Foundational Concepts

Foundational concepts of diversity, equity, and inclusion include words and phrases that apply broadly across many categories. These terms may also be used in addition to more specific terms, such as discrimination being combined with age, race, gender, or other groups. Foundational concepts often serve in introductory capacities.

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‐ A B C D E F G H I J K L M N O P Q R S T U V W X Y Z

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-ism. By itself, a neutral suffix or collective term. In suffix form, -ism is a practice, process, belief, or attitude referred to by the word preceding the suffix.²¹ In an explicitly DEI perspective, the context for -ism is derogatory. When used as a suffix, -ism denotes discrimination and oppression based on the presence of a specific attribute, which precedes the suffix. When used as a collective term, -isms describe actions, attitudes, or structures that are oppressive and discriminatory.^{16, 21}

-misia. A suffix based on the Greek word for hate or hatred.⁶ Usage is shifting towards -misia instead of -phobia to correct ableist language. Words using the suffix -phobia reflect intense fear, often diagnosed as mental health disorders. Using -phobia as a suffix to describe oppressive and discriminatory behavior inaccurately aligns that behavior with fear instead of hate.

A

Accomplice. When the action an ally takes includes risk to themself or their social status.¹³

Accountability. Refers to the maintenance and support of ideals and actions while upholding values and community beliefs. Accountability is visible and outcomes-oriented, not performative. Accountability may be responsive, especially after something has been done wrong.³

Affinity bias. Affinity bias is when one favors individuals based on shared identities, particularly when those identities are not related to the criteria of a selection process. For example, selecting an individual from your hometown could reflect affinity bias, particularly if that characteristic is not likely to correlate to success in that position.⁴
Related term: Affinity group

Affinity group. An affinity group defines itself according to a shared identity, whether the identity is defined according to interest, religion, background, class, or some other identity. For example, a support group for women in management could be defined as an affinity group.⁵
Related term: Affinity bias

Affirmative action. This term describes policies adopted since the 1960s that require “affirmative” (or positive) actions be taken to ensure people of color and women have opportunities equal to those of white men in the areas of promotions, salary increases, school admissions, financial aid, scholarships, and representation among vendors in government contracts. Although they have been effective in redressing injustice and discrimination that persisted in spite of civil rights laws and constitutional guarantees, the policies have been attacked because of perceived “reverse discrimination.” The Supreme Court has not ruled all affirmative action unconstitutional, but it has limited the use and ways which policies can be written and applied.²⁶

Ally. A person who takes action in recognition of their own privilege and to work in solidarity with oppressed groups towards justice.¹⁰
Related terms: accomplice and performative or optical allyship.

Anti-racism. The active process of identifying and challenging racism, by changing systems, organizational structures, policies and practices, and attitudes, to redistribute power in an equitable manner.²⁰ The work of actively opposing racism by advocating for changes in political, economic, and social life.²⁷

B

Belonging. A feeling or sense of being accepted, recognized, and affirmed as a full member of a larger community. When an individual can fully participate and thrive as part of a larger group.^{8, 9, 15}

Bias. A form of prejudice in favor of or against people or ideas when compared to others, usually in unfair ways; often results from quick categorizations.^{9, 13}
Related terms: implicit or unconscious bias and explicit or conscious bias

Bigotry. Having/expressing/showing obstinate/strong devotion to someone’s own beliefs and prejudices and showing/expressing opposition to those who have different beliefs/ways of life.^{13, 21}

C

Cultural appropriation. Theft of cultural elements – including symbols, art, language, customs, etc. – for one’s own use, commodification, or profit, often without understanding, acknowledgement,or respect for its value in the original culture. Results from the assumption of a dominant (i.e., white) culture’s right to take other cultural elements.²⁵

Cultural humility. A life-long and dynamic process that uses self-reflection of your own background and culture in conjecture with the background and culture of others; a willingness to learn from others and honoring the beliefs, customs, and values of others.^{7, 34}

D

Discrimination. “The unjust or prejudicial treatment of different categories of people or things, especially on the grounds of marginalized identities. Unfair treatment or consideration of a person based on their group, class, or identity rather than on individual merit.”⁸

Diversity. In the sociopolitical sense, refers to the sum of the ways that people are both alike and different. Includes both visible attributes or characteristics and those that are less readily seen.²² In an explicitly DEI context, often refers to the work of fostering an increased diversity of people within institutional and community spaces.

