AAPI: All people of Asian, Asian American, or Pacific Island- er ancestry who trace their origins to the countries, states, jurisdictions, and/or the diasporic communities of these geographic regions.

Ableism: The intentional or unintentional discrimination or oppression of individuals with disabilities based on the belief that typical abilities are superior.

Accessibility: The “ability to access” the functionality of a system or entity and gain the related benefits. The degree to which a product, service, or environment is accessible by as many people as possible. Accessible Design ensures both direct (unassisted) access and indirect access through assistive technology (e.g., computer screen readers). Universal Design ensures that an environment can be accessed, understood, and used to the greatest extent possible by all people.

Accommodation: A change in the environment or in the way things are customarily done that creates equal opportunity, access, and participation for individuals with disabilities. (National Association of Counties). Under Title I of the Americans with Disabilities Act (ADA), a reasonable accommodation is a modification or adjustment to a job, the work environment, or the way things are usually done during the hiring process. These modifications enable an individual with a disability to have an equal opportunity not only to get a job but successfully perform their job tasks to the same extent as people without disabilities.

Accomplice: All accomplices are allies, but not all allies are accomplices. While an ally is willing to stand in support of a marginalized voice, risk is rarely involved. An accomplice uses the power and privilege they have to challenge the status quo, often risking their physical and social well-being in the process.

Acculturation: The process of learning and incorporating the language, values, beliefs, and behaviors that make up a distinct culture. This concept is not to be confused with assimilation, where an individual or group may give up certain aspects of its own culture to adapt to that of the prevailing culture. Under the process of acculturation, an individual will adopt new practices while still retaining their distinct culture.

Affirmative Action: Proactive policies and procedures for remedying the effect of past discrimination and ensuring the implementation of equal employment and educational opportunities, for recruiting, hiring, training, and promoting women, minorities, people with disabilities, and veterans in compliance with the federal requirements enforced by the Office of Federal Contract Compliance Programs (OFCCP).

Ageism: A socially constructed way of thinking about older persons based on negative attitudes and stereotypes about aging and a tendency to structure society based on an assumption that everyone is young, thereby failing to respond appropriately to the real needs of older persons.

Ally: A person who takes action against oppression out of a belief that eliminating oppression will benefit members of targeted groups and advantaged groups. Allies acknowledge the disadvantage and oppression of other groups than their own, take supportive action on their behalf, commit to reducing their own complicity or collusion the in oppression of these groups, and invest in strengthening their own knowledge and awareness of oppression.

ADA: Americans with Disabilities Act: Prohibits discrimination against people with disabilities in several areas, including employment, transportation, public accommodations, communications, and access to state and local government programs and services. As it relates to employment Title I of the ADA protects the rights of both employees and job seekers. The ADA also establishes requirements for telecommunications relay services. Title IV, which is regulated by the Federal Communications Commission (FCC), also requires closed captioning of federally funded public service announcements.

Anti-Blackness: A theoretical framework that illuminates society’s inability to recognize Black humanity. The belief that there’s something wrong with Black people. It is two-part formation that both voids Blackness of value, while systematically marginalizing Black people and their issues.

Anti-Oppression: Recognizing and deconstructing the systemic, institutional and personal forms of disempowerment used by certain groups over others; actively challenging the different forms of oppression.

Anti-Racism: Anti-Racism is an active process, unlike the passive stance of ‘non-racism’. Anti-racism work requires consistent, committed and targeted action and attention. Racism operates at systemic, institutional, interpersonal and individual levels. Typically, individual and interpersonal racism receives more focus than institutional and systemic racism, and as a result deeper, systemic racial injustice continues to flourish. Anti-racism involves focusing on systemic racism.

Antisemitism: The belief or behavior hostile toward Jews just because they are Jewish. It may take the form of religious teachings that proclaim the inferiority of Jews, for instance, or political efforts to isolate, oppress, or otherwise injure them. It may also include prejudiced or stereotyped views about Jews.

Assigned Sex at Birth: A label that is given at birth based on medical factors, including your hormones, chromosomes, and genitals. Most people are assigned male or female, and this is what’s put on their birth certificates. Some people use the phrase “assigned male at birth” or “assigned female at birth.” This acknowledges that someone (often a doctor) is making a decision for someone else. The assignment of a biological sex may or may not align with what’s going on with a person’s body, how they feel, or how they identify.

Belonging: How connected one feels to one’s community/ communities; a measure of psychological safety, being seen, included, valued, and empowered as a member of a team. Belonging is both a feeling and a practice - something we can experience and something we can create collectively. Belonging is operationalized when individuals are considered part of the constitutional foundation of an organization or institution. Belonging is achieved when individuals have the ability to critique and hold an institution accountable for advancing equity, diversity, inclusion, and occupational well-being.

Bias: A positive or negative inclination towards a person, group, or community; can lead to stereotyping.

Bigotry: Intolerant prejudice which glorifies one’s own group and denigrates members of other groups.

Binary: Composed of or involving only two things that are often considered opposites, such as electric power being either on or off.

Biological Sex: Refers to anatomical, physiological, genetic, or physical attributes that determine if a person is male, female, or intersex. These include both primary and secondary sex characteristics, including genitalia, gonads, hormone levels, hormone receptors, chromosomes, and genes. Often also referred to as “sex,” “physical sex,” “anatomical sex,” or specifically as “sex assigned at birth.” Biological sex is often conflated or interchanged with gender, which is more societal than biological, and involves personal identity factors.

