Defining Diversity, Equity, and Inclusion

Defining Leaders was founded by the idea that together is better.  As a virtual community, we work together to help develop and  lift each other up, helping to boost one another’s careers and make work a better place to be.  

We have created a community that  focuses on helping our members find authentic connection, discovery,  and empowerment so they can find a healthy, enjoyable, and fulfilling  career.

Over the next 6 weeks, we are going to take our attendees through a series centered around Diversity, Equity and inclusion.

In this week's session, we will review the definition of certain terms in this category including:

Here is a glossary of terms relating to diversity, inclusion and belonging. It is not comprehensive, but rather, is meant to serve as a starting point for communication and learning.

Bias: Prejudice in favor of or against one thing, person, or group compared with another, usually in an unfair or negative way. Unconscious bias, also known as implicit bias, is defined as “attitudes and stereotypes that influence judgment, decision-making, and behavior in ways that are outside of conscious awareness and/or control”

Diversity: The condition of being different or having differences. Differences among people with respect to age, class, ethnicity, gender, health, physical and mental ability, race, sexual orientation, religion, physical size, education level, job and function, personality traits, and other humandifferences. Some describe organizational diversity as social  heterogeneity

Diversity v. Inclusion v. Belonging: Diversity typically means proportionate representation across all dimensions of human difference. Inclusion means that everyone is included, visible, heard and can thrive

Equity: Fair treatment for all while striving to identify and eliminate inequities and barriers

Microaggression: A comment or action that unconsciously or unintentionally expresses or reveals a prejudiced attitude toward a member of a marginalized group, such as a racial minority. These small, common occurrences include insults, slights, stereotyping, undermining, devaluing, delegitimizing, overlooking or excluding someone. Over time,  microaggressions can isolate and alienate those on the receiving end, and affect their health and wellbeing. 

Microaffirmation: A microaffirmation is a small gesture of inclusion, caring or kindness. They include listening, providing comfort and support, being an ally and explicitly valuing the contributions and presence of all. It is particularly helpful for those with greater power or seniority to “model” affirming behavior.

Racism: A belief that racial differences produce or are associated with inherent superiority or inferiority. Racially-based prejudice, discrimination, hostility or hatred. Institutionalized racism, also known as systemic racism, refers to forms of racism that are engrained in society or organizations. It is when entire racial groups are discriminated against, or consistently disadvantaged, by larger social systems, practices, choices or policies.