E

Emotional labor. Coined by Arlie Hochschild, is the work of managing and supporting the emotional needs of othersothers.It often requires trying to feel the right feeling, either by evoking or suppressing feelings. For example, workers are expected to regulate their personas during interactions with customers, co-workers, clients, and managers. This includes analysis and decision-making in terms of the expression of emotion, whether actually felt or not, as well as its opposite: the suppression of emotions that are felt but not expressed.¹¹

Equity. Equity assumes difference and takes difference into account to ensure a fair process and, ultimately, a fair (or equitable) outcome. Equity recognizes that some groups were and are disadvantaged in accessing opportunities and are therefore underrepresented or marginalized in many organizations and institutions. The effects of that exclusion often linger systemically within organizational policies, practices, and procedures. Equity means increasing diversity by improving conditions of disadvantaged groups.²²

Explicit or conscious bias. Bias that exists within conscious thoughts or feelings.³³

I

Identity-first and person-first language. Identity- and person-first language are two ways of describing people in relation to their identities, experiences, and backgrounds. For example, “disabled person” (identity-first) versus “person living with a disability” (person-first). Proponents of person-first language believe that it is important to always center the individual rather than their (potentially) stigmatizing experience. Proponents of identity-first language believe that a person’s (potentially) stigmatizing experience can be an essential part of their identity and that decentering it is a denial of their lived experience. There are strong feelings on both sides. There are appropriate situations to use either form, but it’s most important if at all possible to speak about people using whichever form they prefer.¹⁸

Impact. The effect that words, actions, or circumstances have on someone. This may or may not match the way the words or actions were intended by the person who said or performed them.⁸

Implicit or unconscious bias. Bias that exists outside of conscious thoughts or feelings; often undermines actions, intentions, and beliefs.³³

Inclusion. Inclusion means an environment in which all individuals are treated fairly and respectfully; are valued for their distinctive skills, experiences, and perspectives; have equal access to resources and opportunities; and can contribute fully to the organization’s success.²²

Intent. The original purpose behind someone’s words or actions. The words or actions may not be received in this way by the recipient; in these cases, it is said that the intent did not match the impact.⁸

Intent vs impact. DEI spaces consider the difference between intent and impact. We often place emphasis on impact as part of developing more equitable spaces.

Intersecting identities. The concept that an individual’s identity consists of multiple, intersecting factors, including but not limited to gender identity, gender expression, race, ethnicity, disability, class (past and present), religious beliefs, sexual identity and sexual expression. Intersecting identities differs from intersectionality due to the presence and amount of discrimination, inequality, power, and privilege involved.¹⁹

Intersectionality. A theory stating that social categorizations like race, gender identity, and class are interconnected and, when applied to an individual or group, create an interdependent system of discrimination. The theory was developed by Prof. Kimberle Crenshaw, a legal scholar whose work often focuses on the relationship between race, gender, and the law.¹⁹

Invisible. From a DEI perspective, refers to characteristics, attributes, and/or identities that cannot be readily seen. These include, but are not limited to, disability, socioeconomic background, religious beliefs, sexual identity, and more.²²
Related term: Invisibilize

Invisibilize. The earliest example we’ve seen is from a book by an American sociologist about racism and sex: Historically, when black men and women came in contact with white men and women, whatever the occasion, the blacks had a fixed role to play, a rigid, docile way to act, in order to nullify (‘invisibilize’) the sexuality of their presence” (Coming Together: Black Power, White Hatred, and Sexual Hang-ups, 1971, by Calvin C. Hernton). Since then, “invisibilize” has been used in many areas (gender, politics, fashion, music, religion, etc.) to mean exclude, ignore, erase, or dismiss.³⁷
Related term: Invisible

J

Justice. The presence of systems and supports (e.g. policies, practices, norms) that achieve and sustain fair treatment, equitable opportunities, and outcomes for people of all races. Includes systematic, proactive reinforcement.¹³

M

Marginalization. Refers to actions and processes that exclude, ignore, or relegate a person or group to the outer edge of a group, society, or community.¹²

