Lexicon of Terms: Navigating the Language

Practices and policies that are equitable on the basis of identifying and mitigating barriers based on access (i.e., physical disability, parental). For example, flexible workplaces, and wheelchair accessible spaces are equity-based and inclusive in nature.

See also Universal design.

The ensurance that environments and products can be used by all people, to the greatest extent, without constraints or the need for adaptation by the individual.

There are seven principles of UD: 1) equitable use 2) flexibility in use 3) simple, intuitive use 4) perceptible information 5) tolerance for error 6) low physical effort 7) size and space for approach and use. This can apply to physical and digital environments. For example, the use of sliding doors, or ‘alt text’ (alternative text) which can be used in web design and is a short description of imagery for those using screen readers (reads web information out loud to users who are blind or visually impaired).

See more
University of Waterloo Centre for Teaching Excellence
Centre for Excellence in Universal Design

The tendency to interact more with, and give preference to, people we deem “like us” (i.e., same race, gender, background, life experience).

This is a practice of removing barriers and discrimination against equity-deserving groups who are underrepresented in institutions and organizational settings. For example, affirmative action in practice can look like hiring quotas of equity-deserving people in workplace organizations, or enrollment quotas in colleges and universities, in order to guarantee representation of women, people of colour, people with disabilities, or members of the 2SLGBTQIA+ community, for example. It is important to note that while representation is one aspect of diversity, equity, and inclusion practices, there is a need to go beyond and couple this with inclusion and belonging efforts in order to be truly equitable. Affirmative action, particularly in institutional settings has had a history of being challenged, such as with the US Supreme Court striking down affirmative action practice in Harvard and the University of North Carolina admissions.

See more
Politico, Supreme Court guts affirmative action in college admissions

An individual who stands in support of a socially-identified group who is different from their own, and who are socially, politically, and/or economically disenfranchised. For example, a man can be an ally to women and women’s advancement in the finance industry.

See more:
VersaFi, Why allyship is critical in encouraging the next generation to pursue careers in finance

Actively working towards dismantling racist and oppressive systems, structures, policies, practices, and everyday occurrences (i.e., implementing ED&I policies & practices; not being a bystander). Anti-racism goes beyond the notice or recognition of racism, to action.

Signifies the inclination to ascribe higher credibility or proficiency to individuals who hold positions of authority or power. It has the potential to impact our assessments and choices, often resulting in an excessive dependence on the viewpoints or conduct of those in authoritative positions, regardless of their expertise on the given matter. This bias can obstruct diverse thinking and hinder the incorporation of alternative viewpoints in the decision-making procedures.

See more:
Ness Labs, Authority bias: when we irrationally trust the judgement of experts

or the “attractiveness halo,” takes place when individuals perceive physically attractive individuals as having a greater share of positive attributes and capabilities. This physical attractiveness is often based on predominately heteronormative and white standards. This bias can sway judgments and decisions, impacting aspects like hiring, promotions, and evaluations, ultimately resulting in preferential treatment for those deemed attractive. This is especially important when hiring for client facing/external facing positions.

See more:
Forbes, It’s Time To Expose The Attractiveness Bias At Work

There can be many different kinds of bias (e.g. systemic bias; unconscious bias; etc.). Bias is a general term referring to prejudiced thought processes. It is distinct from discrimination in that it speaks to cognition vs action/behaviour (which fall under ‘discrimination’).

Stands for Black, Indigenous, and People of Colour, which is an acronym which originated in the USA around 2010. Also see IBPOC.

See more:
The University of British Columbia, Equity and inclusion glossary of terms

Represents the sharp decline in representation of people in the non-dominant group from entry-level to manager levels and beyond – particularly BIPOC women and gender diverse professionals. The phenomenon has been studied extensively by McKinsey & Company and highlights the systemic barriers and biases that have disenfranchised equity-deserving groups, and make it extremely difficult to make up ground at higher employment levels – hence the ‘broken rung’ of a ladder. See also glass ceiling, glass cliff, glass escalator, glass walls

See more:
Fix the Broken Rung
McKinsey & Company: Women in the Workplace 2023
McKinsey & Company: Women in the Workplace 2022

Stands for Indigenous, Black, and People of Colour. In Canada this term “may be used (rather than BIPOC, an acronym originating in the USA around 2010) in efforts to recognize ‘First Peoples first’ because of the unique history and context of colonization, displacement, and cultural genocide enacted upon Indigenous peoples in Canada, and the ongoing national conversation about reconciliation.”

See more:
The University of British Columbia, Equity and inclusion glossary of terms

EDI measures are justified in terms of their instrumental value rather than their intrinsic/moral value. Instead of seeing diversity, inclusion, equity as important because they make workplaces fair or just, business case justification sees EDI as important because it helps the bottom line, or it somehow improves the performance of the organization. This framing is very common – More than 80% of Fortune 500 companies use the business case to justify EDI initiatives.
There are challenges associated with this framing. One of the challenges is there are lots of lofty promises made about the potential of EDI efforts. For example, EDI can improve decision-making, innovation, creativity, turnover, etc. (The evidence is mixed around some of these outcomes.) But if/when these don’t pan out, business case justification allows leaders to axe these initiatives because they’re not ‘delivering’. If EDI initiatives do help business outcomes, it’s not necessarily a straightforward process. For instance, greater diversity may lead to better decision-making, creativity, etc. if/when organizations have transformed their cultures in ways that can leverage and benefit from the differences in opinion that emerge.
Business case framing can also backfire – and harm the ends it’s purportedly rationalizing. Experimental studies show that exposure to an organization’s business case for diversity decreased a sense of belonging to that organization for women and for members of the LGBTQ community, which was then associated with lower desire to join and lower performance on the job. The business case language has a way of making people feel othered and devalued. Other studies have found similar results amongst Black students and women going into STEM fields – the business case undermines people’s anticipated sense of belonging and results in less attraction or desire to join the organization. Importantly, some research has found that the best alternative isn’t to present the moral or ‘fairness case’ for EDI – but to offer a contingent rhetoric instead.

