that group. Essentialism prevents individuals from remaining open to individual differences within groups. (The National Multicultural Institute) The fact or state of belonging to a social group that has a shared cultural tradition. Ethnic119B Groups A set of cultural and linguistic traits that define an individual or group of individuals Ethnicity120B as belonging to a particular social category. Ethnicity can include multiple cultures (the Karen ethnic group in Myanmar for example) and can transcend national borders (the Romani).

Ethnicity is not the same as race, nationality, or culture. For example, in the United States a Latino can be Black, White, Native American, or multiracial; come from any of 20 different countries (nationalities); and belong to one or more different cultures or sub-ethnic groups (such as the Huicholes of Mexico) within their country of origin. See “race”, “culture”, “nationality”, “Hispanic” and “Latino”. Considered by some to be an attitude that views one’s own culture as superior. Ethnocentricity121B Others cast it as “seeing things from the point of view of one’s own ethnic group” without the necessary connotation of superiority. The tendency to believe that your own ethnic group is centrally important and Ethnocentrism122B measure all others using the standards and customs of your own.

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The inclination to consider European culture as normative. While the term does not Euro123B -Centric imply an attitude of superiority (since all cultural groups have the initial right to understand their own culture as normative), most use the term with a clear awareness of the historic oppressiveness of Eurocentric tendencies in U.S and European society. The practice of using Europe and European culture as a frame of reference or Eur124B ocentrism standard criteria from which to view the world. Eurocentrism favors European cultural norms and excludes the realities and experiences of other cultural groups. (The National Multicultural Institute) Theory and practice that advocates for educational and occupational equity between Feminism125B men and women; undermines traditional cultural practices that support the subjugation of women by men and the devaluation of women’s contributions to society. (The National Multicultural Institute)

Femme is a term used in LGBT community to describe someone who expresses Femme126B themselves in a typically feminine way. Individuals who identify as those who were the first people to live on the Western First127B Nations People Hemisphere continent; people also identified as Native Americans. A common cognitive action in which one attributes their own success and positive Fundamental128B Attribution Error actions to their own innate characteristics ('I’m a good person') and failure to external influences ('I lost it in the sun'), while attributing others' success to external influences ('He had help and got lucky') and failure to others’ innate characteristics ('They’re bad people'). This operates on group levels as well, with the in-group giving itself favorable attributions, while giving the out-group unfavorable attributions, as a way of maintaining a feeling of superiority, i.e., “double standard”.

G ‐ I

A form of psychological manipulation in which a person or a group covertly sows Gaslighting129B seeds of doubt in a targeted individual or group, making them question their own memory, perception, or judgment, often evoking in them cognitive dissonance and other changes, including low self-esteem. Refers to a man who is attracted to men. Also, a generic term for lesbian and gay Gay130B sexuality – some women define themselves as gay rather than lesbian. NB: though homosexual is a perfectly acceptable word, it has a medical connotation, so gay or lesbian is preferred. Gender is identity and culture, not biology. Gender refers to the way behaviors, Gender131B activities, traits, objects and even people are identified as “masculine”, “feminine”, both, neither, nor something else. Like race, gender is a “social construct”, meaning that how gender is defined and assigned varies dramatically across countries, cultures, and historical time.

LGBT people often challenge the notion of gender as limited and incomplete binary thinking. Gender is not the same as “sex” although it’s often used as a euphemism for “sex” in professional settings, likely due to politeness or not knowing the difference between the terms. See “binary thinking”, “gender identity”, “gender expression”, “LGBT”, “race”, “sex” and “sexual orientation”.

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Dressing or behaving in such a way as to question the traditional feminine or Gender132B Bending masculine qualities assigned to articles of clothing, jewelry, mannerisms, activities, etc. Gender dysphoria often occurs in transgender or genderqueer people. Gender Gender133B Dysphoria (Gender Identity dysphoria is often used to describe when a person feels uncomfortable identifying as the gender they were born with and feeling distress with their gender identity. Disorder) Used to describe those who view their gender identity as one of many possible Gender134B Expansive (Gender Non- beyond strictly man or woman. These individuals have expanded notions of gender expression and identity beyond what is perceived as the expected gender Confirming) norms for their society or context. Some gender-expansive individuals identify as a man or a woman, some identify as neither, and others identify as a mix of both. (PFLAG) How a person chooses to outwardly express their gender, within the context of Gender135B Expression societal expectations of gender. A person who does not conform to societal expectations of gender may not, however, identify as trans.

A person who does not identify with a single fixed gender; of or relating to a person Gender136B Fluid having or expressing a fluid or unfixed gender identity.

A person’s innermost concept of self as male, female, a blend of both or neither – Gender137B Identity how individuals perceive themselves and what they call themselves. A person’s gender identity can be the same or different from their biological sex. • Agender - Without gender. When a person feels they have no gender at all and have no connection to any gender. • Cisgender - Describes a person whose gender identity and gender expression matches the gender typically associated with their biological sex. Often abbreviated “Cis”. • Non-Binary - A term of self-identification for people who do not identify within the limited and binary terms that have described gender identity: male or man, female or woman. • Gender Fluid - Individuals whose gender varies over time. A gender fluid person may at any time identify as male, female, agender, any other non- binary identity, or some combination of identities. • Gender Queer - Describes a person who identifies outside of the binary of male/man and female/woman. It is also used as an umbrella term for many gender non-conforming or non- binary identities (i.e., agender, bi-gender, genderfluid). • Transgender - An umbrella term used to describe a person whose gender identity and sex assigned at birth do not correspond. Used to denote a unisex or all-gender inclusive space, language, etc. Examples: a Gender138B Neutral 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. A broad term referring to people who do not behave in a way that conforms to the Gender139B Non- Conforming traditional expectations of their gender, or whose gender expression does not fit into a category

Gender privilege usually refers to , meaning a set of privileges granted Gender140B Privilege to men on the basis of their gender.