BIPOC is an acronym that acknowledges the distinct histories, cultures, and struggles of Black and Indigenous peoples alongside other people of colour. It emphasizes the interconnectedness of these communities in the fight against systemic racism and oppression. By specifically naming Black and Indigenous peoples, BIPOC highlights their often overlooked experiences within discussions of racial inequality.

A person who identifies as being of two races, or whose biological parents are of two different racial groups.

Commonly referred to as bi or bi+. According to bi+ educator and advocate Robyn Ochs, the term refers to a person who acknowledges in themselves the potential to be attracted-romantically, emotionally and/or sexually—to people of more than one gender, not necessarily at the same time, or the same way, or to the same degree. The “bi” in bisexual can refer to attraction to genders similar to and different from one’s own. People who identify as bisexual need not have had equal sexual or romantic experience—or equal levels of attraction—with people across genders, nor any experience at all; attraction and self-identification determine orientation.

Blind: Use only for a person with total loss of sight. Many people who are legally blind have partial sight. Use visually impaired, partially sighted, or person with low vision.

Surgery performed on an individual’s reproductive system as a part of gender-affirming surgery. Not all trans people undergo medical interventions as part of their transition. As with any other aspect of transition, trans people retain the right not to discuss their surgical history, and surgery does not define gender.

Bullying: Intimidating, exclusionary, threatening or hostile behavior against an individual.

Bystander: A person who is present at an event or incident but does not take part in, redirect, stop or otherwise affect the event or incident.

(Pronounced sis-gender): A term used to refer to an individual whose gender identity aligns with the sex assigned to them at birth. The prefix cis- comes from the Latin word for “on the same side as.” People who are both cisgender and heterosexual are sometimes referred to as cishet (pronounced “sis-het”) individuals. The term cisgender is not a slur. People who are not trans should avoid calling themselves “normal” and instead refer to themselves as cisgender or cis.

Code-Switching • The conscious or unconscious act of altering one’s communication style and/or appearance depending on the specific situation of who one is speaking to, what is being discussed, and the relationship and power and/or community dynamics between those involved. Often members of the non-dominant group code-switch to minimize the impact of bias from the dominant group.

When people act to perpetuate oppression or prevent others from working to eliminate oppression. Example: able- bodied people who object to strategies for making buildings accessible because of the expense.

A belief that assumes institutional racism and discrimination have been largely eradicated, and that “equal opportunity, one’s qualifications, not one’s color or ethnicity, should be the mechanism by which upward mobility is achieved.”2 This belief can lead to a dismissal of social and cultural factors still affecting many people of color, as well as a rejection of policies that attempt to address existing inequalities (e.g., affirmative action).

In its extreme is characterized by overt negative behavior that can be expressed through physical and verbal harassment or through more subtle means such as exclusion.

A school of thought that acknowledges that racism exists within U.S. social institutions, systems, laws, regulations, and procedures and produce differential outcomes. CRT explores and critiques American history from this race-based perspective as a way to openly talk about how the country’s history has an effect on our society and institutions today.

The unacknowledged or inappropriate adoption of the customs, practices, ideas, etc. of one people or society by members of another and typically more dominant people or society. Though there is criticism for the term, “as we look more closely at the entrenched inequality in the history of cultural exchange, it becomes clear that the term “cultural appropriation” is simply giving a name to the exploitation that has always existed and continues to this day. Cultural appropriation allows people to be rewarded for the heritage and labor of oppressed and marginalized communities, disregards the origins and significance of what is being taken, and embraces the products of a culture while reinforcing or ignoring the prejudice experienced by the people who originated it.”

When an individual, family, or group gives up certain aspects of its culture in order to adapt to the dominant culture.

An interpersonal stance that is open to individuals and different cultural communities and experiences in relation to aspects of one’s own cultural identity. Maintaining cultural humility requires learning and understanding the complexity of identities and how they evolve over time.

1) Being aware that cultural differences and similarities between people exist without assigning them a value-positive or negative, better or worse, right or wrong. 2) Being aware that cultural differences and similarities between people exist and have an effect on values, learning and behavior. 3) A set of skills that allow you to understand and learn about people whose cultural background is not the same as your own.

Used to describe a person with total or profound hearing loss. Many only have mild or partial loss of hearing. Use person with hearing loss, partially deaf. Note: Deaf (capitalized) is a social, cultural, and personal identity that is deeply rooted in the Deaf community, while deaf (not capitalized) refers those who have little or no functional hearing. Hard of hearing or HOH is a person whose hearing loss ranges from mild to profound and whose usual means of communication is speech. It is both a medical and a sociological term. Hard of hearing (HOH) and deaf are terms that are used that are not interchangeable. As always, defer to how an individual self-identifies.

The active and intentional process of unlearning values, beliefs and conceptions that have caused physical, emotional or mental harm to people through colonization. It requires a recognition of systems of oppression.

Having a physical or mental impairment, the perception of a physical or mental impairment, or a history of having had a physical or mental impairment that substantially limits one or more major life activities.