See more:
Charter, How organizations can improve worker buy-in on diversity efforts
Fast Company, Why the ‘business case’ for diversity isn’t working
The business case for diversity backfires: Detrimental effects of organizations’ instrumental diversity rhetoric for underrepresented group members’ sense of belonging
Harvard Business Review, Getting Serious About Diversity: Enough Already with the Business Case
Reevaluating the Business Case for Diversity: Consequences for Advocates, Women, Leaders, & Scholars

Refers to the inclination to actively look for and construe information in a manner that supports our pre-existing convictions or stereotypes. This inclination can result in a selective awareness or remembrance of data that reinforces our preconceived notions, while neglecting opposing evidence. For example, in a professional environment, a supervisor influenced by confirmation bias may concentrate on favorable feedback concerning an employee who matches their concept of a “top achiever” while disregarding unfavorable input.

See more:
Harvard Business School Online, Business Insights

Acknowledges not only the importance of EDI, but emphasizes the challenges and hard work needed to achieve EDI goals, as opposed to a values-based rhetoric which can be more performative, complacent and non-action-oriented (‘EDI is good’).

A person whose gender identity or gender expression is the same as their biological sex at birth (i.e., a biologically-born female who identifies as a woman).

A strategy used by equity-deserving groups to navigate interactions to maintain comfort of the ‘dominant group’ in exchange for their feelings of safety, and desires to be treated fairly and equitably. This could include switching behaviour, expression, or appearance depending on who they are interacting with, and involves a compromise of identity and wellbeing. For example, a Black woman may ‘code switch’ when she is interacting with a group of all white men.

See more:
Harvard Business Review, The Costs of Code-Switching

Policies and practices of enforcing political, cultural, and economic control over one territory by settlers, enforcing unequal power relations, imposing (and erasing) language and culture, and economic exploitation. Also see colonization and decolonization.

The act of colonialism. This includes settling, establishing control, and imposing cultural dominance and unequal power relations. Also see decolonization.

Autonomy and independence from settlers. This can be reflected on a geopolitical scale (i.e., the removal of colonial rule from countries), and practiced on a systemic, programmatic, and individual level (i.e., culturally-safe workplaces, territory/land acknowledgment, and action towards the Truth & Reconciliation’s 94 Calls to Action). Also see colonialism and decolonization.

See more:
For more information from the Canadian perspective see FemNorthNet
For more information from a global perspective see University of Saskatchewan

A mindset that ignores the identity and experience of people of colour. This is an unwillingness to acknowledge part of a person’s identity, and shows a reluctance to work towards better respect and understanding of people who are not from the dominant group. Colour blindness can be deployed strategically to invalidate or undermine accusations of racism, i.e., ‘I’m not racist’, ‘I don’t see colour’.

See more:
The Micropedia of Microaggressions

A bias and subsequent discrimination based on the shade or tone of skin. People with darker skin tones experience colourism in the workplace through many forms as discrimination, such as bias in interviews, or bias in promotion, with people of lighter skin tone being granted opportunities over them, simply based on conscious or unconscious bias. It is also important to note that this discrimination can occur within the same racial or ethnic group, whereby discrimination manifest as a favoritism towards individuals with lighter skin tones.
See also racial prejudice.

See more:
Harvard Business Review, How Colorism Affects Women at Work

Describes how disadvantage for those occupying intersecting identities isn’t simply additive — it’s multiplicative, i.e. marginalized identities interact to produce distinct forms of discrimination. For example, Black women are often treated differently than Black men or white women and face discrimination that is unique to their intersectional identity.

Pertains to the predisposition we display when assessing an individual or object in relation to a previous or proximate comparison. The qualities of others we have recently encountered can sway our perception of an individual. For instance, when we interview several candidates in rapid succession, we might unintentionally evaluate them in relation to each other, resulting in inflated or reduced assessments due to the influence of the contrast effect.

See more:
Vervoe, What Is The Contrast Effect In Hiring And How Do You Avoid It?

This is a setting outcome that addresses power imbalances, and is an environment free of racism and discrimination, where people feel safe. Culturally safe spaces not only include and acknowledge culture, they create structures, systems, policies, and practices that embrace, celebrate, and leave space for cultural practices and expression. Note it is distinct from psychological safety and ‘safe working culture’, as it is not distinct to the culture of the organization, rather it refers to the inclusion and safety of societal cultures (i.e., Indigenous culture) within any setting. For example, the Province of Manitoba has created protocols and guidelines for the sacred Indigenous practice of smudging in schools. Historically, smudging has been omitted from traditional Western settings, disregarded as ‘a fire hazard’. Cultural safety looks to create spaces that uplift and support cultural practice, as opposed to attempting to justify why culture shouldn’t be included. Also see cultural humility.

See more:
Northern Health
First Nations Health Authority
NSW Government, SafeWork

This is a self-reflection of one’s own biases (unconscious and otherwise), as well as a systematic reflection on biases that exist and shape systems, and taking the position of learner/listener when it comes to other people’s culture.

See more:
Culturally Connected
Northern Health
First Nations Health Authority

This is a term originally referenced in academia by Amado Padilla in 1994 to represent the additional expectation and burden put on people of colour in faculty and staff to be the unofficial consultants when it comes to any topics related to diversity or culture in a university setting. We see this today, for example with women of colour largely representing, and taking on additional work and roles related to ED&I in the workplace, with no additional pay or recognition. Also see identity taxation.

See more:
California Faculty Association, The “cultural taxation” of faculty of color in the Academy

This term is an evolution of cultural taxation into other forms of expectations which broadens to refer to a variety of intersecting identities, and the burden that is placed on individuals to represent and conduct all ED&I work related to this identity. For example, someone who identifies as queer may experience identity taxation when it comes to 2SLGBTQ+ topics and workplace initiatives.