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A pronoun that a person chooses to refer to themselves. These include, but aren’t Gender141B Pronouns limited to she, her, hers, herself; he, him, his, himself; they, them, theirs, themselves; and ze, hir or zir, hirs or zirs, hirself or zirself. Someone who does not subscribe to conventional gender distinctions but identifies Gender142B Queer with neither, both, or a combination of male and female genders. See “Transitioning”. Gender143B Reassignment A member of the generation born between 1965 and 1979, with distinct cultural Generation144B X characteristics born out of the social and historical experience of that age cohort. Another term for Millennial. See “Millennial”. Generation145B Y Genetic information includes information about an individual’s genetic tests and the Genetic146B Information genetic tests of an individual’s family members, as well as information about the manifestation of a disease or disorder in an individual’s family members. Race is a potent factor in sorting people into their physical environment and Global147B Environmental Racism 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. (Second National People of Color Environmental Leadership Summit) The practice of thinking or making decisions as a group in a way that discourages Groupthink148B creativity or individual responsibility. Acronym for Gender and Sexual Diversity. GSD149B Unwelcome, intimidating, exclusionary, threatening, or hostile behavior against an Harassment150B individual that is based on a category protected by law. (Sierra Club Employee Handbook) legislation often defines a hate crime as a crime motivated by the actual Hate151B Crime or perceived race, color, religion, national origin, ethnicity, gender, disability, or sexual orientation of any person. Verbal and physical testing, often of newcomers into a society or group, that may Hazing152B range from practical joking to tests of physical and mental endurance. (The National Multicultural Institute) A situation where a man appropriates or repeats a woman’s comments or ideas and Hepeating153B then is praised for them being his own. An individual having the reproductive organs and many of the secondary sex Hermaphrodite154B characteristics of both sexes. (Not a preferred term. See: “Intersex”) Privilege enjoyed by straight people because they are straight, and the Heteronormativity155B reinforcement (conscious or unconscious) of the dominant group identity of straight and straight looking people. See “privilege”, “dominant” and “LGBT”.

Social structures and practices which serve to elevate and enforce heterosexuality Heterosexism156B while subordinating or suppressing other forms of sexuality. (University of Maryland)

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‘Straight’ privilege and cis-gendered privilege is the receiving of advantages that are Heterosexual157B Privilege favorably granted to someone solely because of their heterosexual orientation or the gender they identify with.

A person who is sexually attracted to people of the opposite sex. Also referred to as Heterosexual/Straight158B straight. An enduring romantic, emotional and/or sexual attraction toward people of the Heterosexuality159B other sex. The term “straight” is commonly used to refer to heterosexual people. “Hispanic” is typically preferred by older Hispanics, more politically conservative Hispanic160B Hispanics, and Hispanics living in the south and southwestern U.S. See Articles webpage for articles on Hispanic/Latino identity. See “Latino”, “race”, “ethnicity” and “multiracial”. The systematic distribution of resources, power, and opportunity in our society to Homophobia161B the benefit of straight and straight-looking people and the exclusion of LGBT people. (Adapted from Solid Ground’s definition of institutional racism.)

Can be expressed as bigotry and negative prejudice directed at LGBT people. A fear of individuals who are not heterosexual. Often results in hostile, offensive, or discriminatory action against a person because they are gay, lesbian, bisexual, transgendered, queer identified, or because they are perceived to be. These actions may be verbal or physical and can include insulting or degrading comments; taunts or ‘jokes’; and excluding or refusing to cooperate with others because of their sexuality. (The National Multicultural Institute) See “bigotry”, “prejudice” and “LGBT”. Refers to a person who is sexually attracted to people of the same sex. See “Gay”, Homosexual162B “Lesbian”, “Bisexual”. The basic rights and freedoms to which all humans are entitled, often held to include Human163B Rights the right to life and liberty, freedom of though and expression, and equality before the law. (The American Heritage Dictionary of the English Language)

A modest or low view of one's own importance; humbleness. Humility164B A particular group, culture, or community with which an individual identifies or Identity165B Group 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. (The National Multicultural Institute)

Many people with disabilities embrace Identity-First Language, which positions Identity166B -First Language 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. (PWD Australia)

In recent years, many self-advocates (particularly in the autism community) have expressed preference for identity-first language such as “autistic,” “autistic person,” or “autistic individual” comparing this phrasing to the way we refer to “Muslim” or “African American” or “LGBTQ” individuals. (University of Kansas Department of Special Education, AutisticAdvocacy.org)

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Implicit biases are negative associations that people unknowingly hold. They are Implicit167B Bias 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. A psychological pattern in which an individual doubts their accomplishments and has Imposter168B Syndrome a persistent internalized fear of being exposed as a “fraud”. Inclusion is the result of welcoming, respecting, supporting, involving, valuing, and Inclusion169B empowering those around you equally. The act of creating environments in which any individual or group can be and feel welcomed, respected, supported, and valued to fully participate. An inclusive and welcoming climate embraces differences and offers respect in words and actions for all people. (UC Berkeley Initiative for Equity, Inclusion, and Diversity) Words of phrases that include all potential audiences from any identity group. Inclusive170B Language does not assume or connote the absence of any group. An example of gender inclusive language is using “police officers” instead of “policemen”. (The National Multicultural Institute)

A form of leadership that intentionally welcomes and incorporates the contributions Inclusive171B Leader of all stakeholders within an organization to encourage teams to voice different perspectives, discuss difference of opinion, and inform the overall business strategy.

Making sure as many different people, voices, perspectives, beliefs and values are Inclusiveness/Inclusion172B taken seriously, heard fully, actively involved in decision making, and exercising equal power. Some prefer the term “inclusiveness” because it communicates a more ongoing, changing, co-created state than “inclusion” which can sound fixed, done, or static. Inclusion is the result of welcoming, respecting, supporting, involving, valuing and empowering those around you equally. See “D&I”.

Originating from a culture with ancient ties to the land in which a group resides. Indigenous173B (University of Maryland) The beliefs, attitudes, and actions of individuals that support or perpetuate racism; Individual174B Racism can occur at both a conscious and unconscious level and can be active or passive. Examples include telling a racist joke, using a racial epithet, or believing in the inherent superiority of Whites. (Adams, Bell, and Griffin)

The tendency to respond more positively to people from our in-groups than we do to In175B -Group Bias (Favoritism) people from our outgroups. Innate Diversity is the range of differences in people like gender, age, race, physical Innate176B Diversity ability, and sexuality. It also includes differences in the way we think and process information. Another term for “dominant”. See “dominant” Insider177B

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Refers specifically to the ways in which institutional policies and practices create Institutional178B Racism different outcomes for different racial groups. The institutional policies may never mention any racial group, but their effect is to create advantages for Whites and oppression and disadvantage for people from groups classified as People of Color. An example includes City sanitation department policies that concentrate trash transfer stations and other environmental hazards disproportionately in communities of color. (Potapchuk, Leiderman, Bivens and Major)

This distinction is an integral part of inclusive environments; intent is what a person Intent179B vs. Impact meant to do, and impact is the effect it had on someone else. Regardless of intent, it is imperative to recognize how behaviors, language, actions, etc. affect or influence other people. An examination of what was said or done and how it was received is the focus, not necessarily what was intended. (Workforce Diversity Network)

Refers to what occurs when individuals from different cultures interact with each Intercultural180B other. This is a system thinking approach that includes the critical element of context and is more practical and applicable than cross-cultural knowledge. For more on the intercultural field, see article “Interculturalism vs. Diversity: Why Both Are Critical to D&I Success.” See “cross-cultural” and “intercultural effectiveness”.