“Disability” and “disabled” generally describe functional limitations that affect one or more of the major life activities, including walking, lifting, learning and breathing. Person with a disability or disabled person is preferred. And always refer to how a group or individual self-identifies and/or requests to be identified. Note: Disability and people who have disabilities are not monolithic. Avoid referring to “the disabled” in the same way that you would avoid referring to “the Asians,” “the Jews” or “the African-Americans.” Instead, consider using such terms as “the disability community” or “the disability activist.” Do not use victim of, suffers from, stricken with, or afflicted with. Additionally, avoid using “differently abled” which is a term that came into vogue in the 1990s as an alternative to “disabled,” “handicapped” or “mentally retarded.” Currently, it is not considered appropriate (and for many, never was). Some consider it condescending, offensive or simply a way of avoiding talking about disability. Others prefer it to “disabled” because “dis” means “not,” which means that “disabled” means “not able.” But particularly when it comes to referring to individuals, “differently abled” is problematic. As some advocates observe, we are all differently abled. As an ally, please refrain from using able-bodied. This term is used to describe someone who does not identify as having a disability. Some members of the disability community oppose its use because it implies that all people with disabilities lack “able bodies” or the ability to use their bodies well. The term “non-disabled” or the phrase “does not have a disability” or “is not living with a disability” are more neutral choices.

Unfavorable or unfair treatment towards an individual or group based on their race, ethnicity, color, national origin or ancestry, religion, socioeconomic status, education, sex, marital status, parental status, veteran’s status, political affiliation, language, age, gender, physical or mental abilities, sexual orientation or gender identity.

The term diversity is used to describe individual differences (e.g. life experiences, learning and working styles, personality types) and group/social differences (e.g. race, socio-economic status, class, gender, sexual orientation, country of origin, ability, intellectual traditions and perspectives, as well as cultural, political, religious, and other affiliations) that can be engaged to achieve excellence in teaching, learning, research, scholarship, and administrative and support services.

Emotional (Diversity) Tax • The combination of being on guard to protect against bias and feeling different from peers at work because of gender, race, and/or ethnicity and the associated effects on health, well-being, and ability to thrive at work. It particularly affects BIPOC employees. (Catalyst)

Empowerment • When target group members refuse to accept the dominant ideology and take actions to redistribute social power more equitably. (Adams, Bell and Griffin)

Enby- An abbreviation for non binary. Typically used for self identification only. Also see Nonbinary

Equal Employment Opportunity • (EEO) Title VII of the Civil Rights Act of 1964 prohibit discrimination in any aspect of employment based on an individual’s race, color, religion, sex, or national origin. (Seramount)

Equality • Evenly distributed access to resources and opportunity necessary for a safe and healthy life; uniform distribution of access to ensure fairness. (Kranich)

Equity • The guarantee of fair treatment, access, opportunity, and advancement while at the same time striving to identify and eliminate barriers that have prevented the full participation of some groups. The principle of equity acknowledges that there are historically underserved and underrepresented populations and that fairness regarding these unbalanced conditions is needed to assist equality in the provision of effective opportunities to all groups. (University of California, Berkeley)

Erasure • The invalidation of an identity, which includes exclusion and lack of representation. A form of silencing. (University of Massachusetts Lowell)

ESL • An acronym for English as a Second Language. ESL refers to individuals who do not speak English as their first or primary language but may still be proficient in speaking English. (National Association of Counties)

Essentialism • The practice of categorizing an entire group based on assumptions about what constitutes the “essence” of that group. Essentialism prevents individuals from remaining open to individual differences within groups. (Seramount)

Ethnicity • A social construct which divides people into smaller social groups based on characteristics such as values, behavioral patterns, language, political and economic interests, history, and ancestral geographical base. (Adams, Bell and Griffin)

Ethnocentrism • The practice of using a particular ethnic group as a frame of reference, basis of judgment, or standard criteria from which to view the world. Ethnocentrism favors one ethnic group’s cultural norms and excludes the realities and experiences of other ethnic groups. (Seramount)

Fatphobia • Also known as anti-fat, is the implicit and explicit bias of overweight individuals that is rooted in a sense of blame and presumed moral failing. Being overweight and/ or fat is highly stigmatized in Western culture. Anti-fatness is intrinsically linked to anti-blackness, racism, classism, misogyny, and many other systems of oppression. (Boston Medical Center)

Feminine Having qualities or an appearance stereotypically associated with women or conventionally regarded as female.

Feminism • Theory and practice that advocates for educational and occupational equity between men and women; undermines traditional cultural practices that support the subjugation of women by men and the devaluation of women’s contributions to society. (Seramount)

Femme: A person who is feminine of center in dress, attitude, and/or presentation. It is often, but not exclusively, used in a lesbian context. Often on a spectrum from butch (see Butch) to femme or stud (see Stud) to femme.

First Nations People • Tribal people who identify as those who were the first people to live on the Western Hemisphere continent; also identified as Native American or Indigenous. (University of Massachusetts Lowell)

Folx: --An alternative spelling to folks, pronounced the same way. While the term is viewed by some as a more inclusive version of the word “folks,” both are gender-neutral ways of addressing a group of people. PFLAG National does not use “folx” because it is difficult for screen readers (for people with visual disabilities) to read.