See more:
Gender and Education, ‘We need a woman, we need a black woman’: gender, race, and identity taxation in the academy

While our personal biases represent cognitive favouritism or prejudice towards people based on their identities, discrimination represents behaviour/action that can translate to policy and practice in the workplace that disenfranchises people on the basis of aspects such as age, race, gender, sexuality (ageism, racism, sexism, discrimination based on sexuality).

See more:
Government of British Columbia, Define discrimination, bullying and harassment. This sheet also offers information on bullying and harassment.
For more information on the Canadian Human Rights Act and the Employment Equity Act protections against discrimination in the workplace see:
Government of Canada, Rights in the Workplace
Canadian Human Rights Commission, What is Discrimination?

This is a measure of representation of lived experience, identity and culture, i.e., in relation to gender, race, accessibility, ethnicity, sexual orientation. It is not an adjective to describe an individual, rather it is a way to describe (and measure) a collective, group, team, community, population, etc.

See more:
University of Toronto, Equity, Diversity & Inclusion

Originally used in the 1990s to describe stresses associated with diversifying hiring practices, this term is more modernly referred to the feelings of stress, isolation, and frustration those tasked with conducting diversity, equity, and inclusion (EDI) work in their daily organizational tasks feel. Often these tasks and roles fall on equity-deserving groups, and fatigue comes from the lack of resources, budget, and time allotted to EDI work on top of their other daily tasks, in addition to carrying the burden of trauma that comes with lived experiences.

See more:
The Globe and Mail, Do you have ‘diversity fatigue’? People doing DEI work often face frustration, isolation
Employers Council, Diversity Fatigue: What It Is and Why It Matters

A group of people that experience more power and privilege in any particular culture or context. As a result this group holds power and influence over others and controls the values and rewards system. Also see minority/minorities.

See more:
VersaFi, The Equity Equation

Historically has been a term used to describe those ‘outside the dominant group.’ This term however is becoming outdated and replaced with other terms such as ‘equity-deserving’ as ‘minority’ holds negative connotations such as ‘less than’.

See more:
VersaFi, The Equity Equation

The practice of providing the same level of opportunity and support to all people, without consideration of individual and group differences. Often described in the context of ‘equal opportunities’.

See more:
VersaFi, The Equity Equation

“The practice of providing various levels of support and assistance depending on specific group or individual needs or abilities, in order to achieve greater fairness of treatments and outcomes. Equity honours and accommodates the specific needs of individuals/groups, recognize difference in circumstance, and is often a prerequisite to equality.” – VersaFi, The Equity Equation.

See more:
VersaFi, The Equity Equation

ED&I is a measurable form of practice and/or policy within organizational structures that reflects a commitment to equity, diversity, and inclusion. For example, the inclusion and format of parental leave policies, and the perception of workplace flexibility are aspects of ED&I that can be included in practice and/or policy, and measured.

See also EDID, EDI-DI, DIB, IDEA, JEDI

See more:
Crescendo, DEI, DIB, D&I, JEDI – Which diversity-related acronym should my company use?
On Canada Project
Child-Bright
UNESCO, Inclusion, Diversity, Equity & Accessibility (IDEA): Good Practices for Researchers

Equity, diversity, inclusion, and decolonization. Some companies use EDID to include and reflect their commitment to a deconstruction of the colonial imbalance of power.

Equity, diversity, inclusion, decolonization, and Indigenization. Some companies build on ‘decolonization’ to specifically identify Indigenous ways of knowing as primary aspects that influence their work and operations.

Diversity, inclusion, and belonging. Some believe the use of ‘belonging’ goes a step beyond ‘inclusion’ as it symbolizes a workspace where employees feel like they belong and are comfortable and safe to be their true selves.

Inclusion, diversity, equity, and access. Some use the acronym of IDEA to emphasize their practices and policies that are reflective of accessibility (in addition to inclusion, equity, and diversity). This encompasses not only flexibility and accommodation, but moving beyond accommodation of individuals towards ‘accessibility for all’ being a universal tenant in that all systems and modes of operation empower the greatest number of people to participate in the most effective ways possible

Justice, equity, diversity and inclusion. Some companies prefer to use JEDI, with justice symbolizing actionable programs and processes within their organization that work to dismantle systemic and oppressive barriers. For example, hiring protocols that remove barriers for equity-deserving groups.

Communities that experience significant collective barriers in participating in society which include barriers to equal access, and barriers to opportunities and resources due to disadvantage and discrimination in relation to various social intersections, such as race, ability, and socioeconomic status.

Equity-seeking groups: this term has also been used but is considered outdated as ‘to seek’ carries the connotation of ‘asking for something from someone else’, as opposed to being deserving of equity point blank.

Equity-denied groups: those who have experienced systemic discrimination and disadvantage due to barriers to equal opportunities and resources, and are actively seeking social justice and reparation..

See more:
University of British Columbia, Equity and inclusion glossary of terms

This term historically has had political connotations of certain groups’ (‘marginalized populations’) exclusion from political, social, and economic decision-making. It can also include when individuals are denied opportunity and experience discrimination in social, political, economic, and cultural settings due to an imbalance of power. While this language is commonly used, VersaFi recommends using equity-deserving groups (see definition) instead.

See more:
Anti-Racism, Shifting from Equity-Seeking to Equity-Deserving
National Collaborating Centre for Determinants of Health, Glossary of Essential Health Equity Terms

A biological identifier i.e., use when you are referring to sex-related factors and characteristics. In most cases, it is more appropriate to refer to women/woman as the term ‘female’ can be viewed as derogatory. Women/woman is a social (rather than biological) category that recognizes the socially constructed nature of gender. It is important to note biology and society do interact, and patriarchal society has created consequences for women in relation to female biology. For example, anti-abortion legislation, or societally constructed costs and expenses related to female biology such as periods or menopause.

