- Affirmative Action
- Allyship
- Accessibility
- Ageism
- Anti-racism
- Androgynous
- Assimilation
- Appropriation
- Ableism
- Authenticity
- Autonomy
- Affinity Groups
- Agender
- Amplification
- Asexual
- Ascribed Status
- Attribution Bias
- Audience Segmentation
- Authority Bias
- Autonomy Support
- Automaticity
- Aversion
- Awareness Training
- Ally Fatigue
- Anchor Bias
- Anonymized Applications
- Anti-discrimination Laws
- Anti-oppression
- Aristocracy of Labor
- Associative Discrimination
- Attitudinal Barriers
- Autism-Friendly
- Auto-segregation
- Awkwardness Gap
- Belonging
- Bias
- Black Lives Matter
- Binary
- Bystander Effect
- Bullying
- Bottom-Up Approach
- Biracial/Multiracial
- Borderless Teams
- Bro Culture
- Bravery Space
- Bundle of Sticks Theory
- Bicultural Identity Integration (BII)
- Bamboo Ceiling
- Binary Code of Silence
- Burden of Representation
- Barrier Analysis
- Bridge-Building
- Bicultural Competence
- Bleaching Syndrome
- Bookending
- Belief Perseverance
- Cultural Competence
- Critical Race Theory
- Code-Switching
- Colorism
- Cognitive Diversity
- Collective Bargaining
- Conscious Bias
- Cultural Appropriation
- Covering
- Cultural Humility
- Capability Approach
- Cultural Capital
- Conflict Resolution
- Cancel Culture
- Cultural Sensitivity
- Cultural Relativism
- Cisgender
- Collective Identity
- Constructive Criticism
- Cultural Intelligence
- Cultural Audit
- Compliance Programs
- Cognitive Load
- Counternarrative
- Critical Consciousness
- Cross-Cultural
- Community Engagement
- Collaborative Filtering
- Caucus Groups
- Cross-Generational
- Cyberbullying
- Consensus Decision-Making
- Cultural Diplomacy
- Diversity
- Discrimination
- Disability Inclusion
- Decolonization
- Disadvantage
- Diverse Teams
- Demographics
- Dialogue Circles
- Dominant Culture
- Digital Divide
- Diversity Audit
- Double-Bind
- De-Escalation Training
- Disparate Impact
- Dignity at Work
- Decentralization
- Deep Listening
- Data-Driven Inclusion
- Distributed Teams
- Disenfranchisement
- Desegregation
- Disidentification
- Deliberative Democracy
- Democratic Participation
- Dehumanization
- Dignity of Risk
- Diversity Metrics
- D&I Training
- Diversity Statement
- Diversity Quotas
- Diversity Panels
- Duty of Care
- Diversity Hire
- Differential Treatment
- Disadvantaged Communities
- Diversity Fatigue
- Equity
- Equal Opportunity
- Ethnicity
- Empowerment
- Exclusion
- Emotional Intelligence
- Erasure
- Employee Resource Groups
- Ethnocentrism
- Economic Inequality
- Environmental Justice
- Enfranchisement
- Eurocentrism
- Ethical Governance
- Essentialism
- Egalitarianism
- Ethnic Diversity
- Emotional Labor
- Experiential Learning
- Equal Representation
- Equality Act
- Externalization
- Enculturation
- Ethical Relativism
- Exceptionalism
- Enabling Environment
- Exoticism
- Echo Chamber
- Endogamy
- Elitism
- Entitlement
- Environmental Racism
- Epistemology
- Ethnic Enclave
- Equity Audit
- Emotional Safety
- Exclusionary Zoning
- Ethnic Fractionalization
- Equality Impact Assessment
- Educational Inequality
- Fairness
- Feminism
- Forced Diversity
- Fragility
- First Nations
- Flexible Working
- Fitting In
- Fluid Identity
- Formative Assessment
- Free Speech
- Fair Employment Practices
- Financial Inclusion
- Friendship Bias
- Faith-based Discrimination
- Family Status
- Foundational Literacy
- Folk Culture
- Fair Trade
- First-Generation
- Four-Fifths Rule
- Frame of Reference
- Fringe Groups
- Fulcrum Initiative
- Foreign-born
- Feeder Programs
- Freedom of Association
- False Consciousness
- Free Market Bias
- Flashpoints
- Fluidity
- Filial Piety
- Faculty Representation
- Freedom of Movement
- Field Dependency
- Federal Mandates
- Fusion Politics
- False Equivalency
- First-Person Perspective
- Gender Identity
- Genderfluid
- Generational Wealth
- Glass Ceiling
- Gender Pay Gap
- Gender Dysphoria
- Geographical Disparities
- Grievance Procedures
- Grassroots Movements
- Global Mindset
- Gatekeeping
- Gender Norms
- Groupthink
- Genderqueer
- Gender Expression
- Gender Equity
- Gentrification
- Gender Parity
- Generalization Bias
- Gender Binary
- Green Ceiling
- Gender Fluidity
- Global Majority
- Global South
- Gender Spectrum
- Gender Confirmation Surgery
- Gender Role
- Gender Inclusive Language
- Gaze
- Global North
- Gender Socialization
- Gendered Division of Labor
- Generational Differences
- Gravitas
- Gender-Neutral Pronouns
- Gender Harassment
- Gray Area
- Grandfather Clause
- Gender Equity Audit
- Global Citizenship
- Gender Democracy
- Gender Reassignment
- Guardian
- Gender Responsive
- Hate Crime
- Horizontal Hostility
- Human Capital
- Hidden Curriculum
- Harassment
- Heritage
- Human Rights
- Heteronormativity
- Hybrid Identity
- Heuristic Bias
- Hypermasculinity
- Holistic Approach
- Homophobia
- Health Equity
- Hegemony
- Historical Context
- Horizontal Segregation
- High-Context Culture
- Harm Reduction
- Homonationalism
- Hypervisibility
- Heritage Months
- Heuristic Discrimination
- Honorary Whites
- Health Disparities
- Human Variability
- Habitual Discrimination
- Hegemonic Masculinity
- Humanistic Perspective
- Hyperlocal
- Horizontal Integration
- Heterosexism
- Habituation
- Honor Culture
- Housing Equity
- Hybrid Work Environment
- Historical Trauma
- Heterogeneity
- Health Literacy
- Hybrid Culture
- Humane Capitalism
A
Affirmative Action
Affirmative action policies aim to improve opportunities for groups historically marginalized due to factors like race or gender. In the United States, it’s often discussed in college admissions, while countries like India have reservation systems to uplift certain social groups.
Allyship
This is the practice of advocating for and supporting communities one is not a part of. In many Western countries like the United States and Australia, the concept has gained prominence as people actively seek to become allies to minority communities.
Accessibility
Accessibility ensures that people with disabilities can fully participate in all aspects of society. For example, European nations such as Germany and the United Kingdom are working on legislation to make public spaces more accessible.