A process of learning about and becoming allies with people from other cultures, Intercultural181B Competency thereby broadening our own understanding and ability to participate in a multicultural process. The key element to becoming more culturally competent is respect for the ways that others live in and organize the world and an openness to learn from them. Communicating and behaving in a context involving human differences in a way that Intercultural182B Effectiveness has the intended impact; meets mutual needs and goals; and respects the humanity of all involved. Preferable to “cultural competence” or “cultural humility”. See article “Cultural Competence: What’s In a Name?” See “cultural competence”, “cultural humility”, “intercultural” and “effective”.

Tension and conflict which exists between social groups and which may be enacted Inter183B -Group Conflict by individual members of these groups.

Among lesbians, gay men, and bisexuals, internalized sexual stigma (also called Internalized184B Homophobia internalized homophobia) refers to the personal acceptance and endorsement of sexual stigma as part of the individual's value system and self-concept. It is the counterpart to sexual prejudice among heterosexuals. The phenomenon where a member of a non-dominant group holds negative beliefs, Internalized185B Oppression unconscious biases and/or towards themselves as a member of that group and/or towards their non-dominant group in general. They may even behave in a bigoted way towards their own non-dominant group or deny their membership in that group. May be referred to as “internalized racism” or “internalized sexism.”

Internalized oppression is not evidencing that non-dominants aren’t really non- dominant (e.g., that racism or sexism don’t exist) but evidence of the strength and pervasiveness of the dominants’ position and their privilege (however unconscious or unintended). See “dominant”, “non-dominant”, “sexism”, “racism”, “bigotry”, “prejudice” and “unconscious bias.”

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When individuals from targeted racial groups internalize racist beliefs about Internalized186B Racism themselves or members of their racial group. Examples include using creams to lighten one’s skin, believing that white leaders are inherently more competent, asserting that individuals of color are not as intelligent as white individuals, believing that racial inequality is the result of individuals of color not raising themselves up “by their bootstraps”. (Jackson & Hardiman, 1997) The conversion of meaning in one language to meaning in another language in Interpretation187B spoken form. Conversations are interpreted; documents are translated. Both are equally accurate when done by a professional. See "translation”.

Having multiple identities that intersect like gender, race, and sexual orientation, Intersectionality188B which sometimes can offer advantages in some ways, but disadvantages in other ways. The concept that social group identities intersect to create a unique whole and thus need to be studied at their intersections. Examples: women of color, white men, working class people of color, etc. Concept coined by Kimberlé Crenshaw

“‘Intersex’ is a general term used for a variety of conditions in which a person is born Intersex189B with a reproductive or sexual anatomy that doesn’t seem to fit the typical definitions of female or male. For example, a person might be born appearing to be female on the outside but having mostly male-typical anatomy on the inside. Or a person may be born with genitals that seem to be in-between the usual male and female types— for example, a girl may be born with a noticeably large clitoris, or lacking a vaginal opening, or a boy may be born with a notably small penis, or with a scrotum that is divided so that it has formed more like labia. Or a person may be born with mosaic genetics, so that some of her cells have XX chromosomes and some of them have XY.” (From The Intersex Society of North America.) See The GenderBread Person. See “LGBT” An umbrella term that captures a whole spectrum of hidden disabilities or challenges Invisible190B Disability (Hidden Disability) that are primarily neurological in nature. Invisible disability, or hidden disability, are defined as disabilities that are not immediately apparent.

The fear or hatred of Muslims, Islam and related symbols. Islamophobia191B A social phenomenon and psychological state where prejudice is accompanied by the ISM192B power to systemically enact it. A way of describing any attitude, action or institutional structure that subordinates -193B isms (oppresses) a person or group because of their target group: race (racism), gender (sexism), economic status (classism), age (), religion, sexual orientation, language, etc. (Institute for Democratic Renewal and Project Change)

L ‐ P

Preferred term for a person who is visually identified, or self-identifies, as having Latino194B biological origins anywhere in the Spanish-speaking countries of Latin America. “Latino” is an ethnicity, not a race, as Latinos can be of any race, and most are multiracial. “Latino” is typically preferred by younger Latinos, more politically progressive Latinos, and Latinos living along the west coast and major east coast cities of the U.S. See “Hispanic”, “race”, “ethnicity” and “multiracial”.

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The ability to take ownership of destiny, identify a goal, articulate values, define a Leadership195B direction and move consistently and effectively in that direction aligned with those values towards the realization of that goal.

Limited English Proficient. Preferable to “non-English speaker” as LEP is a more LEP196B respectful term that does not privilege English proficiency and captures the broad diversity of language ability in the LEP community. See “privilege”. Refers to a woman who is attracted to women. NB: some women define themselves Lesbian197B as gay rather than lesbian. The fear or dislike of someone because they are or are perceived to be a lesbian. Lesbophobia198B An acronym that refers to lesbian, gay, bisexual, transgender, queer or questioning, LGBTQIA199B intersex, and asexual or allied.

Some organizations and programs add additional letters, such (some or all) LGBTQQIA*: Queer, Questioning, Intersex, Ally. “Lesbian” is placed first on purpose to disrupt the sexist tendency to put men first. This is the most inclusive, all- encompassing term for the gay community, including those with non-cis gender identities. See “sexual orientation”, “sexism” and “ally”. A person who operates across lines of difference is one who welcomes and honors Lines200B of Difference perspectives from others in different racial, gender, socioeconomic, generational, regional groups than their own. [Listing is not exhaustive] Discrimination or prejudice based upon an individual’s appearance. Look201B -ism A combination of two words – “man” and “explain”. Mansplaining refers to a man Mansplain202B explaining something to someone, typically a woman, in a manner regarded as condescending or patronizing. The placement of minority groups and cultures outside mainstream society. All that Marginalization203B varies from the norm of the dominant culture is devalued and at times perceived as deviant and regressive. (The National Multicultural Institute)

Excluded, ignored, or relegated to the outer edge of a group/society/community. Marginalized204B A mentor supports and guides you in your professional world either within or outside Mentor205B your organization. Facial expressions, gestures, tone of voice and choice of words that are even more Microadvantages206B subtle than micro-affirmations, but equally as important in making a person feel appreciated and valued. Subtle acknowledgments of a person’s importance and accomplishments, which Microaffirmations207B creates a feeling of being valued and a sense of belonging. “Tiny acts of opening doors to opportunity, gestures of inclusion and caring, and graceful acts of listening. Microaffirmations lie in the practice of generosity, in consistently giving credit to others—in providing comfort and support when others are in distress.” (Mary Rowe, PhD) A comment or action that subtly and often unconsciously or unintentionally Microaggressions208B expresses a prejudiced attitude toward a member of a marginalized group (e.g., commenting that a Black person “talks white” if they are articulate and eloquent or moving to the opposite side of a street to avoid interacting with a particular racial group). “Every day verbal, nonverbal, and environmental slights, snubs, or insults, whether intentional or unintentional, which communicate hostile, derogatory, or