The value and belief in political, social, and economic equality for all humans, regardless of gender. Also see feminist.

An individual, program, structure, or system that identifies and holds the values of feminism. Also see feminism.

Socially constructed norms, roles, relations and identities patterned according to notions of ‘femininity’ and ‘masculinity’ which influence how we interact with society. Gender is not innate or inborn but rather socially constructed. It is distinct from sex. It is enacted at the level of individual practice/agency and is also reflected in and reproduced through all of our structures/systems and institutions. It is premised on the notion of ‘difference’ between men, women and therefore necessarily implies power relations and dynamics. It is important to note we can challenge gender norms, roles, and relations, which pushes against the notion of gender being fixed/stable/binary.

At the same time, it should not be ignored that there are very real norms, roles, and relations in place (i.e., ‘women are sensitive’, and ‘men are strong’) that work to maintain these rigid stabilities, and there are gendered disparities that have real consequences in society (i.e., violence against women). Taking a gender-transformative approach pushes against these notions, while acknowledging and working to dismantle the oppressive gendered contexts that exist.

Within gender discourse, ‘binary’ traditionally refers to understanding gender within the constraints of masculine/feminine, or man/woman – i.e. as existing exclusively in this dual form of representation. Conceptualizing gender in terms of only woman/man ignores the fluidity and queering of gender identity.

Originally this term was used by the Human Rights Coalition in a survey with LGBTQIA+ youth “to classify youth who did not identify with traditional gender roles but were otherwise not confined to one gender narrative or experience”. Today it is used in reference to people who challenge and don’t adhere to the cultural expectations and stereotypes associated with gender roles, relations, norms, identities and expressions. Anyone may hold gender expansive beliefs, practices, and expressions, no matter their gender identity. For example, a cisgender woman, or a gender-diverse person may express or practice being gender expansive, and this could be through clothing, their identity, the type of employment they pursue, etc. Gender expansive is related to beliefs, practices, and expressions, as opposed to identity.

See more:
A Guide to Understanding Gender Expansiveness
What does “gender expansive” mean?

This term can be conflated with ‘gender equitable’ and is sometimes appropriate, depending on context. It can be seen as similar to ‘colour-blind’ in that it potentially ‘does not see/identify gender’. It has the potential to ignore the inequities that exist when it comes to ‘gender’, and therefore does less to dismantle them than an approach based in gender equity. See gender-transformative for more on identifying and dismantling gender-based inequities.

The act of not following the prevailing norms or customs when it comes to gender expression. This is often referred to primarily in relation to expression, as opposed to identity. For example, transgender, non-binary, or cisgender individuals can be gender non-conforming.

The fact that women are not paid equally to men. There are many reasons for this (systemic bias/discrimination, having to take on more care roles and pursue part-time or contract work, penalties in career advancement owing to the disproportionate responsibility for care, underrepresentation of women in high-paying positions and industries dominated by men). Women at the intersection of multiple (marginalized) identities experience higher pay gaps.

While there are several pieces of pay equity and human rights legislation in place that apply to various jurisdictions in Canada, legislation often does not apply in smaller companies, and is often only applicable on a complaint-basis (i.e., when used in litigation), as opposed to policies that apply day-to-day in the workplace.

See more:
Canadian Human Rights Commission, What is Pay Equity?
Government of Canada, Overview of the Pay Equity Act
Canadian Women’s Foundation, The Facts about the Gender Pay Gap

Policy, programming, and research can be viewed on a scale from gender unequal/gender exploitative (which does not address any gender inequities, and in fact oppresses based on gender), to gender transformative (which not only identifies gender-specific barriers, stigma, and stereotypes, it actively works to de-construct these barriers). Historically this has largely been used in public health settings and international development but the same principles apply to any setting.

See more:
Our Watch provides some examples in workplace, and violence prevention settings, and the infographic at the bottom of the link page demonstrates how gender neutral can be a harmful term.
Centre of Excellence for Women’s Health
Women’s Health Victoria
International Development Research Center

Refers to the systemic barriers and biases, sometimes hidden, that hold women back from being able to reach C-suite and board level positions in the workplace, hence hitting a ‘glass ceiling’ when trying to reach higher positions. This barrier is not explicitly stated or visible but is understood to exist due to factors like discrimination, implicit biases, lack of equal opportunities, and structural inequalities within the workplace. This term was originally coined by Marilyn Loden, human resources executive, in the late 1970s. The terms surrounding this topic have since evolved to include more intersectional and complex perspectives including glass cliff, glass escalator, glass walls and broken rung.

See more:
Investopedia, The glass ceiling: Definition, History, Effects, and Examples

Represents the act of appointing women or individuals from equity-deserving groups in C-suite or leadership positions when organizations are in, or are approaching crisis or turmoil (‘crisis appointments’). They are metaphorically positioned at the “edge of a cliff,” facing a difficult and precarious situation where success may be harder to achieve due to the existing problems within the organization or the industry. This subsequently sets women or individuals from equity-deserving groups up for failure, and to ‘take the fall’ when things go awry – hence experiencing the ‘glass cliff’. See also glass ceiling, glass escalator, glass walls, broken rung

See more:
WCM, Shattering the Glass Cliff: Exposing Crisis Appointments & Rewriting the Narrative for Women in Leadership

The structural advantage that men hold in women-dominated occupations that tend to enhance their careers. When men enter occupations that are primarily held by women, they tend to rise more quickly to upper levels of leadership – hence ‘escalator’. This phenomenon is often observed in professions such as nursing, teaching, or administrative roles, where men may find themselves on an “accelerated path” upward within these women-dominated professions.