Microaffirmation. A brief/small act of kindness or welcome that demonstrates warmth and inclusion; a small scale show of respect. Examples can include- but are not limited to- (active) listening, providing support, providing caring feedback, giving credit, etc.³²

Microaggression / microinequity. A brief/small act of bias or act that demeans/discriminates against a person or members of marginalized groups. These may be done consciously or unconsciously. Examples can include – but are not limited to – rolling eyes, dismissive gestures/comments, inappropriate jokes, interrupting/talking over someone, calling someone an unwelcome nickname, etc.⁸

O

Oppression. Oppression combines power and prejudice. It is the systematic abuse of power by a dominant group against a less powerful group for social, economic, and political gain. Oppression may occur along different lines of identity (e.g., gender, ability, class) and can “perpetuate itself through differential treatment, ideological domination, and institutional control.” Liberation and anti-oppression are often used to describe actions taken in response to oppression.²⁰

P

Performative or optical allyship. When someone from a privileged group states support and solidarity with an oppressed group in a way that is not helpful, and is motivated by reward rather than a true sense of solidarity.²³

Power. The ability to exercise one’s will over others. Power occurs when some individuals or groups wield a greater advantage over others, thereby allowing them greater access to and control over resources.⁹

Prejudice. A hostile attitude directed toward a specific group often constructed on irrational grounds. Prejudice is often rooted in stereotypes or deeply entrenched societal beliefs and can lead to the hostile treatment of groups and individuals. When acted upon, prejudice can lead to discrimination, which is negative treatment based on prejudice.^{20, 24}

Privilege. Systemic favoring, enriching, valuing, validating and including of certain social identities over others. Individuals cannot ‘opt out’ of systems of privilege; rather these systems are inherent to the society in which we live.^{12, 13}

R

Respectability politics / respectability narratives. Respectability politics, or the politics of respectability, is a political strategy wherein members of a marginalized community will consciously abandon or punish controversial aspects of their cultural-political identity as a method of assimilating, achieving social mobility, and gaining the respect of the majority culture.²⁸

S

Scholasticide. The systematic destruction of a society’s educational system. Scholasticide can include the destruction of schools, the detainment or endangering of educators and students, and the destruction of educational resources and infrastructure. The term was coined by Prof. Karma Nabulsi with regards to Israeli attacks on Gaza in 2009.^{17, 29, 35}

Solidarity / solidarism. Solidarity or solidarism is an awareness of shared interests, objectives, standards, and sympathies creating a psychological sense of unity of groups or classes. Solidarity does not reject individuals and sees individuals as the basis of society. It refers to the ties in a society that bind people together as one. The term is generally employed in sociology and the other social sciences, as well as in philosophy and bioethics.³⁰

Stereotype. An oversimplified generalization about a person or a group. These can be about both negative and positive qualities but regardless, they lump people together. Stereotypes are cognitive shortcuts and become a bias when you apply the stereotype to an action.¹⁴

T

Tokenism. A form of covert discrimination by making symbolic efforts towards equitable inclusion of members of a minoritized group without co-occurring positional power. This often occurs by recruiting people from underrepresented, social-minority groups, especially people of color, to give the public appearance of racial and gender equality.^{25, 31}

U

Unconscious bias. An implicit association, whether about people, places, or situations, which is often based on mistaken, inaccurate, or incomplete information, and includes the personal histories we bring to the situation.¹⁴ Unconscious bias can be used interchangeably with implicit bias. This phenomenon has been used to help explain inequity in policing, job selection, healthcare, and other situations.