Ageism
Ageism involves discriminating against people based on their age. It’s not just a concern in the job markets of Silicon Valley, but also a growing issue in aging societies like Japan and Italy.
Anti-racism
Anti-racism is the active process of identifying and opposing racism. This term has recently surged in popularity, especially in English-speaking countries like the U.S. and Canada, following global protests against racial injustice.
Androgynous
Androgynous refers to having both masculine and feminine characteristics. While the term may be new to some, cultures around the world like the Hijra community in South Asia have recognized non-binary genders for centuries.
Assimilation
Assimilation is the process by which individuals or groups adapt the cultural norms of another group, often losing their original identity. It’s a concept with roots as diverse as the melting pot theory in the U.S. and the Han-centric assimilation in China.
Appropriation
Cultural appropriation is the adoption of elements of one culture by members of another, often dominant, culture. The issue is complex and sparks debate, whether it’s traditional Native American attire being worn as fashion in the U.S. or the global spread of yoga detached from its Indian roots.
Ableism
Ableism refers to discrimination and social prejudice against individuals with disabilities. It’s a global issue with varying degrees of awareness and policy response, from ADA regulations in the U.S. to less formalized initiatives in developing countries.
Authenticity
Authenticity, in a DEI context, means the freedom to be one’s true self in a work or social setting. Organizations across the globe, from Silicon Valley to South Korean corporations, are grappling with how to create more authentic spaces for their employees.
Autonomy
Autonomy refers to the right of self-governance, often discussed within the context of Indigenous peoples or minority groups. For example, the Sámi people in Nordic countries like Norway, Sweden, and Finland seek greater autonomy to preserve their traditional way of life.
Affinity Groups
Affinity Groups are gatherings of people who share common characteristics, experiences, or goals. These groups are often a feature of workplaces across cultures, from tech companies in the United States to educational settings in the United Kingdom.
Agender
Agender refers to individuals who identify as having no gender or a gender that is neutral. The concept can vary in acceptance across cultures; in some Western societies, there’s a growing acknowledgment of non-binary identities.
Amplification
In a DEI context, amplification is about lending your voice to echo and support underrepresented views. This practice is gaining traction in political and corporate settings alike, from feminist circles in the U.S. to social justice advocates in South Africa.
Asexual
Asexual individuals experience little or no sexual attraction to others. While asexuality is better understood and accepted in some Western societies, there’s still a lot of education to be done globally, including in many Asian cultures where it’s less recognized.
Ascribed Status
Ascribed Status is a position in a social system that is beyond an individual’s control, like race or gender. It’s a term that has relevance globally, from the caste system in India to racial demographics in Brazil.
Attribution Bias
Attribution Bias refers to the tendency to interpret people’s behavior as either a result of their character or external factors, often influenced by our stereotypes. This psychological concept is widely researched in academic circles from Europe to Asia.
Audience Segmentation
In a DEI context, this term involves breaking down a broad audience into smaller groups based on characteristics like age, race, or beliefs to address their unique needs. It’s an approach used in advertising, public health campaigns, and educational initiatives worldwide.
Authority Bias
This bias involves lending more credence to the opinions of authorities or experts even when evidence suggests otherwise. It’s a universal human tendency but plays out in specific cultural ways, from medical hierarchies in Japan to academic circles in Germany.
Autonomy Support
This involves environments or structures that support an individual’s sense of self-determination and agency. Educational systems around the world, from Montessori in Italy to the Finnish educational system, incorporate varying degrees of autonomy support.
Automaticity
In psychology, this term refers to actions that are performed unconsciously or automatically. Understanding automaticity can be crucial in addressing unconscious bias, a concern for HR professionals and psychologists alike, from Australia to Argentina.
Aversion
In a DEI context, aversion refers to subtle forms of discrimination, often subconscious, where individuals avoid members of a particular group. This concept is discussed from U.S. college campuses to corporate environments in Singapore.
Awareness Training
Awareness training, often part of DEI programs, aims to educate individuals about the importance of diversity and the dangers of stereotypes and bias. From global corporations to local non-profits, awareness training is becoming a staple in DEI efforts around the world.
Ally Fatigue
This term refers to the emotional or mental exhaustion that allies may experience in supporting marginalized communities. While it’s often discussed in activist spaces in countries like the U.S., it’s a growing subject of research in the European academic scene as well.
Anchor Bias
Anchor Bias involves relying too heavily on an initial piece of information when making decisions. Whether it’s hiring practices in the U.S. or court rulings in France, this cognitive bias affects decisions and perpetuates inequality.
Anonymized Applications
Anonymized applications remove personal identifiers from job applications to mitigate bias. Countries like Sweden and the United Kingdom have experimented with this in the public sector to varying degrees of success.
Anti-discrimination Laws
These laws aim to prevent discrimination based on factors like race, gender, and sexual orientation. While robust in countries like Canada and Germany, these laws vary in strictness and enforcement around the world.
Anti-oppression
Anti-oppression involves strategies, theories, and actions that challenge social and historical inequalities and injustices. This term is universal, shaping human rights campaigns from Latin America to Southeast Asia.
Aristocracy of Labor
This term refers to a segment of the workforce that enjoys better wages and conditions, often at the expense of a more marginalized labor class. It’s a concept discussed in labor economics globally, from the United States to China.
Associative Discrimination
This involves discriminating against someone because they associate with people from a specific social group. It’s a concept legally recognized in some jurisdictions, such as under the U.K.’s Equality Act of 2010.
Attitudinal Barriers
These are mental or emotional blocks that prevent the full inclusion of certain individuals. They exist worldwide, manifesting as xenophobia in Europe or caste-based discrimination in India.
Autism-Friendly
Spaces or programs that are autism-friendly are designed to be accessible and welcoming to individuals with Autism Spectrum Disorder. From schools in Australia to movie theaters in the United States, efforts to create autism-friendly environments are growing.
Auto-segregation
Auto-segregation is when members of a specific group voluntarily separate themselves from others. It’s an observed phenomenon in various settings like schools and workplaces, from South Africa post-apartheid to the diverse neighborhoods of Toronto.
Awkwardness Gap
This term refers to the discomfort that can arise when discussing issues related to diversity, equity, and inclusion. The awkwardness gap is a barrier to candid conversations about DEI, whether in the meeting rooms of Silicon Valley or the classrooms of Sweden.
B
Belonging
Belonging is the sense of being accepted and included in a community. It’s a universal human need but manifests differently in various cultural contexts, from workplace diversity programs in the United States to integration initiatives for migrants in Germany.
Bias
Bias is a prejudice in favor of or against a particular group. Bias can be found all over the world and takes different shapes, whether it’s gender bias in Hollywood or caste bias in India.
Black Lives Matter
This is a civil rights movement that advocates for the rights of Black individuals, particularly in the United States, but has also inspired global protests against racial discrimination.
Binary
In a DEI context, “binary” usually refers to the gender binary, which is the traditional classification of gender into male and female. This concept is increasingly being questioned worldwide, from liberal circles in Europe to indigenous cultures in Oceania that recognize more than two genders.