The term is a counterpart to the “glass ceiling” and represents the invisible advantages or privileges that men encounter in certain professions. Despite the overall gender disparity within these fields, men are often seen to ascend to higher positions more rapidly, akin to riding an escalator, due to various factors like fewer gender stereotypes, less resistance to their leadership, or societal biases that favor men in leadership roles.
See also glass cliff, glass ceiling, glass walls, broken rung

See more:
Forbes, A new obstacle for professional women: The glass escalator

Represent the experience of women in reference to expanding skills, or freelance work, where they are seen as being less competent and less committed to one type of work, whereas men in similar situations are seen to be expanding their horizons and building out their repertoire of skill sets. Unlike the glass ceiling, which primarily focuses on hindrances in upward career advancement, glass walls represent lateral barriers that limit movement within an organization or specific roles. This represents a barrier related to agency and career growth for women, where they are discriminated against for expanding their horizons in different avenues, like walls surrounding them – hence ‘glass walls’. These barriers can manifest in various ways. For instance, women might find themselves disproportionately directed towards certain types of tasks or departments, creating segregated work environments. See also glass cliff, glass ceiling, broken rung

See more:
The Globe and Mail, The glass ceiling may be dinged, but study shows a new barrier for women – glass walls
The Globe and Mail, Six barriers women face in the workplace. Plus, how to approach your employer about working part-time

This term has been used in business to describe the fact that policies or clauses remain the same over time, for long-term customers for example, as opposed to having customers abide by new policy that emerges within the company. The term however has racist roots from the late nineteenth century in the Southern US as a voter suppression tactic, where legislation and constitutional amendments were put in place to keep former slaves from being able to vote. New payment, property ownership, and literacy requirements were put in place, and states would exempt citizens from these new requirements if their ancestors (grandfathers) had voting rights before the Civil War, purposefully allowing white low-income voters to continue to vote, but not Black low-income voters. It is with this knowledge the recommendation is to discontinue the use of this term and use other terms such as ‘legacy’ instead.

See more:
Medium, Words Matter: Why We Should Put an End to “Grandfathering”
NPR, The Racial History Of The ‘Grandfather Clause’

This is the inclination to create a general favorable impression of an individual grounded on a single positive attribute or characteristic. This optimistic impression can sway our assessment of other facets of their personality, often in the absence of substantial proof. To provide an example, when an employee delivers an effective presentation, their coworkers might ascribe additional positive traits like intelligence or competence to them, even if there is minimal data to validate these attributions. Also see Horns Effect.

See more:
McKinsey & Company, The halo effect, and other managerial delusions

The assumption, and ensuing actions/policies/programs/systems that center heterosexuality as “the norm”. This is harmful as it places anyone else as “outside the norm”, which is then reflected in prejudice social structures and systems. The same framework applies to cisnormative which places cisgender people as the “norm”, and as a result oppresses transgender people, placing them “outside the norm”.

See more:
Rainbow Health Ontario Glossary

Stands in stark contrast to the halo effect. It transpires when a lone negative attribute or trait of an individual impacts our comprehensive appraisal of them, triggering an amplified unfavorable judgment. To illustrate, if an employee commits a minor error, this may result in them being perceived as less competent overall, overshadowing their other favorable qualities.

See more:
What are Halo and Horn Effect?

An arrangement of working partially from home or alternative work site(s), and partially from a designated office space.

The default or normative expectation that workers have no other demands or responsibilities to attend to; that they can (and wish to) devote themselves entirely and single-mindedly to their jobs. Historically, the ideal worker has been a man with a woman partner at home who is able to work in an uninterrupted and tireless fashion owing to a traditionally gendered division of household labour. The ideal worker exists less now but continues to shape many aspects of working life.

Refers to the phenomenon of doubting one’s abilities to perform tasks in the workplace. Imposter syndrome manifests in feelings of inadequacy, self-doubt, and feeling fraudulent. Naming imposter syndrome as an ‘issue’ that an individual needs to ‘fix’ internally has come under scrutiny recently as it does not address the systemic bias and barriers that cause individuals to have these feelings of doubt. Instead, recommendations are made to shift the conversation to how systems can dismantle discrimination and bias in the workplace in order for equity-deserving groups to feel a sense of belonging and inclusion in the workplace.

See more:
Harvard Business Review, Stop Telling Women They Have Imposter Syndrome
Harvard Business Review, End Imposter Syndrome in Your Workplace

This is the creation of spaces, practices, and policies that consider and implement equity and diversity-driven factors. This reflects safe spaces, opportunities, and culture for a diverse workforce to thrive.

See more:
University of Toronto, Equity, Diversity & Inclusion

Organizational settings in which ED&I values are not only held, but practices, policies, and measurements are enacted to monitor and maintain these values.

See more:
McKinsey & Company, Inclusive workplaces focus on management practices that matter, not fluff

In Canada this term is primarily used to represent First, Nations, Métis, and Inuit Peoples (used when referencing collective representation). With colonization, Canada has had a history of white settlers defining terms for Indigenous communities that are harmful, and enacting regulations for them, instead of by them. For example, The Indian Act. Therefore it is important to note that while this is primarily used as a collective definition, there are many Indigenous communities within Canada and Turtle Island (known as North America, including communities who live, and have lived across borders). There is also a critique that ‘Indigenous’ is considered too generic, which returns to the importance of communities identifying themselves. This term is also used in global contexts, though some regions differ. In Australia ‘Aboriginal and Torres Strait Islander’ often refers to the original inhabitants of Australian land.

See more:
Government of Canada, Learning resources about First Nations, Inuit and Métis across Canada
including Assembly of First Nations, Métis National Council, and Inuit Tapiriit Kanatami.

Emerges when individuals exhibit a preference for members of their own social group in comparison to those from different groups. This partiality can result in preferential treatment, unjust appraisals, and exclusionary conduct. In-group bias can be especially noteworthy in diverse work environments, where individuals may instinctively gravitate toward and identify more closely with colleagues who possess analogous backgrounds or characteristics. Also see Out-group homogeneity.