Gaslighting • A deliberate attempt to undermine a victim’s sense of reality or sanity. In a work context, it usually means behaviors that undermine the success, self-confidence, self-esteem or wellbeing of the target. For people in underrepresented or less powerful groups, it is more likely to occur, with more severe and harmful cumulative effects. Tactics can include withholding (critical information, meeting invitations, silent treatment), isolation (exclusion, causing conflict with coworkers), and discrediting 9consistently shooting down the target’s ideas, ignoring or taking credit for them). (Harvard Human Resources)

Gay • A term used to describe people who are emotionally, romantically, and/or physically attracted to people of the same gender (e.g., gay man, gay people). In contemporary contexts, lesbian is often a preferred term for women, though many women use the term gay to describe themselves. People who are gay need not have had any sexual experience. Attraction and self-identification determine sexual orientation, not the gender or sexual orientation of one’s partner. The term should not be used as an umbrella term for LGBTQ+ people, e.g., “the gay community,” because it exploits other sexual orientations and genders. Avoid using gay in a disparaging manner, e.g., “that’s so gay,” as a synonym for stupid or bad. (PFLAG)

Broadly, gender is a set of socially constructed roles, behaviors, activities, and attributes that a given society considers appropriate. (PFLAG)

Gender Affirming Services: Non-surgical gender-affirming care and services that support transgender people in their transition goals. Examples include electrolysis or laser hair removal, voice training, and tailored or affirming clothing and accessories. Many cisgender (see Cisgender) people use gender-affirming services as well, including the ones above, but because they are not transgender, people don’t often refer to them in this way.

Gender Binary • The disproven concept that there are only two genders, male and female, and that everyone must be one or the other. Also often misused to assert that gender is biologically determined. This concept also reinforces the idea that men and women are opposites and have different roles in society. (PFLAG)

Gender Dysphoria • The distress caused when a person’s assigned sex at birth and assumed gender is not the same as the one with which they identify. According to the American Psychiatric Association’s Diagnostic and Statistical Manual of Mental Disorders (DSM), the term “...is intended to better characterize the experiences of affected children, adolescents, and adults.” (PFLAG)

Gender Equity • When gender and gender identity no longer determine one’s life outcomes. In terms of the workplace, that means recruitment, hiring, retention, advancement, salary, overall wellbeing, and more; when everyone has what they need to thrive professionally and are free of gender-based harassment, bias, and discrimination. As a process, we apply gender when those most impacted by structural gender inequities (e.g., women, transgender and gender-diverse individuals, and the intersection of marginalized identities), are meaningfully involved in the creation and implementation of the institutional policies and practices that impact their lives. (Boston Medical Center)

Gender Expanisve: A term, used more often by parents and adults, as an umbrella term for those who do not follow gender stereotypes or who expand ideas of gender expression or gender identity; the preferred term by those in the community is “gender nonconforming (see Gender Nonconforming). People of any gender identity can be gender expansive. Gender expansive is not equivalent to non-binary. It is important to respect and use the terms people use for themselves, regardless of any prior associations or ideas about those terms.

Gender Expression • The way a person communicates about a gender to others through external means such as clothing, appearance, or mannerisms. This communication may be conscious or subconscious and may or may not reflect their gender identity or sexual orientation. While most people’s understandings of gender expressions relate to masculinity and femininity, there are countless combinations that may incorporate both masculine and feminine expressions, or neither, through androgynous expressions. All people have gender expressions and an individual’s gender expression does not automatically imply one’s gender identity. (PFLAG)

Describes a person who does not consistently adhere to one fixed gender and who may move among genders.

Gender Identity • A person’s deeply held core sense of self in relation to gender. Gender identity does not always correspond to biological sex. People become aware of their gender identity at many different stages of life, from as early as 18 months and into adulthood. (PFLAG)

An umbrella term for those who do not follow gender stereotypes, or who expand ideas of gender expression or gender identity. GNC does NOT mean nonbinary, and all people—including cisgender, transgender, and nonbinary people—can be GNC as well. It is important to respect and use the terms people use for themselves, regardless of any prior associations or ideas about those terms. While some parents and allies use the term “gender expansive” (see Gender Expansive), gender non-conforming is the preferred term by the LGBTQ+ community; always use the term preferred by an individual with whom you are interacting.

Gender Queer: Refers to individuals who blur preconceived boundaries of gender in relation to the gender binary (See Gender Binary); they can also reject commonly held ideas of static gender identities. Sometimes used as an umbrella term in much the same way that the term queer is used, but only refers to gender, and thus should only be used when self-identifying or quoting an individual who uses the term genderqueer for themselves.

Gender Roles • The strict set of societal beliefs that dictate the so-called acceptable behaviors for people of different genders, usually binary in nature. Many people find these to be restrictive and harmful, as they reinforce the gender binary. (PFLAG)

Gender-Affirming Surgery (GAS) • Surgical procedures that can help people adjust their bodies to match their innate gender identity more closely. Used interchangeably with gender affirmation, gender confirmation, and gender-confirming surgery. Not every transgender person will desire or have resources for gender-affirming surgery. Use this term in place of the older term sex change. Also sometimes referred to as gender reassignment surgery, genital reconstruction surgery, or medical transition. (PFLAG)

Gender-Neutral • Not gendered. Can refer to language (including pronouns and salutations/titles), spaces (like bathrooms), or other aspects of society (like colors or occupations). Gender neutral is not a term to describe people. A person who experiences no gender may be agender or neutrois. (PFLAG)

Genderfluid: Describes a person who does not consistently adhere to one fixed gender and who may move among genders.14 (Source: PFLAG)

Generational diversity refers to the presence and active inclusion of multiple age groups within a workplace or community. This includes individuals from distinct generational cohorts such as Baby Boomers, Generation X, Millennials (Generation Y), and Generation Z, each of whom may bring different perspectives, expectations and skills.

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.