Bystander Effect
This social psychological phenomenon indicates that individuals are less likely to offer help when other people are present. It’s a universal human behavior but has particular implications for confronting discrimination and harassment, whether in American schools or Japanese workplaces.
Bullying
Bullying involves repeated, harmful behavior towards others. Anti-bullying campaigns can be found globally, from Australia’s “Safe Schools” program to similar initiatives in Scandinavian countries.
Bottom-Up Approach
This refers to DEI initiatives originating from employees rather than top management. Whether it’s grassroots advocacy in South African universities or collective bargaining in American companies, the bottom-up approach is changing institutional cultures worldwide.
Biracial/Multiracial
These terms describe individuals who identify with more than one racial background. The experience of biracial or multiracial individuals can differ substantially, from the complexities of racial identity in Brazil to the ‘Hafu’ experience in Japan.
Borderless Teams
These are work teams that operate across different countries and cultures. They’re becoming increasingly common due to globalization and the rise of remote work, affecting DEI dynamics from multinational corporations in Europe to tech startups in Southeast Asia.
Bro Culture
This term refers to workplace environments that may be unwelcoming to those who don’t fit into a stereotypically masculine culture. While often associated with Silicon Valley, elements of “bro culture” can be found in industries and countries worldwide.
Bravery Space
This is an environment where individuals are encouraged to speak openly but also take responsibility for their words and actions. Bravery spaces are emerging as an alternative to “safe spaces,” from college campuses in Canada to corporate boardrooms in the U.K.
Bundle of Sticks Theory
This theory suggests that collective action is stronger than individual action, particularly relevant for DEI when considering the impact of group-based initiatives. It aligns with traditional proverbs found globally, such as the Swahili saying “Unity is strength.”
Bicultural Identity Integration (BII)
This psychological construct describes how individuals integrate their two cultural identities into a coherent whole. It’s particularly relevant in countries like the U.S. and Canada, where immigration has led to richly diverse populations, but also in global cities like London and Singapore.
Bamboo Ceiling
This term refers to barriers that limit the career advancement of Asian individuals, particularly in Western countries. While most commonly discussed in the U.S., the phenomenon is also observed in countries like Australia.
Binary Code of Silence
This refers to the unwritten rule to not discuss sensitive topics like politics and religion at work, which can also extend to discussions about DEI. The concept has been critiqued globally as a hindrance to meaningful change, from American offices to European academic circles.
Burden of Representation
This refers to the pressure individuals from marginalized groups might feel to represent all people like them. Whether you’re a woman in a male-dominated industry in Germany or a minority student at a primarily white institution in the U.S., the burden can be heavy.
Barrier Analysis
An examination of obstacles that prevent equitable participation or representation. This analytical method is applied from public policy spheres in Scandinavia to community development projects in South America.
Bridge-Building
This is the act of creating relationships or collaborations between disparate groups or individuals. In DEI, it can range from interfaith dialogues in Indonesia to reconciliation initiatives in post-conflict zones like Northern Ireland.
Bicultural Competence
This involves the skills needed to function effectively in two distinct cultural environments. Whether it’s an executive who understands both Indian and American corporate cultures or a nurse in Switzerland proficient in both French and German, bicultural competence is a prized skill set.
Bleaching Syndrome
A psychological term describing the assimilationist aspirations of minorities, particularly regarding skin color. While coined in the United States, it applies broadly, from the skin-whitening markets in Asia to attitudes about complexion in the Caribbean.
Bookending
This term refers to the practice of starting and ending meetings or discussions with contributions from underrepresented groups to ensure their voices are heard. It’s a method that’s gaining ground in corporate and academic settings globally.
Belief Perseverance
This cognitive bias involves clinging to initial beliefs, even when confronted with contrary evidence. In the realm of DEI, overcoming belief perseverance is crucial, whether addressing racial prejudices in South Africa or caste-based biases in India.
C
Cultural Competence
Understanding and effectively interacting across cultures, highly relevant in international settings from corporate America to NGOs in Africa.
Critical Race Theory
A framework that examines the intersection of race, law, and power. It has stirred discussions from academic halls in Europe to policy debates in the U.S.
Code-Switching
The practice of alternating between different languages or dialects. A common experience for bilingual individuals, whether they’re in Singapore or Spain.
Colorism
Discrimination based on skin color, a pervasive issue from Bollywood’s beauty standards in India to historical divides in Latin America.
Cognitive Diversity
Variety in thought processes or problem-solving approaches. It’s gaining attention from Silicon Valley startups to established firms in Tokyo.
Collective Bargaining
Negotiating employment conditions as a group, often related to equality issues. Prominent in union-strong countries like France and the United States.
Conscious Bias
Also known as explicit bias, it refers to attitudes and beliefs we have about a person or group on a conscious level. Globally relevant, from hiring practices in the UK to social interactions in Brazil.
Cultural Appropriation
Adoption or use of elements from another culture, often without permission. A hot topic globally, from fashion weeks in Paris to music festivals in Australia.
Covering
Downplaying a known stigmatized identity. This term finds relevance in workplaces worldwide, from South Korea’s corporate culture to Canadian academia.
Cultural Humility
The practice of acknowledging and respecting the beliefs, customs, and values of people from different cultures. Highly valued in global humanitarian efforts.
Capability Approach
A framework often used in development economics that considers what people are effectively able to do. Noted in international discussions from the United Nations to various NGOs.
Cultural Capital
This refers to the cultural knowledge, habits, and skills that a person can draw upon within a society. It’s as relevant in Ivy League admissions as it is in social mobility debates in Europe.
Conflict Resolution
The methods used to facilitate a peaceful ending to a conflict or dispute. This is widely taught and applied from diplomatic circles to grassroots community organizations globally.
Cancel Culture
A form of public shaming to hold individuals or entities accountable for harmful actions, often by calling for a boycott. This phenomenon is widely debated from social media platforms in the U.S. to political arenas in the UK.
Cultural Sensitivity
The awareness and respect for cultural differences, an essential skill set for global leaders from the boardrooms of Sydney to non-profits in Nairobi.
Cultural Relativism
The belief that one’s own culture is not superior to others, a concept that’s essential in anthropological studies and global diplomatic relations.
Cisgender
Identifying with the gender assigned at birth. The term is gaining global recognition, from healthcare policies in Scandinavia to social discussions in South Africa.
Collective Identity
A sense of belonging to a group more than to oneself, often central in discussions about national, ethnic, or social cohesion.
Constructive Criticism
Feedback that is useful and intended to help or improve something. In the DEI context, this is essential for growth and positive change, whether in academic settings or the workplace.
Cultural Intelligence
The ability to understand, relate, and effectively work across cultures. This is highly sought after in international business and diplomatic circles.
Cultural Audit
An evaluation of an organization’s cultural, policies, and practices as they relate to diversity and inclusion, often deployed in global corporations and academic institutions.