See more:
The Decision Lab, Why do we treat our in-group better than we do our out-group?

Refers to a biological expression that varies from the biologically-defined traits of males and females (ie., a combination of both female and male traits).

Considers all factors that make up an identity of an individual or group (such as race, age, gender, sexuality, income), especially as these factors relate to power and social structure (i.e. individual preferences, like preferring Coke to Pepsi, wouldn’t be considered part of a person’s intersectional identity). Also see compounding disadvantage.

Evaluating problems through an ‘intersectional lens’ considers humans are not monolithic and recognizes that experiences of exclusion are a function of more than just single social categories (e.g. man, woman). This is important as we know individuals are discriminated against and face barriers based on their intersecting identities, and therefore it is important to understand what those intersections are, to begin to understand what solutions could be put in place.

Stands for ‘sex and gender-based analysis plus’/’gender-based analysis plus’ (dependent on the context). This is a critical analysis of research, practices, and policies, on the basis of their inclusion of sex, and/or gender, and intersecting identities (race, age, sexuality, etc.). It also evaluates the extent of this inclusion, and the structure of the research/practice/policy to understand how inclusive it is. Also see intersectionality, gender transformative practice/policy.

Also known as ‘invisible labour’ refers to unpaid work that is often unacknowledged. This includes tasks like laundry, cleaning, preparing meals, and other aspects, often associated with childcare, that disproportionately fall onto women compared to men. Historically, this type of work has been undermined and viewed as ‘personal issues’, and the lack of acknowledgement of this work has undermined the hindrances of women in the paid workforce, and the burnout toll that is experienced in both settings.

Engaging in dismantling oppressive structures to create equitable access to opportunities and resources.

See more:
Crescendo, DEI, DIB, D&I, JEDI – Which diversity-related acronym should my company use?

Refers to the systemic barriers and biases, sometimes hidden, that prevent 2SLGBTQIA+ individuals from being able to reach C-suite and board level positions in the workplace. While these barriers are not always explicitly stated or visible, they exist in forms such as discrimination, microaggressions, implicit biases, lack of equal opportunities, and structural inequalities within the workplace. Also see glass ceiling, glass cliff, glass escalator, glass walls, and broken rung..

See more: Gender and the Economy, Lavender Ceiling: LGBTQ+ Board Directors in Canada

In the workplace, a mentor is someone (generally more senior) who makes time to meet with and listen to a mentee (generally someone more junior), to understand their career goals and challenges, provides constructive advice and direction, all while placing responsibility in the mentee’s hands for steering their own career path. This is distinct from sponsorship.

See more:
KPMG, Mind the Gap

Manifestations of stereotypes, assumptions, biases and judgments on the basis of factors such as race, sexuality, age or gender in the form of often subtle or subvert actions or expressions. ‘Bystander attitudes’ are often discussed in relation to microaggressions as the behaviours are often so subtle that they may be difficult to identify by others, or are not called out or addressed, which is largely the issue.

See more:
CIBC Tip sheet: Microaggressions

This term, coined by Dr. Moya Bailey refers to the unique discrimination, and prejudice that Black women face. Misogynoir can be understood from an intersectional approach that identifies and considers how race and gender interact to create systems and experiences of oppression and discrimination for Black women. Misogynoir also involves the erasure or the unfair negative depiction of Black women. In the workplace, this can manifest as inequitable promotion structures, or experiences of racial gaslighting or tone policing, for example. Anti-racism education, practice, and policy works to combat misogynoir. Also see intersectionality, racial prejudice, tone policing. 

See more: 

Forbes, Misogynoir: The Unique Discrimination That Black Women Face

Canadian Women’s Foundation, Misogynoir and Healing Journeys With Monica Samuel

Dr. Moya Bailey website

See more:

VersaFi, Microagression Tip Sheet in Intersectionality in Action

This concept refers to the evidence that mothers are penalized in their wages once they have children, while fathers see wage increases after having children. This has also been shown to be true in relation to mothers being less likely to be hired or perceived as competent at work with the same qualifications as their father counterparts. Research shows this disparity is exemplified by the stratification of earnings, with high-income fathers receiving the biggest pay increase once they have children and low-income women paying the biggest price in earnings loss. These realities are built on traditional gender-role perceptions of women being less committed their work compared to men due to family obligations

See more:
The New York Times, The Motherhood Penalty vs. the Fatherhood Bonus

While assumptions and stereotypes about white people do exist, this is considered racial prejudice, not racism. Racism refers to a systemic relationship to power, of which white people have always been the beneficiaries, or the dominant group. Therefore ‘reverse racism’ or, ‘racism towards white people’ is a myth.

See more:
The Alberta Civil Liberties Research Centre (ACLRC), The Myth of Reverse Racism

Refers to a set of discriminatory or derogatory attitudes based on assumptions derived from perceptions about race and/or skin colour. Racial prejudice can be directed towards people of any race, however, see myth of reverse racism. See also colourism.

See more:
The Alberta Civil Liberties Research Centre (ACLRC), The Myth of Reverse Racism

Refers to gender identities and expressions that do not identify as binary (traditionally understood as feminine or masculine identities). It is important to note a critique of this term is that it can be seen as a heteronormative and harmful term because it still forces people to identify themselves within the confines of a conventional binary gender system instead of on their own terms.

This can be seen and felt as othering. Gender diverse can be used as an alternative to non-binary that recognizes the diversity in identity and expression. Some terms used under the umbrella of non-binary/gender diverse include gender-fluid (not identifying with one gender exclusively), bigender (identifying with two genders), agender (identifying as gender neutral), gender queer, and Two-Spirit, which should be used in place of non-binary in the appropriate context.