HAES: Health at Every Size • A social and health promotion movement that challenges social stigma based on weight, size, and shape. The movement emphasizes body positivity, health outcomes, and eating and movement for well-being rather than weight control. (Harvard Human Resources)

Harassment • Unwelcome, intimidating, exclusionary, threatening, or hostile behavior against an individual that is based on a category protected by law. (Sierra Club Employee Handbook)

Differences in health outcomes among different demographic groups, an ongoing area of concern from public health policies.

Health Equity • The idea that everyone has the opportunity to achieve their full heath potential. No one is disadvantaged from achieving this potential because of their social position (e.g., class, socioeconomic status, language proficiency, health literacy) or socially assigned circumstance (e.g., race, gender, identity, ethnicity, religious beliefs, sexuality, geography, etc.) (Boston Medical Center)

Health Inequity • Differences in health status and mortality rates across population groups that are systemic, avoidable, unfair, and unjust. These differences are rooted in social and economic injustice, and are attributable to social, economic, and environmental conditions in which people live, work, and play (e.g., Black and Brown babies tend to have much lower birth weight and higher infant mortality rates than White babies, even when controlling for individual behavior, income, and education of the mother). Health inequities are different from health disparities, though many people use these terms interchangeably. Disparities speak of differences across population groups (e.g., comparing health outcomes of an aging population to a younger population) and does not account for differences resulting from injustice. (Boston Medical Center)

Hegemony • the dominance of one group over another, often maintained through real-time and slow violence

Heteronormativity • The assumption that everyone is heterosexual, and that heterosexuality is superior to all other sexualities. This includes the often implicitly held idea that heterosexuality is the norm and that other sexualities are “different” or “abnormal.” (PFLAG)

Heterosexism • Social structures and practices which serve to elevate and enforce heterosexuality while subordinating or suppressing other forms of sexuality. (University of Maryland)

Heterosexual • Refers to a person who is sexually attracted to a person of a different gender or sex. Also referred to as straight. (PFLAG)

Hispanic • A term that describes people, descendants, and cultures of Spanish-speaking countries, including many Latin American countries and Spain. The term is not synonymous with Latino/Latina/Latinx. (National Association of Counties)

Historical trauma is intergenerational trauma experienced by a specific cultural group that has a history of being systematically oppressed.Current lifespan trauma, superimposed upon a traumatic ancestral past creates additional adversity.Historical trauma can have an impact on psychological and physical health.

Homophobia: Animosity, hatred, or dislike of LGBTQ+ people that often manifests itself in the form of prejudice and bias. Homophobia often stems from a lack of knowledge about LGBTQ+ people and the issues they face and can sometimes be alleviated with education and support. (PFLAG)

Homosexual • Experiencing sexual/romantic attraction to members of the same or similar gender. (University of Massachusetts Lowell) A term to describe gay, lesbian or queer people which may be offensive depending on the speaker. Originally used as a scientific or clinical term to describe LGBTQ+ people, the word has been reclaimed by the LGBTQ+ community and may be colloquially used by an LGBTQ+ person to reference themselves or another member of the community. Non-LGBTQ+ people should avoid using the term. (PFLAG)

Hormone Blockers: Also referred to as Puberty Blockers, this is a form of gender-affirming medical care which allows young trans and gender-expansive people to prevent the potentially negative outcomes of going through a puberty that does not match their gender identity.

Hormone Replacement Therapy (HRT): A type of gender-affirming treatment that allows trans and gender-expansive people to safely medically transition or feel more at home in their bodies (see Gender-Affirming Surgery and Transition). Those taking testosterone (masculinizing hormones) may grow more facial/body hair and notice their voices deepening. Those taking estrogen (feminizing hormones) may see some breast growth or a softening to facial features. Many intersex people take HRT to balance the naturally occurring levels of estrogen and testosterone in their bodies. Benefits of such therapy can include improved mental and physical wellness, and reduced anxiety and dysphoria, for those who experience it.

Human Rights • The basic rights and freedoms to which all humans are entitled, often held to include the right to life and liberty, freedom of thought and expression, and equality before the law. (The American Heritage Dictionary of the English Language)

positions disability as an identity category and central to a person’s sense of self. In identity-first language, the identifying word comes first in the sentence and highlights the person’s embrace of their identity.

Negative or positive associations people unknowingly hold, also known as unconscious or hidden bias. They are expressed automatically, without conscious awareness, providing unearned advantage to those in dominant groups and unearned disadvantage to those in marginalized groups

An organizational effort and practice in which different groups or individuals having different backgrounds are culturally and socially accepted and welcomed, and equally treated. Inclusion is a sense of belonging and inclusive cultures make people feel respected and valued for who they are for all their identities

• Words or phrases that include all potential audiences from any identity group. Inclusive language does not assume or connote the absence of any group

When a person, whether consciously or unconsciously accepts homophobic biases and applies these biases to themselves. It can happen to anyone, regardless of sexual orientation, though most studies of internalized homophobia have looked at people who identify as LGBTQ+. This occurs as a result of the assumption that all people are or should be heterosexual.

An umbrella term that captures a whole spectrum of hidden disabilities or challenges that are primarily neurological in nature. Invisible disability, or hidden disability, are defined as disabilities that are not immediately apparent.

Acronym for Justice, Equity, Diversity & Inclusion.

The process of moving from an unfair, unequal, or inequitable state to one that is fair, equal, or equitable. A transformative practice that relies on the entire community to acknowledge past and current harms to reform societal morals and subsequently the governing laws. Proactive enforcement of policies, practices, and attitudes that produce equitable access, opportunities, treatment, and outcomes for all regardless of the various identities that one holds.