Compliance Programs
Policies and procedures designed to prevent and detect violations of laws, often including components that address discrimination, harassment, and equal opportunity.
Cognitive Load
This term describes the mental effort needed to learn new information or solve problems. For DEI practitioners, it’s an essential concept to understand how much information people can process, particularly during sensitive discussions.
Counternarrative
Stories and perspectives that challenge mainstream narratives, particularly useful in social justice movements. These are critical from social discourse in America to historical reinterpretations in Europe.
Critical Consciousness
Developed by Brazilian educator Paulo Freire, this concept involves awareness of social, political, and economic oppression and the ability to take action against the oppressive elements of society. The idea has resonated globally, from grassroots organizations in South America to education reform in the U.S.
Cross-Cultural
Dealing with or offering comparison between two or more different cultures or cultural areas. This term is highly relevant for anyone working in international settings, whether it’s a human rights advocate in Geneva or a marketer in Hong Kong.
Community Engagement
Involvement in community-based activities, from volunteering to participation in local governance. This DEI term is universally applicable, from civic participation in Canada to community development in African nations.
Collaborative Filtering
This tech term refers to algorithms designed to predict a user’s interest in options based on a collection of preferences from many users. It comes into play in DEI when discussing how algorithms can unintentionally reinforce social biases.
Caucus Groups
Also known as affinity groups, these are gatherings of individuals who share a particular identity. They can be an important DEI tool in corporate settings worldwide, from Japan’s tech companies to European nonprofits.
Cross-Generational
Involving multiple generations. This is particularly important in DEI when discussing topics like ageism or the different experiences and perspectives of Baby Boomers, Gen X, Millennials, and Gen Z in workplaces from Australia to Germany.
Cyberbullying
The use of digital communication tools to bully individuals, often related to their race, gender, or other identifiers. A global concern, from schools in the United Kingdom to online communities in India.
Consensus Decision-Making
A decision-making process that not only seeks the agreement of most participants but also tries to resolve or mitigate the objections of the minority. Used in cooperative environments and democratic institutions worldwide.
Cultural Diplomacy
The use of culture to influence international public opinion. Increasingly considered in global politics, from U.S. relations with other countries to China’s global soft power strategies.
D
Diversity
A core tenet of DEI, it refers to the range of human differences, including but not limited to race, ethnicity, and gender. A term that finds relevance everywhere, from Silicon Valley to global nonprofits.
Discrimination
The unjust treatment of individuals based on various identity factors such as race, gender, age, and religion. A globally relevant issue, whether we’re talking about employment in Europe or social dynamics in Asia.
Disability Inclusion
Ensuring that people with disabilities have the same rights and opportunities as everyone else. Vital in both developed and developing countries.
Decolonization
The act of undoing the effects of colonialism and centering indigenous knowledge and perspectives. Critical in educational reforms from New Zealand to Canada.
Disadvantage
A social condition that impedes individuals or groups from participating fully in educational, social, and economic opportunities. Pervasive globally, whether it’s income inequality in the U.S. or caste discrimination in India.
Diverse Teams
Groups formed from individuals with different backgrounds, beliefs, skills, and experiences. Seen as a key asset in innovative environments from tech startups in Berlin to research labs in Singapore.
Demographics
Statistical data about a specific population. In DEI, it’s often used to measure representation and equality, from corporations in Japan to educational institutions in the UK.
Dialogue Circles
A space for individuals to discuss complex and sensitive issues in a respectful manner. Employed worldwide in conflict resolution, from grassroots organizations to global diplomacy.
Dominant Culture
The cultural values, beliefs, and practices that are pervasive and often considered ‘normative’ in a specific setting. Applicable globally, from dominant religious practices to pervasive social norms.
Digital Divide
The gap between individuals who have access to modern digital technology and those who don’t. A global issue affecting people from rural Africa to underprivileged communities in the United States.
Diversity Audit
An evaluation of diversity metrics in a particular environment, often a workplace or educational institution. Relevant in corporate America as well as European universities.
Double-Bind
A situation where an individual faces two conflicting sets of expectations, often related to their identity. Particularly relevant for women and minorities in leadership roles worldwide.
De-Escalation Training
Instruction in techniques to defuse tense or dangerous situations. Employed in corporate settings and police departments globally, this training aims to create a culture of empathy and understanding.
Disparate Impact
Refers to policies, practices, rules, or other systems that appear to be neutral but result in a disproportionate impact on protected groups. This concept is crucial in legal frameworks concerning discrimination, from the United States to the European Union.
Dignity at Work
The right of employees to be treated with dignity and respect. This is a universally applicable principle, from factory workers in Asia to office employees in the Nordics.
Decentralization
The distribution of functions and powers away from a central authority. Relevant to DEI when discussing the decentralization of power structures that often perpetuate inequality.
Deep Listening
The practice of fully concentrating, understanding, and responding thoughtfully in conversations. An essential skill in DEI, deep listening fosters open dialogue and mutual respect across various cultural settings.
Data-Driven Inclusion
Using quantitative data to shape and inform inclusion strategies. Employed by multinational corporations and educational institutions to better tailor their DEI initiatives.
Distributed Teams
Teams that operate remotely from different geographical locations. Understanding DEI is vital for the effective management and cohesion of such teams, from tech enterprises in San Francisco to digital nomads in Bali.
Disenfranchisement
The revocation or suppression of the right to vote or other powers of political participation. A historical and ongoing issue affecting marginalized communities worldwide.
Desegregation
The process of ending the separation of two groups, often based on race. Significant in the context of the Civil Rights Movement in the United States and apartheid in South Africa, but also relevant in various international contexts.
Disidentification
A process where individuals reject the values and norms of the dominant culture. A phenomenon seen in minority communities across the globe, from indigenous groups to urban subcultures.
Deliberative Democracy
A form of democracy where deliberation is central to decision-making. Has implications for DEI as it often requires that marginalized voices be included in the decision-making process.
Democratic Participation
The active engagement of individuals in a democracy, including voting, civic education, and activism. It’s a global concept with applications from community outreach programs in Brazil to voting drives in India.
Dehumanization
The psychological process of making someone seem less than human. This is a global issue, from hate crimes in various parts of the world to systematic discrimination against specific communities.
Dignity of Risk
The principle that everyone, including those with disabilities, has the right to take risks and make choices for themselves. Seen in inclusive education and employment models worldwide.
Diversity Metrics
Quantitative measures used to assess and improve diversity within organizations. These are important tools in corporate and academic settings across different regions, from the U.S. to Europe and beyond.
D&I Training
Short for Diversity and Inclusion Training, programs aimed at promoting an understanding of diversity and fostering an inclusive environment. These programs are a staple in global corporations and academic institutions alike.
Diversity Statement
A public declaration of an organization’s commitment to diversity and inclusion. Becoming increasingly common in corporate and academic settings worldwide.
Diversity Quotas
Numerical requirements for hiring or admitting members of specific demographic groups. A controversial yet impactful tool used from college admissions in the U.S. to political representation in Rwanda.