See more:
MasterClass, Gender-fluid vs. Nonbinary: What the Terms Mean

This term is used to reference when an individual or group of people are presented in research, policy, or practice in a way that alienates them from the ‘dominant group.’ For example, having workplace social events that happen only after working hours is ‘othering’ to those in caretaker roles. In research, using ‘white people’ as the baseline that all groups are compared to is ‘othering’ to non-white people, as it identifies white people as the status quo.

Represents the inclination to view individuals from an unfamiliar or out-group as more alike than they truly are, and in contrast to view an in-group as more diverse. This bias often arises from having limited exposure to diversity and can give rise to stereotyping and overgeneralizations. For instance, an individual might assume that all employees from a different department share similar thoughts and behaviors because of their limited interactions, while believing their own department holds diverse thoughts, perspectives, and experiences.

See more:
IB Psychology, Stereotypes, Social Identity Theory and the Out-group Homogeneity Effect

Represents policy in place for individuals to take time away from work to care for a child in their first years of life. Offering ‘parental’ leave as opposed to gender-specific ‘maternity’ or ‘paternity’ leave potentially reduces stigma and barriers for anyone to take leave (regardless of their gender, and/or if they are a birth parent, or non-birth parent).

However, research also shows that gender-specific leaves have significantly higher take-up by the parent in question. As a result, many jurisdictions (including Quebec) have adopted ‘use-it-or-lose-it’ father-only paternity leaves. The most inclusive and generous policy frameworks offer parental leave, in addition to targeted mother/father-specific leaves.

Parental leave is codified in provincial law (in terms of the length of time working parents are entitled to job protection), but the actual payments during leave are made through federal employment insurance. Individual employers may choose to offer additional payment top-ups, but these are at the discretion of the employer. Note: the parental leave scheme is different in Quebec and falls under distinct Quebec legislation (as opposed to federal employment insurance legislation). It is called QPIP (Quebec Parental Insurance Plan).

Maternity leave: parental leave that is specific to mothers.
Paternity leave: parental leave that is specific to fathers.

See more:
VersaFi, The Parent Potential

Represents a strategy for addressing the gender pay gap – specifically by addressing gender-based pay differentials within specific workplaces.

It centers on ‘equal pay for work of equal value’. Pay equity addresses one component of the pay gap – i.e. the devaluation of certain kinds of skills and work – rather than other contributors like the gender segregation of the labour force. Most Canadian jurisdictions have some kind of pay equity legislation.

This is another strategy for addressing the pay gap. Publicly disclosing salaries in job postings is one-way employers can be transparent about how they are paying their employees and potentially builds in some accountability around any pay discrepancies that may exist for similar roles. Without seeing this information, it is impossible to identify where discrepancies may lie).

Refers to actions, words and policies that companies put in place that claim to do equity work, but do not actually result in any measurable improvements or impact for equity-deserving groups. Instead, performative equity often just further cements systemic issues and maintains the status quo.

See more:
Government of Canada, Best practices in equity, diversity and inclusion in research practice and design
Feminist Research Institute, Performative vs. Authentic Equity Work

This is reflective of performative equity, except from the perspective of individual allyship as opposed to systemic equity. Performative allyship represents a position of claimed solidarity (typically from someone from a position of privilege/influence and who is from a non-marginalized group) that is built on convenience and publicly talking about change/positive impact for equity-deserving groups but does not represent actual change or action. These actions are a matter of optics/marketing, and utilized only as a way to give the appearance of being a good ally.

See more:
Towards an understanding of performative allyship: Definition, antecedents and consequences
University of Kent, Effective Allyship
Black Squares for Black Lives? Performative Allyship as Credibility Maintenance for Social Media Influencers on Instagram

Person-first language centers the individual, as opposed to using identity labels to describe the person, i.e., ‘person with disabilities’ as opposed to ‘disabled person’.

Those who have long-term physical or sensory barriers, and/or neurodivergence, “which in interaction with various societal barriers may hinder their full and effective participation in society on an equal basis with others.” – UN Convention on the Rights of Persons with Disabilities.

See more:
United Nations, Convention on the Rights of Persons with Disabilities

A negative preconception, notion, or feeling towards another person or group of persons based on perceived characteristics, judgements, or stereotypes. Some examples include racial prejudice, colourism, ableism, which is prejudice, and ensuing discrimination against people with a disability, or ageism, which is prejudice, and ensuing discrimination based on someone’s age.

See more:
Rainbow Health Ontario Glossary

Refers to the pressure people feel to always show presence at work. Sometimes this can be in relation to showing up to work (either in-person or remotely/virtually) even if they are sick, but it can also refer to the pressures pushing against flexibility. For example, responding to emails, messages, or calls immediately, and avoiding any ‘away’ statuses if they feel pressure to be available every minute of their working day, negating any breaks or anything else that might take them away from their desk momentarily. It is common knowledge that presenteeism does not result in more productive or healthy working habits, and rather can lead to burnout.

See more:
Forbes, How To Break The Chains Of Presenteeism

Reflects innate advantages related to treatment, experiences, and opportunities on the basis of individual or group socioeconomic factors that result in systemic inequities. As a result, privilege is interconnected with power in society. Individuals or groups can experience privilege on the basis of many intersecting socioeconomic factors such as race (white privilege), economic status (being wealthy), or accessibility (being able-bodied), for example. The intersection of socioeconomic factors also increases or decreases the level of privilege (and power) someone has in society. For example, when looking at gender alone, men experience more privilege than women in society. However, when looking at gender and race, while white men experience more privilege than white women in society, white women experience more privilege than women of colour in society. This is all due to systems & structures of misogyny, racism, homophobia, and other systems & structures of inequities in society.

To put it plainly, privilege means that some individuals and groups don’t experience certain discrimination because of something that they cannot control. (Ie. We cannot change the color of our skin, ability, sexuality and in some cases gender and socioeconomic status.) Using white women as an example, the common misconception is that privilege means one experiences ‘special’ treatment. This is not what privilege means. Privilege means a white woman doesn’t experience the same inequities that a black woman does. Both might experience sexism and misogyny, but racism will only affect the latter woman. Privilege does not mean one has had no struggles, it is about the inequities that one has not had to struggle with.