Underserved. Used to refer to specific groups/communities who do not have adequate/equitable access to resources, essentials, services such as education, healthcare, and economic opportunities due to system barriers.^{1, 2}

V

Visible. From a DEI perspective, refers to characteristics, attributes, and/or identities that can be readily seen or perceived. These include, but are not limited to, physical appearance, age, gender expression, some types of physical disability, and more.²²

W

Woke / wokeism. Since the 1930s or earlier, is used to refer to awareness of social and political issues affecting African Americans and is derived from the African-American English synonym for the General American English word awake. It is often used in construction to stay woke. Beginning in the 2010s, it came to be used to refer to a broader awareness of social inequalities such as racial injustice, sexism, and denial of LGBTQ rights.³⁶

Sources

^ 2023 DEI Glossary(PDF), Seramount (2023).
^ ABCs of DEI: DEI Key Terms and Definitions A-Z Glossary, The, Hudson County Community College (2025) (archived PDF from 2025).
^ Accountability and White Anti-Racist Organizing: Stories from Our Work, Bonnie Berman Cushing with Lila Cabbil, Margery Freeman, Jeff Hitchcock and Kimberly Richards (2010). Quoted in Glossary, Racial Equity Tools (2020) and Terms Related to Diversity, Equity, and Inclusion, SJSU (2023).
^ “Affinity Bias,” The Oxford Review DEI (Diversity, Equity and Inclusion) Dictionary (n.d.).
^ “Affinity Groups,” Thomas S. Vontz in American Governance, edited by Stephen Schechter, et al., vol. 1, pp. 23-25 (2016).
^ Anti-Oppression, Simmons University Library (2023).
^ “Cultural Humility vs. Cultural Competence — and Why Providers Need Both,” Shamaila Khan, HealthCity, Boston Medical Center Health System (2021).
^ DEI Glossary, Cornell University (n.d.).
^ Diversity, Equity and Inclusion: Key Terms and Definitions, National Association of Counties (archived PDF from 2022).
^ Dynamic System of Power, Privilege, and Oppression, The, from Open Source Leadership Strategies (archived PDF from 2020).
^ Emotional labor, Wikipedia (accessed 2025, May 15).
^ Equity, Diversity & Inclusion Glossary of Terms, Pacific University (n.d.) (archived PDF from 2024).
^ Foster Community Glossary, Foster School of Business, University of Washington (n.d.).
^ Foundational Concepts & Affirming Language, Harvard Office for Equity, Diversity, Inclusion, and Belonging (2021) (archived PDF from 2023).
^ Glossary of Diversity, Inclusion and Belonging (DIB) Terms, Harvard Human Resources (n.d.) (archived PDF from 2024).
^ Glossary of Terms, UW College of the Environment (2023).
^ “In Gaza, the schools are dying too,” Ameera Ahmad and Ed Vulliamy, The Guardian (2009).
^ Inclusive Language Guidelines, American Psychological Association (2021).
^ Intersectionality vs. Intersecting Identities [presentation slides] (PDF), Pharoah Bolding (2020).
^ Key Equity Terms & Concepts: A Glossary for Shared Understanding (PDF), Center for the Study of Social Policy (2019).
^ Merriam-Webster Dictionary, Merriam-Webster (2025).
^ ODLOS Glossary of Terms, American Library Association (2017).
^ Performative Allyship, Technium Social Sciences Journal (2020) (archived PDF from 2020).
^ “Prejudice,” Farah A. Ibrahim and Carmen B. Williams in Sage Encyclopedia of Counseling, Vol 4 (2008).
^ Racial Equity Tools Glossary, Racial Equity Tools (2020).
^ Racial Justice in Education: Key Terms and Definitions, NEA Center for Social Justice, (2021).
^ Racism Defined, Dismantling Racism Works (2021).
^ Respectability politics, Wikipedia (accessed 2025, May 15).
^ “Scholasticide Definition” (PDF), Scholars Against the War on Palestine (2024).
^ Solidarity, Wikipedia, (accessed 2025, May 15).
^ Tokenism, Wikipedia, (accessed 2025, May 15).
^ Use Microaffirmations and Call Out Microaggressions to Help Others, College of Agricultural and Life Sciences, University of Wisconsin-Madison (2023) (archived PDF from 2024).
^ What is Bias?, Aara’L Yarbar, ADVANCEGeo Partnership (2023).
^ What is Cultural Humility? The Basics, Division of Equity and Inclusion, University of Oregon (n.d.).
^ “What Is Scholasticide?,” Josh Moody, Inside Higher Ed (2025).
^ Woke, Wikipedia, (accessed 2025, May 15).
^ “Word of the week: Invisibilize,” Fritinancy: Names, Brands, Writing, and the Language of Commerce, Nancy Friedman (2023).