Diversity Panels
Forums or discussions focused on diversity-related topics, usually featuring a diverse range of speakers. Employed in a variety of sectors, from tech conferences in Estonia to educational symposiums in Australia.
Duty of Care
An organization’s legal and ethical responsibility to ensure the wellbeing of their employees or stakeholders. Important in DEI discussions regarding workplace harassment and safety.
Diversity Hire
An individual recruited to bring diverse perspectives to a predominantly homogenous group. This term can sometimes carry stigmas and misunderstandings, making it a topic of discussion in DEI circles globally.
Differential Treatment
When certain groups receive different treatment as compared to others, often leading to discrimination. A universal concern from healthcare systems to criminal justice.
Disadvantaged Communities
Communities that face social, economic, or educational barriers. Such communities exist worldwide, from inner-city neighborhoods in Western countries to rural villages in developing nations.
Diversity Fatigue
The exhaustion some individuals feel due to ongoing efforts to promote diversity, often because of insufficient support or lack of understanding. It’s a term gaining attention in DEI discussions, highlighting the complexities and challenges in sustaining long-term initiatives.
E
Equity
The principle of fairness and justice that focuses on outcomes for various social groups. It’s an idea that transcends borders, making it a staple in DEI discussions from North America to Asia.
Equal Opportunity
The provision of the same chances and benefits to everyone, regardless of their background. This concept is enshrined in laws worldwide, from the United States to the European Union.
Ethnicity
A categorization of individuals based on cultural, linguistic, or ancestral heritage. This term helps us dissect the intricate social fabric of societies, from the Middle East to Latin America.
Empowerment
The process of giving individuals the authority to make decisions and take action. It’s a concept universally applied, from women’s self-help groups in India to youth movements in Europe.
Exclusion
The process of denying certain groups participation in various activities or access to resources. Unfortunately, a common issue globally, from corporate settings to education systems.
Emotional Intelligence
The ability to understand and manage one’s own emotions, as well as the emotions of others. It’s critical in DEI to foster healthier, more inclusive environments.
Erasure
The act of deliberately omitting or ignoring the presence or contributions of specific groups. A pressing concern in historical narratives, cultural contexts, and modern media.
Employee Resource Groups
Groups within workplaces aimed at supporting underrepresented communities. These have gained traction globally, from tech companies in Silicon Valley to government organizations in Scandinavia.
Ethnocentrism
The belief that one’s own culture is superior to others. This is an issue everywhere, from international politics to neighborhood dynamics.
Economic Inequality
The unequal distribution of resources among a population. Relevant everywhere, from developing economies in Africa to affluent nations in Europe.
Environmental Justice
The equitable distribution of environmental benefits and burdens. A growing field that considers DEI within the context of climate change and sustainability.
Enfranchisement
The granting of the right to vote or other forms of civic participation. A key issue in many countries working toward greater democracy and representation.
Eurocentrism
The focus on European culture or history to the exclusion of a broader view of the world. A term that has evolved to address biases in education and cultural representations globally.
Ethical Governance
The practice of governing an organization in an ethical manner, considering the wellbeing of all stakeholders. Becoming more relevant in corporate settings where DEI is gaining attention.
Essentialism
The belief that certain qualities are intrinsic to members of particular groups. This can perpetuate stereotypes and is a subject of academic critique from the U.S. to Asia.
Egalitarianism
The doctrine that all people are equal and deserve equal opportunities and rights. It’s a principle that shapes political ideologies and DEI policies worldwide, from the Nordic countries to South Africa.
Ethnic Diversity
The presence of multiple ethnic groups within a community or organization. A measure often considered in DEI metrics, from urban centers in Canada to schools in the United Kingdom.
Emotional Labor
The effort required to manage and control emotions, often in a work setting. A concept that intersects with DEI when examining the emotional toll faced by marginalized communities.
Experiential Learning
A hands-on approach to education that can be used in DEI training to produce more meaningful understanding. Adopted in diverse settings, from corporate retreats in Germany to community centers in Brazil.
Equal Representation
Ensuring all groups, especially marginalized ones, are fairly represented. This is crucial in everything from governmental bodies in India to corporate boards in the United States.
Equality Act
Legislation that aims to provide equal rights to all, regardless of certain characteristics like sex, race, or disability. Versions of this exist globally, like the Equality Act 2010 in the UK or similar laws in other jurisdictions.
Externalization
The act of attributing one’s own actions or experiences to external causes, sometimes seen in discussions about accountability in DEI contexts.
Enculturation
The process by which individuals learn the norms and values of their culture. Highly relevant when talking about cultural sensitivity and assimilation in diverse societies.
Ethical Relativism
The idea that moral values and ethical codes vary from culture to culture. This concept has implications for international DEI policies and practices.
Exceptionalism
The perception that a country, society, institution, or time period is exceptional and not bound by normal limitations. Often critiqued in DEI literature for perpetuating inequality.
Enabling Environment
A setting in which policies and practices support and promote diversity and inclusion. Highly desirable in workplaces and educational institutions around the globe.
Exoticism
The representation of other cultures as mysterious, exciting, or different, often in a way that perpetuates stereotypes. A topic discussed critically in DEI circles, from the arts to tourism.
Echo Chamber
A situation in which beliefs are amplified by communication and repetition inside a closed system, often silencing diverse voices. This is a phenomenon seen in social media platforms across the globe, from Facebook in the United States to WeChat in China.
Endogamy
The custom of marrying within one’s own social, ethnic, or religious group. This has implications for diversity and social cohesion in multicultural societies everywhere, from Israel to India.
Elitism
The belief that certain persons or members of certain classes or groups deserve favored treatment, a concept often criticized in DEI initiatives worldwide for creating barriers to equal opportunity.
Entitlement
The belief that one is inherently deserving of certain privileges or special treatment. This can manifest in numerous societal contexts, impacting DEI efforts from educational settings in Australia to boardrooms in Europe.
Environmental Racism
The disproportionate impact of environmental hazards on people of color or disadvantaged communities. This term has grown in importance globally, from Flint, Michigan, in the U.S. to mining communities in South Africa.
Epistemology
The study of knowledge, including its limits and validity. Important in DEI conversations as it relates to whose narratives and perspectives are accepted as “truth,” a discourse that spans from American academia to sub-Saharan African philosophies.
Ethnic Enclave
A geographic area with high ethnic concentration, often fostering unique cultural landscapes. Seen everywhere from Chinatowns in various American cities to Turkish communities in Germany.
Equity Audit
A formal examination of how equitable practices are within an organization. An emerging best practice in organizations from Silicon Valley to Singapore.
Emotional Safety
The feeling that one can express oneself without fear of negative consequences. Becoming a key concept in creating inclusive workplaces and educational environments worldwide.
Exclusionary Zoning
Local regulations that effectively price lower-income households out of certain neighborhoods, perpetuating social and economic disparities. This issue is prevalent in cities globally, from San Francisco to London.