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negative messages to target persons based solely upon their marginalized group membership.” (Derald Wing Sue, PhD). Microaggressions are seemingly harmless but impactful everyday slights and exclusions that negatively highlight an individual’s Otherness. Subtle, often unconscious, messages and behavior that devalue, discourage, and Micro209B -Inequity impair workplace performance. It can appear as individuals who are overlooked, singled out or ignored and is based on characteristics such as race, gender, ability, etc. Micro-inequities can be conveyed through facial expressions, gestures, tone of voice/choice of words. The term coined in 1973 by MIT professor Mary Rowe. (Maryville.edu) Communications that subtly exclude, negate, or nullify the thoughts, feelings or Micro210B -Insults experiential reality of a marginalized individuals. (Diversity in the Classroom, UCLA Diversity & Faculty Development)

Verbal and nonverbal communications that subtly convey rudeness and insensitivity Micro211B -Invalidations and demean a person's racial heritage or identity. An example is an employee who asks a colleague of color how she got her job, implying she may have landed it through an or quota system. Any person currently or previously married to a military service member during the Military212B Spouse service member’s time of active, reserve, or National Guard duty. A person’s connection to the military in the categories listed below: Military213B Status • Disabled Veterans - A veteran who is entitled to compensation under laws administered by the Department of Veteran Affairs or a person who was discharged or released from active duty because of a service-connected disability. This includes veterans who would be entitled to disability compensation if they were not receiving military retirement pay instead. Reference: Title 38 U.S.C. Section 4211 (3) • Military Spouse – Any person currently or previously married to a military service member during the service member’s time of active, reserve, or National Guard duty. • National Guard & Reserve Service - The Armed Forces reserve component includes the Army Reserve, Navy Reserve, Marine Corps Reserve, Air Force Reserve, Coast Guard Reserve, Army National Guard of the United States and the Air National Guard of the United States. The individuals are currently serving in a reserve component capacity contributing to the national security and military readiness. Reference: Title 38 U.S.C. Section 101 (7) • Special Disabled Veterans - A veteran who is entitled to compensation under laws administered by the Department of Veteran Affairs a disability rated at 30 percent or more; or a disability rated at 10 or 20 percent in the case of a veteran who has been determined under 38 U.S.C. 3106 to have a serious employment handicap; or a discharge or release from active duty because of a service-connected disability. Reference: Title 38 U.S.C. Section 4211 (1) • Veteran - includes every person who has received a discharge or was released from active military service under conditions other than dishonorable or is in receipt of a United States department of defense discharge document that characterizes their military service as other than dishonorable. Reference: Title 38 U.S.C.

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A person born between 1980 until (we are not sure yet) with distinct cultural Millennial214B characteristics born out of the social and historical experience of that age cohort. Also called Generation Y, Millennials are the largest generation in the history of humanity – worldwide – and are culturally distinct from other generations in a way that is already transforming many aspects of society. Outdated term for a person of color. See “person of color”. Minority215B See “sexism”. Misandry216B The dislike of, contempt for, or engraved prejudice against women/females. See Misogyny217B “sexism”. Refers to a minority ethnic, racial, or religious group whose members achieve a Model218B Minority higher degree of success than the population average. This success is typically measured in income, education, and related factors such as low crime rate and high family stability. To be of only one race (composed of or involving members of one race only; (of a Mo219B no-Racial person) not of mixed race.) Of or pertaining to more than one culture. (The National Multicultural Institute) Multicultural220B The advocacy of women's rights on the ground of the equality of the sexes within Multi221B -Cultural Feminism cultural/ethnic groups within a society. The practice of acknowledging and respecting the various cultures, religions, races, Multiculturalism222B ethnicities, attitudes, and opinions within an environment. The theory and practice promote peaceful coexistence of all identities and people. (University of Maryland)

An individual that comes from more than one ethnicity. An individual whose parents Multi223B -Ethnic are born with more than one ethnicity. The quality of having multiple, simultaneous social identities (e.g., being male and Multiplicity224B Buddhist and working-class). Terms describing a person who has parentage or ancestors from more than one Multiracial,225B mixed heritage, dual ethnic and/or racial group. Some people can get confused between interracial and biracial. An individual can be described as biracial if their heritage is mixed; heritage, mixed-race, interracial, on the other hand, is used to describe relationships or interactions mixed-ethnicity, between individuals from different racial groups. “mixed” When one articulates a thought that traditionally has not been discussed. Naming226B The Armed Forces reserve component includes the Army Reserve, Navy Reserve, National227B Guard & Reserve Service Marine Corps Reserve, Air Force Reserve, Coast Guard Reserve, Army National Guard of the United States and the Air National Guard of the United States. The individuals are currently serving in a reserve component capacity contributing to the national security and military readiness. Reference: Title 38 U.S.C. Section 101 (7) The political state from which an individual hails; may or may not be the same as that National228B Origin person's current location or citizenship. Referring to a person’s country of birth. A person’s nationality is not the same as Nationality229B their culture, race, or ethnicity. See “race”, “culture” and “ethnicity”.

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A person having biological origins in any of the original peoples of North and South Native230B American America (including Central America) and who maintains tribal affiliation or community attachment. (U.S. Census Bureau). Many Native Americans also refer to themselves and their communities as “Native”, “Indian”, and/or “American Indian” as well as by their specific tribe(s) and/or nation(s). See “race”.

Term for contemporary policies adopted by international and western “1st world” Neo231B -Colonization nations and organizations that exert regulation, power and control over “3rd world” nations disguised as humanitarian help or aid. These policies are distinct but related to the “original” period of colonization of Africa, Asia, and the Americas by European nations. (University of Maryland)

A substantial subjugation and marginalization of policies and practices informed by Neo232B -Liberalism the values of social justice and equity. Refers to the variation in the human brain regarding sociability, learning, attention, Neurodiversity233B mood, and other mental functions. (Thomas Armstrong, author of The power of : Unleashing the Advantages of Your Differently Wired Brain).

According to the UK-based Autism Awareness Centre, it recognizes that all variations of human neurological function need to be respected as just another way of being, and that neurological differences like autism and ADHD are the result of normal/natural variations in the human genome. The term was first coined by Judy Singer, a sociologist on the autism spectrum and the neurodiversity movement stresses that neurological differences should be valued and add value to the workplace. An adjective describing a person who does not identify exclusively as a man or a Non234B -Binary woman. Non-binary people may identify as being both a man and a woman, somewhere in between, or as falling completely outside these categories. ( Campaign). Refers to a person who does not identify as only male or only female, or who identifies as both.