Kinsey Scale: A scale developed in the 1940s by Alfred Kinsey which places an individual’s sexual orientation on a spectrum from 0 (exclusively heterosexual) to 6 (exclusively homosexual). The scale included the measurement “X” which indicated an absence of sexual behavior. The scale was an early recognition of fluid sexual orientation and was credited with challenging the heterosexual/homosexual binary. Presently, it is largely considered outdated and lacking sufficient nuance to capture the complexity of sexual orientation and sexuality.

a gender-neutral or nonbinary alternative to Latino or Latina. This term has growing popularity amongst Spanish speakers as an alternative to “Latinx”, as it is easier to pronounce and using the “e” suffix is easily incorporated into the grammar structure of the Spanish language. (Wright. The Language of Inclusion)

Individual living in the United States originating from or having a heritage relating to Latin America. (University of Maryland

Used as a gender-neutral or non-binary alternative to Latino or Latina to describe a person of Latin American origin or descent. (Harvard Human Resources)

Refers to a woman who is emotionally, romantically, and/or physically attracted to other women

An acronym that collectively refers to individuals who are lesbian, gay, bisexual, transgender, or queer, sometimes stated as LGBT (lesbian, gay, bisexual, and transgender) or historically, GLBT (gay, lesbian, bisexual, and transgender). The addition of the Q for queer is a more recently preferred version of the acronym as cultural opinions of the term queer focus increasingly on its positive, reclaimed definition. The Q can also stand for questioning, referring to those who are still exploring their own sexuality and/or gender. The “+” represents those who are part of the community but for whom LGBTQ does not accurately capture or reflect their identity. (

An outdated term largely considered to be offensive; once used to typically describe gay and lesbian lives, it is not used because it implies a choice in one's identity. Other better terms include "the lives of LGBTQ+ people.”

To value the personal experiences of individuals as much as quantitative data. For example, believing narratives of discrimination against LGBTQ+ people persisting even if they counter larger narratives of acceptance. The concept of lived experience as a criterion on meaning was coined by Patricia Hill Collins.

The process that occurs when members of a dominant group relegate a particular group (minority groups and cultures) to the edge of society by not allowing them an active voice, identity or place for the purpose of maintaining power. Marginalized groups have restricted access to resources like education and healthcare for achieving their aims. (National Association of Counties)

Having qualities or appearance traditionally associated with men or conventionally regarded as male.

focused on pathology and impairment, which describes disability as a consequence of a health condition, disease or injury/trauma that can disrupt the functioning of a person in a physiological or cognitive way. It then focuses on the prevention or treatment of the condition, which is generally lead by the physician who directs the delivery of the service, with the physician being the decisionmaker in the process. There has been a lot of discontent with this model, which some may feel assumes several unhelpful notions about the nature of the disability. (Whiteneck. Conceptual models of disability: past, present, and future.)

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. Microaggressions can be broken into categories such as “microassaults, microinsults, and microinvalidations” (Harvard Human Resources)

Apparently small events which are often ephemeral and hard-to-prove, events which are covert, often unintentional, frequently unrecognized by the perpetrator, which occur wherever people are perceived to be different- Mary Rowe, MIT.

To refer to an individual using a word, especially a pronoun or form of address, which does not correctly reflect their gender. This may be unintentional and without ill intent or can be a maliciously employed expression of bias. Regardless of intent, misgendering has a harmful impact. (PFLAG)

An extreme form of sexism rooted in racism. The term describes contempt for or ingrained prejudice toward Black women. The unique oppression experienced by Black women due to the intersectionality of gender, race, class and sexual orientation combined with discrimination. Misogynoir utilizes and reinforces stereotypes of Black women. (National Association of Counties)

Hatred, aversion or prejudice against women. Misogyny can be manifested in numerous ways, including sexual discrimination, denigration of women, violence against women, and sexual objectification of women. (National Association of Counties)

Similar to misgendering, mispronouning is to refer to a person with the incorrect pronouns. This term is less common than misgendering, as pronouns are often an important aspect of people’s genders. This may be unintentional and without ill intent, or can be a maliciously employed expression of bias. Regardless of intent, mispronouning has a harmful impact.

A pronoun mix, like he/they or she/they, is generally shorthand for “I use both he/him/his and they/them/ theirs pronouns.” The use of two pronouns means they can generally be used interchangeably. However, desired use is different for each person; it is okay to ask if a person uses one over another. (PFLAG)

• People who only experience attraction to one gender. Examples of monosexual groups include gay men, lesbians, and straight people. (PFLAG)

A trans woman/trans feminine person assigned male at birth.

A genderqueer or gender-expansive person assigned male at birth.

An individual whose heritage encompasses more than two races. (University of Massachusetts Lowell)

• The practice of acknowledging, respecting, and supporting the various cultures, religions, landscapes, social equity, races, ethnicities, attitudes, and opinions within an environment or involving a cultural or ethnic group. The theory and practice promote the peaceful coexistence of all identities and people. (National Association of Counties)

• An individual that comes from more than one ethnicity. An individual whose parents are born from more than one ethnicity. (University of Massachusetts Lowell)

This is the process by which a foreign-born individual becomes a citizen of the United States. To naturalize, immigrants must be at least 18 years old; have been lawful permanent residents of the United States for five years (three years if married to a U.S. citizen); demonstrate a basic knowledge of English, American government and history; and have good moral character. (National Conference of State Legislatures)

Used to describe individuals with diverse or variant cognitive functioning. Both neurodiverse and neurotypical originated as a more comprehensive way to describe autism, and now neurodiverse is used more broadly to include other developmental differences. Neurodiversity is the concept that brain differences are just that: differences. They arevariations of the human brain. Conditions that can fall under the Neurodiverse spectrum include, but are not limited to, ADHD, Autism Spectrum Disorder (ASD), dyslexia, dyspraxia/apraxia, dyscalculia, Tourette’s Syndrome, O

Used to describe individuals of typical developmental, intellectual, and cognitive abilities. In other words, it’s not used to describe individuals who have autism or another developmental difference. (Boston Medical Center)

A gender-neutral term for a sibling’s child.