Ethnic Fractionalization
The degree to which a population is divided into distinct ethnic groups, often used in studies correlating with economic development and governance quality. Relevant in diverse societies worldwide, such as Switzerland or Nigeria.
Equality Impact Assessment
A process designed to ensure that a policy, project, or scheme does not discriminate against any disadvantaged or vulnerable groups. Practiced in various jurisdictions, from the United Kingdom to Canada.
Educational Inequality
Disparities in the quality of education provided to students, often along lines of race, gender, or socioeconomic status. A global issue that DEI initiatives are striving to address, from Scandinavia’s inclusive models to outreach programs in South America.
F
Fairness
A cornerstone concept advocating impartiality and the absence of bias in various settings, be it in a Canadian classroom or a multinational corporation headquartered in France.
Feminism
A sociopolitical and cultural movement aimed at establishing equal rights for women. It finds relevance everywhere from legislative halls in Sweden to grassroots movements in Argentina.
Forced Diversity
A term sometimes used critically to describe DEI efforts perceived as inauthentic or tokenistic, a dialogue point from Hollywood to Bollywood.
Fragility
Often used in the context of “White Fragility,” it describes discomfort or defensiveness when confronted with issues of inequality or privilege. A term discussed in social justice circles from the United States to Australia.
First Nations
Refers to indigenous peoples in Canada, also a point of conversation around DEI in relation to native populations globally, from the Maori in New Zealand to the Sami in Scandinavia.
Flexible Working
Work arrangements that accommodate different lifestyles and needs, an increasingly prevalent DEI topic in work cultures from Japan to Brazil.
Fitting In
The act of conforming to a group’s cultural norms, a DEI issue when it leads to erasure or silencing of minority voices, from academic settings in the UK to tech companies in Silicon Valley.
Fluid Identity
Identifying in a way that may change or shift over time, increasingly accepted in DEI dialogues from healthcare in Germany to school curriculums in California.
Formative Assessment
Continuous evaluation aimed at understanding and improving students’ proficiency with educational objectives, with DEI implications in multicultural or disadvantaged educational settings globally.
Free Speech
The right to express one’s opinions openly, a concept that intersects with DEI when considering hate speech limitations, from laws in Germany to university campuses in the U.S.
Fair Employment Practices
Policies that seek to reduce discrimination in the workplace, often mandated by law and relevant from South Africa’s affirmative action policies to Singapore’s fair employment initiatives.
Financial Inclusion
Efforts to make financial services accessible to all, especially marginalized communities. This is an issue being tackled from mobile banking solutions in Kenya to policy reforms in European Union countries.
Friendship Bias
A tendency to favor friends or close acquaintances, often at the expense of fairness and equity in professional settings, an issue in workplaces around the world.
Faith-based Discrimination
Discrimination based on religious belief, a pertinent issue globally, from anti-Semitic incidents in Europe to Islamophobia in the United States.
Family Status
Discrimination based on the familial roles one holds, a legal consideration in DEI from family leave policies in the Nordic countries to housing discrimination laws in various parts of the world.
Foundational Literacy
The basic reading and writing skills essential for further learning and development. The lack of these foundational skills often perpetuates cycles of poverty and disempowerment, from Appalachian communities in the U.S. to rural areas in India.
Folk Culture
Traditional customs, beliefs, and practices that characterize a particular community, often investigated in DEI studies for their preservation and acknowledgement, from the indigenous Ainu culture in Japan to the Gaelic influences in Ireland.
Fair Trade
An organized social movement that aims to help producers in developing countries achieve better trading conditions. The idea has expanded into a wider DEI context, discussing the ethical implications of commerce, from coffee fields in Colombia to textile factories in Bangladesh.
First-Generation
Often used to describe individuals who are the first in their families to go to college or migrate to a new country. This term has DEI relevance from first-generation college students in the U.S. to first-generation immigrants in Sweden.
Four-Fifths Rule
A rule of thumb in U.S. employment discrimination law that states that a selection rate for a certain group that is less than four-fifths of another group’s rate is considered evidence of adverse impact. It’s a term now being reconsidered for DEI implications in various industries.
Frame of Reference
The set of experiences, values, or cultural background against which an individual perceives or evaluates information, objects, or situations. Important in DEI as it encourages empathy and understanding, a principle applicable from international politics to local community work.
Fringe Groups
Communities that hold extreme or marginal views compared to those of the broader society. Their perspectives often intersect with DEI debates when discussing the impact on marginalized communities, from the rise of far-right groups in Europe to racially motivated organizations in other parts of the world.
Fulcrum Initiative
A targeted intervention designed to change or shift a systemic problem. Coined within DEI literature, it signifies strategies to enact meaningful change, from educational reform in Finland to criminal justice reform in Brazil.
Foreign-born
Refers to individuals born outside the country they currently reside in. A key demographic consideration in DEI efforts, from the foreign-born workforce in the Gulf Cooperation Council (GCC) countries to diverse communities in Australia.
Feeder Programs
Educational or professional programs designed to prepare individuals for advanced study or specific jobs, often scrutinized in DEI for their role in either perpetuating or alleviating inequalities, from prep schools in the United Kingdom to IT boot camps in the United States.
Freedom of Association
The right to join or leave groups voluntarily, often coming into play in workplace unionization or civil society efforts. A key tenet in democratic nations like the United States and Germany but also an issue of contention in countries with restrictive regimes.
False Consciousness
A term often used in sociology and critical theory to describe a distorted understanding of one’s class or social status, which inhibits efforts for equity. It’s discussed in academic circles across continents, from African studies to European sociology.
Free Market Bias
The assumption that market forces alone can correct systemic inequality, a topic often debated in economics and policy circles from the laissez-faire attitudes in Hong Kong to the Nordic model in Sweden.
Flashpoints
Specific incidents or moments that provoke significant public reaction and become catalysts for wider discussions on DEI. Flashpoints, such as the Black Lives Matter protests in the U.S., have had ripple effects globally, inspiring movements for racial equity and police reform worldwide.
Fluidity
Often associated with gender, it signifies a resistance to fixed categories, opening up discussions on gender norms and expectations from Canada to South Africa.
Filial Piety
A Confucian principle highlighting the importance of family, discussed in DEI in the context of East Asian corporate and social cultures.
Faculty Representation
Pertaining to the composition of academic staff in educational institutions, a DEI concern in colleges and universities from the Ivy League in the U.S. to Oxbridge in the UK.
Freedom of Movement
The liberty to travel and reside freely within a state, often a key factor in debates around immigration and DEI from EU’s Schengen Zone to migration patterns in Southeast Asia.
Field Dependency
The extent to which perception or decision-making is influenced by surrounding contextual factors. A term that gains importance when discussing individual responses in diverse social or work environments, such as Google’s global offices or international NGOs.
Federal Mandates
Laws set by federal governments affecting DEI, such as anti-discrimination laws in the U.S. or equality statutes in India, which carry weight on both a national and sometimes international scale.