A group which possesses less relative social, political, or economic power, whose Non235B -Dominant traits and preferences are often seen as less than ideal, even “abnormal”. Non- dominants may or may not be a numerical minority. Non-dominants aren’t necessarily submissive as people but are usually aware of their non-dominant group identity and harmed more by pervasive and negative prejudices and unconscious biases towards them. Also referred to as “outsiders”. All people possess both non- dominant and dominant identities. While identity labels that begin with the prefix “non” are typically minimizing, “non-dominant” is less minimizing and disempowering than alternative terms and highlights the fact that non-dominant groups are often referred to with “non”-prefixed words (non-white, non- management) that reinforce their “outsider” non-dominant status. See “dominant”, “power”, “privilege”, “racism”, “sexism”, “prejudice” and “unconscious bias”. Used at times to reference all persons or groups outside of the white culture, often Non236B -White in the clear consciousness that white culture should be seen as an alternative to various non-white cultures and not as normative. An ideal standard binding upon the members of a group and serving to guide, Norm237B control, or regulate power and acceptable behavior. (Effective Philanthropy)

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A state of being subject to unjust treatment or control either at the individual level Oppression238B or systematic level. The systemic and pervasive nature of social inequality woven throughout social institutions as well as embedded within individual consciousness. Oppression signifies a hierarchical relationship in which dominant or privileged groups benefit, often in unconscious ways, from the disempowerment of subordinated or targeted groups. (Adams, Bell and Griffin) Othering encompasses the systematically expressed prejudice on the basis of group Othering239B identities or membership. It is a common set of dynamics, processes, and structures that produces marginality and persistent inequality across any of the full range of human differences. It is a strategy of the dominant culture to prevent belonging. Dimensions of othering include, but are not limited to, religion, sex, race, ethnicity, socioeconomic status (class), disability, sexual orientation, citizenship/immigration status, and skin tone. See “Belonging”. The tendency to view people from outside our own group as less similar and, as a Outgroup240B Bias result, have negative biases against them. Another term for “non-dominant”. See “non-dominant”. Outsider241B Refers to a person who is romantic and/or sexual attraction towards others is not Pan/Pansexual242B limited by sex or gender. describes the theory relating to the desire to educate all peoples of the African Pan243B -Africanism 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. (University of Maryland)

A term reflective of those who feel they are sexually, emotionally, and spiritually Pansexuality244B capable of falling in love with all genders. (Queers United Activists) Compensating employees, the same when they perform the same or similar job Pay245B Equity duties, while accounting for other factors, such as their experience level, job performance and tenure with the employer. (SHRM)

It ensures the fairness of compensation paid to employees for performing comparable work, without regard to gender or race or other categories protected by law (such as national origin or sexual orientation). It includes fairness both in terms of base pay and in total compensation, including bonuses, overtime, employee benefits, and opportunities for advancement. Pay equity does not mean that all employees are paid the same. Generally, pay equity focuses on ensuring those employees performing comparable work are receiving comparable compensation. (Trusaic) A person who is visually identified, or self-identifies, as having biological origins People/Person246B of Color (POC) outside of Europe and (often, but not always) dark-skinned. This term is preferable to “minority” because not only does “minority” imply inferiority, but people of color are also neither the numerical majority on Earth, nor in many major cities and states in the U.S. This term is also preferable to “non-White” because “non-White” privileges Whiteness as the normal or preferred state of being. See “White” and “privilege”. An all-encompassing term for non-white people.

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Refers to individuals with a disability. This term utilizes Person-First Language, which People/Person247B with Disabilities posits that a person isn’t a disability, condition or diagnosis but rather, a person has a disability, condition or diagnosis. (ADA) Replaces the terms, Handicap, The Handicapped, The Disabled, Wheelchair-bound, Cripple, which do not reflect the individuality, equality or dignity of people with disabilities. (NDA Ireland) Emphasizes the individuality, equality and dignity of people with disabilities. Rather People/Person248B -First Language than defining people primarily by their disability, people-first language conveys respect by emphasizing the fact that people with disabilities are first and foremost just that—people. (The Employer Assistance and Resource Network on Disability Inclusion (EARN)) (Versus Allyship) - is when someone from a nonmarginalized group (white, able- Performative249B Allyship bodied, etc.) professes support and solidarity with a marginalized group in a way that either isn't helpful or that actively harms that group. Performative allyship refuses to engage with the complexity below the surface or say anything new. It refuses to acknowledge any personal responsibility for the systemic issues that provided the context for the relevant tragedy. (Policy Exchange)

Our identities as individuals including our personal characteristics, history, Personal250B Identity personality, name, and other characteristics that make us unique and different from other individuals. The practice or acceptance of having more than one intimate relationship at a time Polyamory251B with the consent of all involved. (Queers United Activists) A theoretical term to describe an environment free from racial preference, Post252B -, and prejudice. The ability to create a result. By this definition everyone possesses power, yet Power253B dominants have more ability to create results on a mass scale than non-dominants. See article “Avoid This Disempowering Mistake of .” See “dominant” and “non-dominant”. The ability to impact others without respect or their permission. Exercising control Power254B -Over over another person or people through the use of force, authority, or position, and the dissemination of punishment and reward. Using or exercising one’s power to work with others equitably for common good, Power255B -With showing respect, leveraging strengths, and providing guidance. Literally “pre-judgement”; a quick decision about a person or group of people based Prejudice256B on limited information. Prejudices may be conscious or unconscious and may be fueled by stereotypes and unconscious bias. All human beings have prejudices – it’s a “downstairs brain” shortcut to simplify our world that’s served the evolution of our species for hundreds of thousands of years. Prejudices are relatively harmless unless they translate into actions like bigotry or the multiple daily decisions that perpetuate and reinforce racism. See “stereotype”, “unconscious bias”, “bigotry” and “racism”.

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The benefits granted to members of a dominant group solely for being members of Privileg257B e that dominant group. Privilege is not earned, and it’s usually not noticed, nor desired, by those who enjoy its benefits. One or a set of unearned benefits given to people owing to their membership in a specific social group relating to aspects of their identity. Those aspects can include race, gender, sexual orientation, ability and religion, as well as privilege related to wealth and class.

