Equity
Equity means giving each person what they need to succeed, accounting for different starting points. It differs from equality, which treats everyone identically.
A glossary of equity, diversity and inclusion
This DEI glossary clearly defines the most useful terms, from equity to epistemic injustice. Each definition answers in one or two sentences.
Diversity
Diversity describes the presence of people with varied profiles, backgrounds and identities within a group. It describes a composition, not a way of working together.
Inclusion
Inclusion is the practice that lets every person contribute fully and feel respected. A team can be diverse without being inclusive.
Accessibility
Accessibility means designing environments, tools and communications usable by everyone, including people with disabilities.
DEI / EDI
DEI brings together diversity, equity and inclusion as a coherent organizational approach. Accessibility is often added (DEIA).
Inclusive leadership
Inclusive leadership is a manager’s ability to create an environment where every person contributes and feels respected. It shows up in everyday decisions.
Cognitive bias
Cognitive biases are mental shortcuts that influence our judgments without our awareness. At work, they weigh most on hiring and assessment.
Intercultural intelligence
Intercultural intelligence is the ability to collaborate effectively across cultures. It can be learned and turns diversity into a concrete advantage.
Inclusive writing
Inclusive writing is communication that represents everyone. Done well, it stays clear and readable.
Epistemic injustice
Epistemic injustice is the harm done to a person in their capacity to know and to be believed. In organizations, it helps explain why some voices remain under-represented in strategic roles.
Intersectionality
Intersectionality describes how multiple identities (gender, origin, disability, and more) combine to create unique experiences of privilege or disadvantage.
Tokenism
Tokenism means including a person for the appearance of diversity, without giving them real influence. It harms both the person and the organization.
Microaggressions
Microaggressions are small, often unintentional words or actions that remind a person they are seen as different. Their effect accumulates over time.
Ally
An ally actively supports groups they do not belong to, by listening, amplifying their voice and taking action. Allyship is measured by actions, not intentions.
Cultural safety
Cultural safety aims for an environment where every person feels respected in their cultural identity. It is essential for voices to speak freely.
Bring inclusion to your table
A keynote, a training or a consulting mandate: one point of contact to talk it through.