Fusion Politics
A strategy that involves creating coalitions across traditional lines of division, such as race, gender, or class. This has implications for DEI when discussing political empowerment and representation from minority groups in countries like New Zealand or Brazil.
False Equivalency
The act of incorrectly treating two different situations as if they were the same, often used to downplay issues related to DEI, such as comparing the struggles of marginalized groups inappropriately.
First-Person Perspective
Narratives or viewpoints coming directly from individuals who belong to specific marginalized or underrepresented communities, adding authenticity and nuance to DEI discussions globally.
G
Gender Identity
How an individual perceives themselves in the context of gender, affecting conversations from HR policies in U.S. tech companies to healthcare access in the Netherlands.
Genderfluid
The experience of a shifting or flexible gender identity, creating the necessity for more nuanced gender-inclusive spaces from schools in Australia to workplaces in Canada.
Generational Wealth
Wealth that is passed down from one generation to another, often scrutinized for its role in systemic inequalities, from the legacy of the landed gentry in the UK to the racial wealth gap in the United States.
Glass Ceiling
A metaphorical barrier that prevents certain groups from rising to top positions, relevant from Wall Street in the U.S. to corporate Japan’s limited number of female executives.
Gender Pay Gap
The difference in average earnings between men and women, a subject of concern and activism from the tech industry in Silicon Valley to professional football in Europe.
Gender Dysphoria
The emotional distress a person may feel due to a disconnect between their gender identity and their assigned sex at birth, affecting medical and psychological practices globally.
Geographical Disparities
Unequal opportunities and resources based on location, a DEI focus from underfunded schools in rural India to the technological divide in rural America.
Grievance Procedures
Processes within organizations for resolving complaints, especially important in DEI initiatives aimed at addressing discrimination and harassment.
Grassroots Movements
Community-based activism often aimed at achieving social justice, from local campaigns for clean water in Flint, Michigan, to anti-corruption drives in Brazil.
Global Mindset
The ability to operate effectively across cultures and national borders, increasingly essential in DEI discussions within multinational corporations and international organizations.
Gatekeeping
The act of controlling access to opportunities or resources, often explored in DEI discussions from Hollywood’s casting decisions to college admissions processes globally.
Gender Norms
Socially constructed roles, behaviors, and expectations assigned to genders, affecting everything from education in Middle Eastern countries to advertising ethics worldwide.
Groupthink
The phenomenon where group members conform to a single viewpoint, often to the detriment of critical thinking or alternative perspectives, a barrier to DEI progress in various organizational settings.
Genderqueer
An umbrella term that includes people whose gender identity falls outside the traditional male-female binary, gaining recognition in civil rights legislation and social awareness campaigns globally.
Gender Expression
How a person outwardly presents their gender, through clothing, behavior, and appearance, a topic of discussion from school dress codes in France to the rights of trans individuals in Thailand.
Gender Equity
The concept of fairness and justice in relation to gender, shaping policy discussions from parental leave rights in Sweden to female education in Afghanistan.
Gentrification
The process of transforming a neighborhood through the influx of more affluent residents, often pushing out lower-income families. This is a hot topic in urban areas from Brooklyn, New York, to London’s East End.
Gender Parity
Equal representation of various genders in certain areas like politics, the arts, or business, an ongoing mission from Norway’s boardrooms to Rwanda’s parliament.
Generalization Bias
When certain characteristics or behaviors are wrongly extended to an entire group. This is commonly discussed in DEI circles to challenge stereotypes, from ageism in Australian workplaces to ethnocentrism in European politics.
Gender Binary
The classification of gender into two distinct forms—male and female—a concept being increasingly questioned in academic and social landscapes worldwide.
Green Ceiling
Refers to environmental sustainability jobs that are not accessible to all demographics, particularly people of color. It’s an evolving issue in the renewable energy sectors of countries like Germany and the U.S.
Gender Fluidity
A gender identity that may change over time or depending on circumstances, challenging traditional norms from Hollywood to Bollywood.
Global Majority
A term sometimes used to replace “minorities,” especially when discussing communities that are numerically dominant but marginalized in a particular context, such as South Africans of color or the indigenous populations in Latin America.
Global South
Refers to countries with less economic advantage and often addresses issues related to post-colonialism and inequality. It’s central in discussions about global equity, from the effects of climate change in Bangladesh to economic development in sub-Saharan Africa.
Gender Spectrum
The idea that there are multiple genders beyond just male or female, affecting policy from healthcare in Canada to employee benefits in multinational corporations.
Gender Confirmation Surgery
A medical procedure some transgender individuals may opt for, an area of medical ethics and healthcare equality from the UK’s NHS to Brazil’s public health system.
Gender Role
The societal expectations that dictate how each gender should behave, an area of study from anthropology to sociology in universities worldwide.
Gender Inclusive Language
Verbiage that avoids bias towards a particular gender, increasingly adopted in academic publications and media outlets from Al Jazeera to the BBC.
Gaze
Often used in the context of the “male gaze” or the “colonial gaze,” this term explores how perspectives are shaped by existing power dynamics. It’s a topic of discussion in feminist theory as well as post-colonial studies worldwide.
Global North
Refers to more economically developed countries, and is often cited in discussions about global inequities in areas like technology access and healthcare.
Gender Socialization
The process by which society imparts gender roles and expectations, with an impact from children’s education in China to advertising ethics in the U.K.
Gendered Division of Labor
The allocation of work based on gender, a topic that cuts across various sectors, from agriculture in sub-Saharan Africa to tech startups in Silicon Valley.
Generational Differences
The varied attitudes and experiences between different age groups, which are increasingly recognized in intergenerational workplaces from Finland to South Korea.
Gravitas
A term used to denote serious, dignified behavior, often expected more from certain groups (like women or minorities) to achieve recognition, a corporate phenomenon worldwide.
Gender-Neutral Pronouns
Pronouns that do not associate a gender with the individual being discussed. They’re becoming more common in academic settings and in languages evolving to be more inclusive, like Swedish and English.
Gender Harassment
Unwanted conduct based on gender, drawing legal and social attention from workplace policies in the European Union to educational contexts in the United States.
Gray Area
Situations where clear guidelines or ethical considerations are not easily discernable, often cited in DEI efforts related to casual workplace discrimination or microaggressions.
Grandfather Clause
Historically, a legal mechanism to exempt certain groups of people from following new laws or regulations, initially used to disenfranchise African American voters in the U.S. but a concept now scrutinized in DEI dialogues for perpetuating inequality.
Gender Equity Audit
A thorough review of an organization’s policies, practices, and data to assess gender fairness. These audits are increasingly commonplace in organizations from healthcare in Germany to tech companies in India.
Global Citizenship
An identification with a global community above national or other identities. This term is essential in DEI as it fosters an inclusionary attitude that transcends national, ethnic, or religious boundaries.
Gender Democracy
The equitable distribution of power and influence between genders, a term gaining ground in political science literature and policy initiatives worldwide.