Refers to people who do not subscribe to the gender binary. They might exist between or beyond the manwoman binary. Some use the term exclusively, while others may use it interchangeably with terms like genderqueer, genderfluid, gender nonconforming, gender diverse, or gender expansive. It can also be combined with other descriptors e.g., nonbinary woman or transmasc nonbinary. Language is imperfect, so it’s important to trust and respect the words that nonbinary people use to describe their genders and experiences. Nonbinary people may understand their identity as falling under the transgender umbrella and may thus identify as transgender. Sometimes abbreviated as NB or Enby, the term NB has been historically used to mean non-Black, so those referring to nonbinary people should avoid using NB. (PFLAG)

A term to describe a nonbinary person whose primary romantic, emotional and/or sexual attraction is to women. Lesbianism has historically included people of varying gender expressions and people with varying relationships to the lesbian community (before bisexual and pansexual came into common use, any woman who felt romantic, emotional and/or sexual attraction to women was considered a lesbian).

an ideal standard binding upon the members of a group and serving to guide, control, or regulate power and acceptable behavior. (Effective Philanthropy)

Refers to a person whose emotional, romantic, and/or physical attraction is to people of any gender, and who notice their partner's gender.

the systemic and pervasive nature of social inequality woven throughout social institutions as well as embedded within individual consciousness. Oppression signifies a hierarchical relationship in which dominant or privileged groups benefit, often in unconscious ways, from the disempowerment of subordinated or targeted groups. (Adams, Bell and Griffin)

The perception or intentional/unintentional placement of a group in contrast to the societal norm. The identifying of a group as a threat to the favored dominant group. (National Association of Counties

A term which describes people who openly self-identify as LGBTQ+ in their private, public, and/or professional lives. There are many states of being out; individuals can be out only to themselves, close friends, or everyone. Some transgender people prefer to use the term disclose. (PFLAG)

The deliberate or accidental sharing of another person’s sexual orientation or gender identity without their explicit consent. Outing is disrespectful and presents a danger for many LGBTQ+ individuals.

Attraction to people regardless of gender identity or sex.

Equal representation and access for groups within a context or institution.

Differences in involvement or representation between groups, reflecting systemic obstacles.

Strategic collaboration to support DEI advancements.

Being perceived, by others, as a member of a more privileged group, sometimes for safety or acceptance.

A social system in which men hold primary power and predominate in leadership roles.

Emphasizing individuals before their condition or identity (e.g., “person with a disability”).

A collective term for non-white individuals, highlighting shared experiences of bias.

Superficial displays of support for marginalized communities, lacking substantive commitment.

Changes to rules or laws aimed at advancing equity and inclusion.

Awareness of one’s own social identities and their influence in DEI contexts.

Deliberate policies supporting groups historically disadvantaged, such as affirmative action.

Distribution and exercise of power among groups, affecting equity and access.

Unjustified negative attitudes toward individuals based on their group membership.

Unearned advantages held by certain groups, often invisible to those who possess them.

Words referring to someone in a way that affirms their gender identity (e.g., she/her, they/them).

Group legally shielded against discrimination based on specific attributes (e.g., race, gender, ability).

Feeling able to share ideas and concerns without risk of negative consequences.

The degree to which individuals or groups have meaningful, equitable opportunities to access resources, participation, or benefits—taking into account not just presence, but the ease, effectiveness, and dignity of that access.

An umbrella term for people whose sexual orientation or gender identity falls outside societal norms; once a slur, it has been reclaimed by many as a positive identifier.

Language choices and communication styles intentionally designed to validate and affirm queer identities and avoid exclusion or bias; includes using appropriate pronouns and gender-neutral terms.

Negative attitudes, fear, or discrimination toward people who identify as queer; related to homophobia and transphobia.

Describes individuals who are exploring or unsure about their sexual orientation, gender identity, or both.

Subtle, indirect, or passive behaviors that marginalize or disadvantage individuals, such as withholding information, social exclusion, or giving the silent treatment.

A social construct categorizing people based on physical characteristics and ancestry, often used to establish social hierarchies.

The state in which people of all races are treated the same and have equal access to opportunities and resources, without regard to race.

The condition where race no longer predicts socioeconomic outcomes, achieved by addressing systemic barriers and providing resources according to need for equitable outcomes.

Systemic or individual beliefs and actions that discriminate against people based on their race, reinforcing racial hierarchies and inequality.

The practice of immersing yourself in another person's experience without judgment or fear of being judged, involving vulnerability and a commitment to deep understanding.

Modifications or adjustments to a job, learning environment, or process that enable a qualified individual with a disability to participate equally and perform essential functions.

The extent to which diverse groups see themselves reflected and included in spaces, leadership, and decision-making processes within an organization or society

A contested term describing alleged discrimination against majority or historically privileged groups in favor of minority groups, often in context of affirmative action policies.