See articles “: Unpacking the Invisible Knapsack” and “Insensitivity, Entitlement, and Guilt: What Gaining Privilege Taught Me About Privilege”. See “racism”, “sexism”, “white privilege” and “dominant” A member of an advantaged social group privileged by birth or acquisition, i.e., Privileged258B Group Member Whites, men, owning class, upper-middle-class, heterosexuals, gentiles, Christians, non-disabled individuals. Words we use to refer to people’s gender in conversation – for example, ‘he’ or Pronoun/Person259B Gender Pronoun ‘she’. Some people may prefer others to refer to them in gender-neutral language and use pronouns such as they/their and ze/zir. The pronoun or set of pronouns that an individual personally uses and would like others to use when referring to them. Replaces the term Preferred Gender Pronoun, which incorrectly implies that their use is optional. (PFLAG) Psychological safety, term coined and defined by Harvard Business School professor Psychological260B Safety Amy Edmondson, is a belief that you will not be punished or humiliated for speaking up with ideas, questions, concerns or mistakes. A climate in which people are comfortable being (and expressing) themselves without repercussions. (Amy Edmonson)

It is about creating an environment where employees feel empowered to express an idea or contribution fully, without fear of negative consequences to themselves, their status or their career. It includes being courageous enough to showcase their vulnerability, to own their mistakes and turn them into learning, and trust that their work environment and co-workers will not shame them for doing so. Q ‐ T

Queer is a term used by those wanting to reject specific labels of romantic Queer261B orientation, sexual orientation and/or gender identity. It can also be a way of rejecting the perceived norms of the LGBT community (racism, sizeism, ableism etc.). Although some LGBT people view the word as a slur, it was reclaimed in the late 80s by the queer community who have embraced it. Refers to an individual who is uncertain of their sexual orientation, gender or Questioning262B identity.

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A set of physical traits that define an individual or group of individuals as belonging Race263B to a particular social category. Like gender, race is a “social construct”, meaning that how racial groups are defined and how people are assigned to them varies dramatically across countries, cultures, and historical time. Race is a contested topic because it has limited basis in genetics or biology, the history of humanity is one of “racial” mixing, and the size of the multiracial population is growing rapidly in the United States and around the world. Race is not the same as ethnicity, race, culture or nationality. See “ethnicity”, “culture”, “gender”, “nationality”, “White”, “Black”, “African American”, “Asian” and “Native American”.

An individual’s awareness and experience of being a member of a racial and ethnic Racial264B and Ethnic Identity group; the racial and the ethnic categories that an individual chooses to describe him or herself based on such factors as biological heritage, physical appearance, cultural affiliation, early socialization, and personal experience. (Adams, Bell and Griffin)

The condition that would be achieved if one’s racial identity no longer influenced Racial265B Equity how one fares. Racial equity is one part of racial justice and must be addressed at the root causes and not just the manifestations. This includes the elimination of policies, practices, attitudes, and cultural messages that reinforce differential outcomes by race or fail to eliminate them. (Center for Assessment and Policy Development)

The use of race or ethnicity as grounds for suspecting someone of having committed Racial266B Profiling an offense. Prejudice, discrimination, or antagonism directed against someone of a different Racism267B race based on the belief that one’s own race is superior. The systematic distribution of resources, power and opportunity in our society to the benefit of people who are White and the exclusion of people of color. (Solid Ground). This is not to be confused with individual, interpersonal acts of (intentional or unintentional) meanness, which is bigotry. See article “Focusing on Racists Perpetuates Racism”. See “bigotry”, “prejudice” and “stereotype”.

A system of advantage based on race. A system of oppression based on race. A way Racism268B (endorsed by Dismantling Racism of organizing society based on dominance and subordination based on race. Penetrates every aspect of personal, cultural, and institutional life. Includes prejudice Training) against people of color, as well as exclusion, discrimination against, suspicion of, and fear and hate of people of color. Racism = Prejudice + the POWER to implement that prejudice. (Exchange Project of the Peace & Development Fund) The Rainbow Freedom Flag was designed in 1978 by Gilbert Baker to designate the Rainbow269B Flag great diversity of the LGBTIQ community. It has been recognized by the International Flag Makers Association as the official flag of the LGBTIQ civil rights movement.

A cognitive process for protecting stereotypes by explaining any evidence/example Re270B -Fencing (Exception- Making) to the contrary as an isolated exception. A system of beliefs, usually spiritual in nature, and often in terms of a formal, Religion271B organized denomination. The individual, cultural and institutional beliefs and discrimination that systematically Religionism272B oppress non-Christians, which includes Anti-Semitism and . (National Coalition of Christians and Jews)

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The ability to recover from some shock or disturbance Resilience273B A feeling or understanding that someone or something is important, valued and Respect274B should be treated in a dignified way. Unfair treatment of members of a dominant or majority group. (Society of Human Reverse275B Discrimination Resources Management); according to the National Multicultural Institute, this term is often used by opponents of affirmative action who believe that these policies are causing members of traditionally dominant groups to be discriminated against. The Supreme Court considers it to be illegal to consider race and other demographic categories in hiring and other employment related decisions. A space in which an individual or group may remain free of blame, ridicule and Safe276B Space , and are in no danger of coming to mental or physical harm. (The National Multicultural Institute)

A supportive, non-threatening environment that encourages open-mindedness, S277B afer Space respect, a willingness to learn from others, as well as physical and mental safety. The quality of a group identity in which an individual is more conscious and plays a Saliency278B larger role in that individual's day‐to‐day life; for example, a man's awareness of his "maleness" in an elevator with only women. The action of blaming an individual or group for something when, in reality, there is Scapegoating279B no one person or group responsible for the problem. It targets another person or group as responsible for problems in society because of that person’s group identity. Sex is biology. It’s the designation assigned to a baby at birth (and a person later in Sex280B life) based on the appearance of their genitals. (Adapted from Cooper Lee Bombardier at NMGSAN.) Sex is not the same as gender, gender identity, gender expression or sexual orientation. See “gender”, “gender identity”, “gender expression” and “sexual orientation”. Individual acts of (intentional or unintentional) meanness directed by men towards Sexism281B women, based on their womanhood, are also commonly referred to as “sexist”, but I advocate for calling these individual, interpersonal behaviors “misogyny” to highlight the difference between these and systematic, structural sexism, just as referring to individual acts of intentional or unintentional meanness based on a person’s race as “bigotry” and not “racism” highlights this distinction. Just as bigotry can be directed by and towards dominants or non-dominants alike, the equivalent term for individual acts of meanness directed by women towards men based on their manhood is “” but this word is not commonly known or used – yet. See “bigotry”, “dominant”, “non-dominant”, “race”, “racism”, “homophobia” and “sex”.

Sexual orientation is interpersonal: it’s who we’re romantically, emotionally, and/or Sexual282B Orientation physically attracted to. A person’s sexual or romantic attraction to another person, defined by the gender identity (not sex) of each person. A man generally attracted to men often identifies as gay, a woman generally attracted to women often identifies as lesbian. A man or woman attracted to both men and women simultaneously or at different times in their life often identifies as bisexual. See “LGBT”.

A person’s physical, romantic, emotional, aesthetic, and/or other form of attraction to others. Gender identity and sexual orientation are not the same. For instance, transgender people can be straight, bisexual, lesbian, gay, asexual, pansexual, queer, etc., like anyone else.