Gender Reassignment
The process of transitioning from one gender to another, affecting legal rights and healthcare policies from Argentina to Denmark.
Guardian
In a DEI context, this refers to an advocate or supporter who actively promotes the inclusion of marginalized groups, whether in academia or corporate settings around the world.
Gender Responsive
Policies or measures that take into consideration the unique needs or barriers faced by different genders. For example, gender-responsive budgeting is a topic of interest in both EU policies and ASEAN initiatives.
H
Hate Crime
An act of violence or hostility against someone based on race, religion, sexual orientation, or other protected characteristics, drawing legislation from the U.S. to New Zealand.
Horizontal Hostility
Occurs when members of a marginalized group oppose or undermine one another, complicating DEI efforts in workplaces and communities globally.
Human Capital
The skills, experience, and abilities possessed by employees, increasingly considered through a DEI lens in countries from Japan to Brazil.
Hidden Curriculum
The unspoken rules or norms taught in a culture or system that can often perpetuate inequality, from classrooms in France to corporate offices in India.
Harassment
Unwanted behavior intended to annoy, threaten, or intimidate someone, an issue that touches sectors from entertainment in Hollywood to Parliament in the U.K.
Heritage
The traditions, achievements, beliefs, and history of a particular nation, group, or individual, increasingly considered in inclusive education programs worldwide.
Human Rights
The basic rights and freedoms to which all individuals are entitled, a foundational idea for DEI that has inspired everything from the Universal Declaration of Human Rights to grassroots activism.
Heteronormativity
The assumption that heterosexual experiences are the norm, thereby marginalizing LGBTQ+ perspectives, an ongoing discussion in social policies from Scandinavia to South Africa.
Hybrid Identity
An identity that integrates elements from different cultures or subcultures, relevant in multicultural societies from the U.S. to Malaysia.
Heuristic Bias
Mental shortcuts that people use to solve complex problems, which can often lead to stereotyping or discrimination, a subject of psychological and sociological study globally.
Hypermasculinity
An exaggerated adherence to traditional male gender roles, a topic of concern in discussions about toxic masculinity from Australia to Russia.
Holistic Approach
In DEI, this refers to an approach that recognizes the interconnectedness of various forms of inequality, shaping interventions from public health in Canada to climate justice in Kenya.
Homophobia
Fear or hatred toward homosexual people, a human rights issue globally that has led to both progressive legislation and activism in many countries.
Health Equity
The absence of avoidable, unfair, or remediable differences among groups of people, a focus in public health initiatives from the World Health Organization to local nonprofits.
Hegemony
Domination of one group over others, often discussed in the context of colonialism, gender roles, and social structures, affecting DEI dialogues globally.
Historical Context
Understanding the background and development of social or cultural phenomena, essential for unpacking systemic issues globally, from racial injustice in the United States to gender inequalities in Japan.
Horizontal Segregation
The division of labor based on gender or other demographics within similar job levels or industries, which impacts everything from tech roles in Israel to public service jobs in Finland.
High-Context Culture
Cultures in which much of the communication is understood through context rather than explicit language, affecting multicultural team dynamics from Dubai to Tokyo.
Harm Reduction
A set of practical strategies to reduce negative consequences associated with societal issues like drug use or sexual behavior, a concept embraced from Amsterdam’s drug policies to Australia’s healthcare.
Homonationalism
The favorable association between nationalist ideologies and LGBTQ+ rights, often to further other social or political ends, a term relevant to geopolitical dialogues from Eastern Europe to North America.
Hypervisibility
The increased attention or scrutiny that is often given to individuals who belong to minority or marginalized groups, affecting experiences from Black men in U.S. cities to Muslim women in European countries.
Heritage Months
Specific months designated to celebrate and educate about the history and contributions of various cultural or social groups, like Black History Month in the U.S. or Indigenous History Month in Canada.
Heuristic Discrimination
Discrimination that arises from mental shortcuts or biases, a subject increasingly researched in cognitive psychology and applied in corporate training from Germany to Singapore.
Honorary Whites
A controversial term used historically to describe non-white individuals who are granted the social and economic privileges generally reserved for white people, relevant in historical contexts from Apartheid South Africa to caste dynamics in India.
Health Disparities
Differences in health outcomes among different demographic groups, an ongoing area of concern from public health policies in England to indigenous communities in Australia.
Human Variability
The range of possible values for any characteristic, mental or physical, of human beings, often discussed in relation to genetic diversity and its impact from scientific research in China to diversity programs in academia.
Habitual Discrimination
Discrimination practices that have become so entrenched in a system that they are seen as ‘the way things are done,’ seen in everything from hiring practices in tech companies globally to educational policies.
Hegemonic Masculinity
A concept that identifies the culturally normative ideal of male behavior, affecting gender dynamics from Latino cultures to the boardrooms of Fortune 500 companies.
Humanistic Perspective
A way of understanding human behavior by emphasizing personal experiences and values, increasingly relevant in psychologically-informed DEI training modules across sectors worldwide.
Hyperlocal
Focusing on very specific local issues or communities, which can be instrumental in DEI efforts that aim for community-based changes, from neighborhood councils in Los Angeles to local governance in Sweden.
Horizontal Integration
In the DEI context, the equal involvement and inclusion of individuals from diverse backgrounds across all levels of an organization or initiative, not just vertical (hierarchical) integration.
Heterosexism
The systemic bias in favor of opposite-sex relationships, which impacts legislation and social norms from Russia to Brazil.
Habituation
The process by which people become accustomed to certain behaviors or conditions, often used in discussions about desensitization to stereotypes or prejudices, from classrooms in Nairobi to boardrooms in London.
Honor Culture
A culture where personal or familial honor is a central value, affecting attitudes towards gender roles, sexual orientation, and even workplace behavior, notable in cultures from the Middle East to Latin America.
Housing Equity
Efforts to ensure fair housing opportunities for all, regardless of race, gender, or economic status, a hot topic from urban development in New York to migrant issues in European cities.
Hybrid Work Environment
The combination of remote and in-person work, which presents unique DEI challenges and opportunities, from tech startups in Silicon Valley to traditional companies in Germany.
Historical Trauma
The collective emotional and psychological damage experienced by a community over time, increasingly considered in DEI efforts to address systemic inequalities, from Indigenous communities in Australia to post-conflict societies in Africa.
Heterogeneity
Diversity in a group or system, a concept that underpins the essence of DEI in various settings, from biodiversity in the Amazon to talent management in global corporations.
Health Literacy
The ability to understand and use health information, a concept that intersects with DEI in public health campaigns and education, from rural communities in India to inner-city populations in France.
Hybrid Culture
A blend of various cultures, often seen in multicultural societies or organizations, relevant from corporate America to diverse educational institutions in the United Kingdom.
Humane Capitalism
An economic model that aims to balance profit-making with ethical concerns, including DEI, a topic of discussion in business ethics courses from Harvard to the London School of Economics.
