Here are some key terms and concepts commonly used in discussions around diversity, equity, inclusion, and belonging (DEIB) that are important to explore. This is not a comprehensive list, but rather a starting point for understanding:
Allyship
An ally leverages their privileges and resources to confront and challenge the inequalities faced by groups to which they do not belong.
Allies provide support by amplifying the voices of those they stand in solidarity with. For instance, a man advocating against gender-based pay disparities and being a strong proponent for equal pay for both men and women.
Authentic vs. performative allyship
Performative allyship involves outward displays of support that may appear commendable but ultimately have little impact on improving the lives of marginalized groups. This type of allyship, driven by personal motives, can come across as insincere and superficial. In contrast, authentic allyship focuses on meaningful actions that create real change, prioritizing the impact on others rather than how it’s perceived by the public.
Bias
Bias refers to inherent tendencies in judgment and decision-making that result in favoring certain individuals or groups over others.
Explicit bias is intentional and reflects clear prejudice, whereas implicit bias is unconscious and arises from ingrained, hidden beliefs. Along with biases towards others, we can also hold positive or negative beliefs about the characteristics or groups we personally identify with.
DEIB training aims to help individuals recognize and confront biases within themselves and others, fostering greater awareness and inclusion.
At times, our implicit biases and automatic assumptions may conflict with our self-perceptions or values. This disconnect can result in words or actions that unintentionally cause harm or offense, even if that was not the original intent.
Intention vs. impact refers to the difference between what we intend to communicate and how our words or actions are actually received by others. Recognizing the impact, regardless of intention, is often a crucial step in resolving conflicts and fostering personal growth.
Privilege
Privilege refers to the unearned benefits and advantages individuals receive based on their perceived membership in certain groups. It plays a crucial role in understanding why some opportunities are more readily available to certain people than to others.
Aspects like skin color, nationality, and ability status—factors that may grant us privilege—are often beyond our control. However, what we can control is our understanding of how we may benefit from privilege and how we can use this awareness to support and uplift others.
Power
Privilege is closely tied to power, which is the ability to influence and make decisions. When power is unequally distributed, it results in unequal access to opportunities for different groups.
Identity
Identity refers to an individual’s sense of self, shaped by a combination of intersecting factors. It is defined both by unique personal traits and by affiliations with specific groups and roles. These differing identities can lead to vastly different experiences for people, even within the same workplace.
Intersectionality, a concept introduced by Kimberlé Crenshaw in 1989, explains how various social identities (such as race, gender, or age) are interconnected and overlap to influence a person’s experiences, especially with regard to discrimination and inequality.
Social justice
Social justice is an activist movement focused on creating a fair and equitable society. In a socially just system, every individual, regardless of their identity group, is empowered to feel safe, free, and fully themselves.
Transformation refers to deep and significant change. In the context of DEIB, it involves fundamentally altering traditional workplace practices and reforming processes and organizational culture to foster greater inclusivity and equity.