A location or environment where individuals, especially those from marginalized groups, are assured protection from discrimination or harassment.

Speaking or acting on one’s own behalf to communicate needs, rights, or accommodations, especially in institutional or workplace settings.

Prejudice or discrimination based on sex or gender, typically manifesting as systemic disadvantage for women or gender minorities. Association of American Veterinary Medical Colleges. (2023). Diversity, equity & inclusion glossary.

A person’s enduring emotional, romantic, or sexual attraction to individuals of a particular gender or genders.

Discrimination or bias against individuals based on body size or weight.

The experience of being accepted and included in a group, influencing well-being and participation.

Work toward a fair society for all individuals, focusing on equal rights, access, and outcomes by dismantling systemic barriers.

A perspective recognizing disability as a consequence of societal barriers, not solely the result of individual impairments.

Unity and mutual support among individuals or groups with shared interests in fighting injustice and inequality.

A fixed, generalized belief about a group that may lead to prejudice and discrimination.

Systemic policies and practices within institutions that create and perpetuate inequitable outcomes for different racial groups.

Deep-rooted disparities structured into society’s systems and institutions, persisting across time and affecting marginalized populations.

Fostering an environment in which all team members, regardless of background, feel valued, respected, and empowered to participate fully.

Words and phrases individuals use to describe their own identities, such as race, gender, sexual orientation, and ability status, reflecting respect and self-determination.

A U.S. federal law passed in 1972 that prohibits sex-based discrimination in any educational program or activity receiving federal financial assistance.

The practice of making only a symbolic or cursory effort to include individuals from underrepresented groups, often to create the appearance of diversity without substantive change.

Respecting and accepting differences among people, views, or cultures, despite potential disagreement, often seen as the minimum standard for DEI engagement.

Ensuring all individuals have fair and equal access to learning and professional development opportunities, addressing barriers to participation for marginalized groups.

An approach to addressing harm and injustices by challenging root causes and focusing on community healing, accountability, and systemic change.

A term describing people whose gender identity differs from the sex they were assigned at birth.

Openness and clear communication about goals, decisions, and processes, essential for building trust and accountability in DEI efforts.

Fear, hatred, or discrimination toward transgender people, resulting in exclusion, violence, and systemic barriers.

A less commonly used term referring to individuals who have undergone or seek to undergo medical interventions to transition from their assigned sex at birth.

An understanding of the prevalence and impact of trauma on individuals and communities, shaping inclusive practices and support frameworks.

A DEI framework recognizing that trauma—especially as experienced by marginalized groups—is both a product and perpetuator of systemic inequity; trauma justice involves addressing social, historical, and intergenerational traumas and transforming the policies, practices, and structures that cause or reinforce such harm, with the goal of healing and achieving equity and justice for impacted communities.

Intentional practices that nurture mutual confidence, respect, and reliability among individuals or groups, foundational for effective DEI initiatives.

A term used by some Indigenous people to describe a gender role embodying both masculine and feminine spirits; reflects diverse understandings of gender in Indigenous cultures.

Acronym referring to Foster Undergraduate Diversity Services.

A person who speaks or acts in support of an individual or cause, particularly someone who intervenes on behalf of a person being attacked or bullied.

A person who served in the Armed Forces of the United States during a period specified and was honorably discharged or released under honorable circumstances. Armed Forces is defined as the Army, Navy, Marine Corps, Air Force, and Coast Guard, including all components thereof, and the National Guard.

A highly stylized, modern, street-style dance, stemming from New York City ballroom culture [particularly in neighborhoods-of-color in Harlem and the Bronx] in the late 1980s. Vogue was created and has been nurtured by Black and Latinx LGBTQ+ people inspired by Ancient Egyptian Hieroglyphics, as well as poses found in Vogue Magazine.

A person having origins in any of the original peoples of Europe, the Middle East, or North Africa.28 (Source: U.S. Census Bureau) (There has been consideration by the federal government and others about potentially separating North African and Arab from the definition of White. Adjustments to this definition may be made in the future to reflect those changes, if implemented.)

When a White person puts their feelings above the Black and POC causes they are supposed to be helping. Layla F. Saad explains in her book, Me and White Supremacy, “White centering is the centering of White people, white values, white norms and white feelings over everything and everyone else.” White centering can manifest as anything ranging from tone policing and white fragility to white exceptionalism and outright violence.

Refers to the unquestioned and unearned set of advantages, entitlements, benefits, and choices bestowed on people solely because they are White. White people who experience such privilege may or may not be conscious of it. (McIntosh) This document was adapted from Seramount’s Diversity Best Practices hub, specifically their Glossary of Terms for Diversity, Equity & Inclusion published on December 1, 2020.

Women Loving Women, refers to lesbian, bisexual, pansexual, or otherwise same-gender loving women (pronounced “W-L-W” or “wuh-luh-wuh”). Often used in communities of color, this specification grew from the historical notion that any woman who had emotional, romantic, intimate, and/or sexual partnerships with women were lesbians. As more understandings of sexuality have come to light, WLW has largely replaced lesbian as a unifying term to describe these women.

An atmosphere where all employees belong, contribute, and can thrive. Requires deliberate and intentional action.

An abbreviation for Women Who Have Sex with Women. Reports on STIs and in public health commonly use this term, although those who identify as WSW may or may not identify as members of the LGBTQ+ community.

Acronym for Foster’s High School Outreach program, Young Executives of Color.