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• Aromantic - A person who experiences little to no emotional or romantic to other people. Sometimes aromantic people abbreviate the term to Ace. • Asexual - A person who experiences little to no physical attraction to other people. Sometimes asexual people abbreviate the term to Ace. • Bisexual - A person who has an emotional and physical attraction to persons of the same and different genders. • Gay - A person who is emotionally and physically attracted to someone of the same gender. It is more commonly associated with males or men. • Heterosexual - A person who is emotionally and physically attracted to people of the opposite sex. • Lesbian - A female or woman who has an emotional and physical attraction for other females or women. • Pansexual - A person who is emotionally and physically attracted to individuals of all gender identities and expressions. • Queer - A person who expresses fluid identities and/or orientations in their emotional and physical attraction to others. The term is sometimes used as an umbrella term to refer to all LGBTQ+ people. The conscious or unconscious processes by which the voice or participation of Silencing283B particular social identities is excluded or inhibited.

A member of the generation born before 1945, with distinct cultural characteristics Silent284B born out of the social and historical experience of that age cohort. Also called “Traditionalists” or “Veterans.” A social phenomenon or convention originating within and cultivated by society or a Social285B Construct particular social group, as opposed to existing inherently or naturally. Involves the ways in which one characterizes oneself, the affinities one has with Social286B Identity other people, the ways one has learned to behave in stereotyped social settings, the things one values in oneself and in the world, and the norms that one recognizes or accepts governing everyday behavior. The stages or phases that a person's group identity follows as it matures or develops. Social287B Identity Development A vision of society in which the distribution of resources is equitable, and all Social288B Justice members are physically and psychologically safe and secure. Social justice involves social actors who have a sense of their own agency as well as a sense of social responsibility toward and with others and the society as a whole (Adams, Bell and Griffin)

Both a process and a goal. The goal of social justice is full and equal participation of all groups in a society that is mutually shaped to meet their needs. Social justice includes a vision of society in which the distribution of resources is equitable, and all members are physically and psychologically safe and secure This condition exists when one social group, whether knowingly or unconsciously, Social289B Oppression exploits another group for its own benefit. Access to resources that enhance chances of getting what one needs or influencing Social290B Power others in order to lead a safe, productive, and fulfilling life. (Adams, Bell and Griffin) The degree of positive/negative evaluation an individual holds about their particular Social291B Self-Esteem situation in regard to their social identities.

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An individual's perception about which social identity group(s) they belong. Social292B Self-View One or a set of advantages held by a person or group owing to their experience and Socioeconomic293B Privilege their individual or family’s social and economic status. An acronym, usually used in data collection, for addressing Sexual Orientation, SOGIE294B Gender Identity and Expression, which captures all the ways people self-identify. SOGIE includes LGBTQ+ as well as heterosexual, cisgender, and non-questioning individuals. A veteran who is entitled to compensation under laws administered by the Special295B Disabled Veterans Department of Veteran Affairs a disability rated at 30 percent or more; or a disability rated at 10 or 20 percent in the case of a veteran who has been determined under 38 U.S.C. 3106 to have a serious employment handicap; or a discharge or release from active duty because of a service-connected disability. Reference: Title 38 U.S.C. Section 4211 (1) A sponsor is a powerful internal advocate who looks after your interests, helps Sponsor296B connects you to leaders and special projects, and amplifies your amazing work to other senior people in your business.

A model of environmental, social, governance, and data stewardship (ESG&D) Stakeholder297B Capitalism focused on environmental and social risks and opportunities. This model posits that companies should consider all their stakeholders—not just the owners but also employees, customers and suppliers for the long-term success and health of the business—as opposed to the shareholder-primacy model which focuses on financial and operational costs and benefits and can engender entrenched inequality and damage to the environment. (World Economic Forum; Quartz) A stereotype is a way of automatically assigning the (actual or perceived) Stereotype298B characteristics of a group to an individual based solely on that person’s (actual or perceived) membership in that group. A stereotype organizes people into fixed, simple categories that cover up their personal uniqueness and their complex, multiple group identities. Some stereotypes may contain a grain of truth, but all stereotypes are inaccurate in their description of all members of the entire group, or even a majority. Stereotypes exist for both dominant and non-dominant groups. A stereotype can be negative (all Latinos are poor) or positive (all Asians do well in school), but in either case stereotypes are harmful because they limit an individual’s humanity and hide a group’s diversity. Stereotypes are cognitive representations of how members of a group are similar to one another and different from other groups. Importantly, people can be aware of the stereotypes they hold. See “prejudice”, “bigotry”, “dominant”, “non-dominant” and “unconscious bias”. A situational predicament in which people are or feel themselves to be at risk of Stereotype299B Threat conforming to stereotypes about their social group. Refers to a person who is emotionally, romantically, and/or physically attracted to Straight300B someone of the opposite sex. A corporate program which encourages and ensures the use of minority- owned, Supplier301B Diversity women-owned, veteran-owned, LGBT-owned, veteran-owned, and other historically underutilized business determined by the U.S. Small Business Administration (SBA) in the procurement of goods and services for any business or organization. The Supplier Diversity program concept first introduced in 1953 with the establishment of the Small Business Administration. (SBA.gov)

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Conscious and unconscious, nonrandom, and organized harassment, discrimination, System302B of Oppression exploitation, discrimination, prejudice and other forms of unequal treatment that impact different groups. Hiring or seeking to have representation such as a few women and/or racial or ethnic Token303B -ism minority persons so as to appear inclusive while remaining mono-cultural. Acceptance and open-mindedness to different practices, attitudes, and cultures; Tolerance304B does not necessarily mean agreement with the differences. (University of Maryland) The negative attitudes, expressed through cultural hate, individual and state Trans305B Misogyny violence, and discrimination directed toward trans women and transfeminine people. Refers to a person whose gender is not the same as the sex they were assigned at Trans306B or Transgender birth. Trans people may also describe themselves as gender-queer (GQ), gender- fluid, non-binary, gender-variant, crossdresser, genderless, agender, nongender, third gender, two-spirit, bi-gender, trans man, trans woman, trans masculine, trans feminine and neutrois. NB: some people use the term transsexual, which is old medical terminology but trans or transgender is typically preferred. Individuals whose gender identity, gender expression, or behavior is not traditionally associated with their birth (anatomical) sex. (Adapted from The Leadership Campaign on AIDS.)

While some transgender people may choose particular clothing, hormone therapy and/or gender confirmation surgery (preferred term over “sex reassignment surgery”) to make their physical appearance more closely reflect their gender identity, not all do. See “gender”, “gender identity”, “gender expression”, “LGBT” and “sex”. A person who identifies more closely with a racial, ethnic, or cultural “group of Transcultural307B resonance” that is not their biological heritage and is also widely accepted as such by members of the group of resonance. See articles “Hi, My Name is Susana, I’m a ‘Transcultural’” and “Rachel Dolezal’s Transracial Deception: It’s Personal”. See “culture”, “race” and “ethnicity”. Challenging the accepted expectations and/or rules of the appropriateness of “polite Transgressive308B society”. The steps a trans person takes to live in the gender with which they identify. For Transitioning309B some it could involve medical intervention, such as hormone therapy and surgeries, but not all trans people want or are able to have this.

The conversion of meaning in one language to meaning in another language in Translation310B written form. Documents are translated; conversations are interpreted. Both are equally accurate when done by a professional. See "interpretation”.

The fear or dislike of someone based on the fact they are trans, including the Transphobia311B denial/refusal to accept their gender identity. This was used in the past as a more medical term (similarly to homosexual) to refer Transsexual312B to someone whose gender is not the same as, or does not sit comfortably with, the sex they were assigned at birth.

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A term used within some American Indian (AI) and Alaska Native (AN) communities Two313B -Spirit to refer to a person who identifies as having both a male and a female essence or spirit. The term--which was created in 1990 by a group of AI/AN activists at an annual Native LGBTQ conference--encompasses sexual, cultural, gender, and spiritual identities, and provides unifying, positive, and encouraging language that emphasizes reconnecting to tribal traditions. (PFLAG)

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U ‐ Z

The subliminal tendency to favor certain people or groups of people based upon learned Unconscious314B Bias stereotypes. It can be interchangeable with the term “implicit bias. (Mercer). It refers to 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. (UCSF, Office of Diversity & Outreach).

Deep-seated assumptions we make about people who are different than us without even realizing it – usually called implicit bias or unconscious bias. The process by which the brain uses established, unintentional mental associations to make quick decisions outside of conscious awareness about other people, based on limited, superficial information. (Adapted from Howard Ross). Unconscious biases typically reinforce and perpetuate the position and privilege of dominant group members, and disproportionately disadvantage nondominant group members. See Implicit Association Tests. See “privilege”, “dominant” and “non-dominant” Refers to a group whose members are disadvantaged and subjected to unequal treatment Underrepresented315B Groups by the dominant group, and who may regard themselves as recipients of collective discrimination. A group that is less represented in one subset (e.g., employees in a particular sector, such as IT) than in the general population. This can refer to gender, race/ethnicity, physical or mental ability, LGBTQ+ status, and many more. The term also refers to populations who are not represented in STEM professions in proportions equal to White STEM workers. (IGI Global)

Replaces the term Underrepresented Minorities (URM), as minority groups will soon be the majority in the U.S. Underrepresented Groups is inclusive of LGBTQ+ individuals as well as Veterans and People with Disabilities. A foreign-born person living in the United States without legal citizenship status. Undocumented316B School-aged immigrants who entered the United States without inspection/overstayed Undocumented317B Student their visas and are present in the United States with or without their parents. They face unique legal uncertainties and limitations within the United States educational system. A person who speaks or acts in support of an individual or cause, particularly someone Upstander318B who intervenes on behalf of a person being attacked or bullied. Optional term for “American”, which is more respectful of the fact that “America” refers to USian/U.S.319B American a continent that is home to 35 different countries, and “North America” is home to 23 different countries.

A person who served in the Armed Forces of the United States during a period specified Veteran320B and was honorably discharged or released under honorable circumstances. Armed Forces is defined as the Army, Navy, Marine Corps, Air Force, and Coast Guard, including all components thereof, and the National Guard. (Emory University) Includes every person who has received a discharge or was released from active military service under conditions other than dishonorable or is in receipt of a United States department of defense discharge document that characterizes their military service as other than dishonorable. Reference: Title 38 U.S.C. Whether or not an individual has served in a nation's armed forces (or other uniformed Veteran321B Status service). Page | 42 © Leading Culture Solutions 2021 Diversity, Equity and Inclusion - Glossary of Terms

The tendency to believe that Western society values, standards and norms are superior to Western322B -centrism those of other cultures. A person who is visually identified, or self-identifies, as having biological origins in Europe White323B (and sometimes the Middle East) and (usually, but not always) light-skinned. Preferable to the term “Caucasian.” Capitalizing “White” as a racial identifier creates equity and consistency with other racial and ethnic identifiers (like Asian and Latino) and highlights the difference between white as a skin color and White as a racial identity term (a person may identify racially and culturally as all or partly White, but not be white-skinned). See article “6 Reasons to Not Say ‘Caucasian’”. See “race”, “culture”, “ethnicity”, “Anglo”.

Putting your feelings as a White person above the Black and POC causes you’re supposed White324B Centering to be helping. Layla F. Saad explains in her book, Me and White Supremacy, “White centering is the centering of White people, white values, white norms and white feelings over everything and everyone else.” White centering can manifest as anything ranging from tone policing and white fragility to white exceptionalism and outright violence. Culture defined by white men and white women with social and positional power, enacted White325B Dominant Culture both broadly in society and within the context of social entities such as organizations. See “Dominant Culture” and “White Supremacy”. Discomfort and defensiveness on the part of a white person when confronted by White326B Fragility information about racial inequality and injustice. White Privilege is the spillover effect of racial prejudice and White institutional power. It White327B Privilege means, for example, that a White person in the United States has privilege, simply because one is White. It means that as a member of the dominant group a White person has greater access or availability to resources because of being White. It means that White ways of thinking and living are seen as the norm against which all people of color are compared. Life is structured around those norms for the benefit of White people. White privilege is the ability to grow up thinking that race doesn’t matter. It is not having to daily think about skin color and the questions, looks, and hurdles that need to be overcome because of one’s color. White Privilege may be less recognizable to some White people because of gender, age, sexual orientation, economic class or physical or mental ability, but it remains a reality because of one’s membership in the White dominant group. White supremacy or white is the racist belief that white people are superior White328B Supremacy to people of other races and therefore should be dominant over them. The belief that White people of European origin are innately superior to other races, and therefore best equipped to run things. See “race”, “White” and “racism”. A broad social construction that embraces the white culture, history, ideology, Whiteness329B racialization, expressions, and economic, experiences, epistemology, and emotions and behaviors and nonetheless reaps material, political, economic, and structural benefits for those socially deemed white. Workforce Diversity means a collection of individual attributes that together help agencies Workforce330B Diversity pursue organizational objectives efficiently and effectively. These include, but are not limited to, characteristics such as national origin, language, race, color, disability, ethnicity, gender, age, religion, sexual orientation, gender identity, socioeconomic status, veteran status, political beliefs, communication styles], and family structures. The concept also encompasses differences among people about where they are from, where they have lived and their differences of thought and life experiences. See “Diversity”. An atmosphere where all employees belong, contribute and can thrive. It requires Workplace331B Inclusion deliberate and intentional action.

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The perspective through which individuals view the world; comprised of their history, Worldview332B experiences, culture, family history, and other influences. Dislike of or prejudice against people from other countries. Xenophobia333B The idea that if one person gains something, another person loses something. When doing Zero334B Sum Game D&I work, sometimes dominant groups believe that an organization helps make underrepresented groups feel more included, they lose power, influence, and clout.

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