Used as an identifier (usually gender-based) in relation to how someone wants to be addressed beyond the use of their name. For example, she/they, she/her, he/him, etc. The use of pronouns is seen as an inclusive practice, as sharing one’s pronouns normalizes the practice, instead of singling out those who identify as non-binary to be the only ones who self-identify (see othering).

See more:
Pronouns Matter

An unconscious tendency to favour people we are physically closer to. This is an implication in flexible work environments, where people who work in-office are more likely to receive preferential treatment from managers when it comes to things like performance reviews, and promotion opportunities, for example, just because they spend more time in-person together. Creating opportunities such as opt-out promotions allows all members to be considered for a promotion equally, regardless of whether they are in-office, working remotely, or are on leave.

See more:
Future Forum, What is Proxmity Bias?

“When an individual feels included, safe to learn, safe to contribute, and safe to challenge the status quo, without fear of being embarrassed, marginalized or punished. At the team level, psychological safety facilitates learning by relieving excessive concerns about others’ reactions to actions that could embarrass or threaten others, as well as encouraging experimentation, well-intentioned interpersonal risk, and reflective communication” – VersaFi, Cultivating Psychological Safety to Unlock Diversity and Performance

See more:
VersaFi, Cultivating Psychological Safety to Unlock Diversity and Performance

Refers to sexual (queer) and gender identities (gender-queer) within the umbrella of identities that do not include cisgender or straight. This includes those that do not identify ‘within the binary’ of feminine (woman) or masculine (man). This term may also be used by those who do not wish to identify more specifically in relation to their sexuality (i.e., lesbian), or gender-identity (i.e., bigender). This term has been reclaimed from its use as a negative pejorative, though some still dislike the term and as with all should be used when it is part of self-identification (2SLGBTQIA+ is typically used to identify a collective and inclusive group of identities).

See more:
PFlag, LGBTQ+ Glossary

This perspective focuses on how race interacts in social contexts, and how it is used to contribute to the uneven distribution of power and resources. Deadric T Williams talks about how this approach conceptualizes race as ‘what it does’ in society, and therefore theorizes racism, instead of race (‘what it is’; a demographic population). Shifting the focus from racial differences (an approach rooted in eugenics) to racial stratification positions race as a socially constructed category (rather than simply a biological identifier) that results in measurable inequalities and effects.

See more:
Family Structure, Risks, and Racial Stratification in Poverty

An arrangement of working from home or at alternative work site(s) as opposed to a designated organizational office. Remote work falls under the broad umbrella of ‘flexible work arrangements’ and has been identified by employees as extremely important for well-being, psychological safety, the ability to balance work and non-work demands, etc.

The generation of people with elderly parents, who are taking care of their aging parents or relatives, themselves, and their own children (‘sandwiched’ between care requirements and pulled in many directions).

See more:
Pew Research Center, The Sandwhich Generation
Forbes, The ‘Sandwich Generation’ Is Financially Taking Care Of Their Parents, Kids And Themselves
BBC, Why the ‘sandwich generation’ is so stressed out

The belief that there is only one way to achieve a specific goal and that “if I can do it, so can she”. In the workplace for example, a senior, white, executive man may be biased to believe that for someone to achieve the level of career success they have, someone just needs to ‘do what they did’, which ignores all of the other factors and systemic biases that influence success and opportunity.

See more:
Forbes, When Leaders Are Liars: How Survivor Bias Impairs Perspective

Biological factors and characteristics (i.e., genetics, anatomy, hormones, physiology). Sex is often conflated with gender. Male/female terms should be used when referring to sex (i.e., instead of man, woman, which are used when referencing gender). It is important to note, sex-related factors carry gender-related implications in society. Also see female.

Is related to sexual attraction, feelings, thoughts, and behaviours, as opposed to personal gender identity (sexuality/sexual identity does not identify someone’s gender).

An identity an individual defines themselves as in relation to their sexuality (i.e. lesbian, bi-sexual).

While identity is becoming more commonplace, sexual orientation is also used as a term to define sexual identity. Terms sometimes used under this umbrella are for the most part considered out of date, such as using heterosexual vs. homosexual, and are not as inclusive as those defined in the 2SLGBTQIA+ acronym.

Materializes when individuals perceive a potential danger of validating unfavorable stereotypes associated with their social group, resulting in feelings of apprehension and ultimately bringing about a self-fulfilling prediction. This phenomenon can erode the performance of individuals, especially in scenarios where prevailing stereotypes regarding their group’s capabilities are prominent. To illustrate, women might encounter stereotype threat in settings dominated by men, causing a decline in self-assurance and performance due to apprehensions about reinforcing gender-based stereotypes.

See more:
University of British Columbia, Stereotype Threat

Similar to a mentor, but more ‘outward-facing’. A sponsor devotes time to get to know their protege’s/beneficiary’s strengths and ambitions, but they are also actively thinking about and keeping an eye open for suitable opportunities for the protege/beneficiary, and championing them as a candidate for those roles. A sponsor may offer advice on career next steps, provide introductions or invite the protege/beneficiary to events that provide them with visibility. They will introduce their protege/beneficiary to key members of their networks. A good sponsor provides constructive feedback, discusses ways the protege/beneficiary could broaden their skills, helps refine their leadership style, and shares opportunities they could take on.

See more:
KPMG, Mind the Gap

Processes at a systems/institutional/organizational level that result in inequitable outcomes for people from marginalized and non-dominant groups. These inequitable policies and practices are built into the systems themselves and as such, can be difficult to identify and eradicate. The ideal worker norm is one example.

The embeddedness of white supremacy into processes at a systems/institutional/organizational level that result in the discrimination of BIPOC individuals and the advantage of white people. Inequitable policies and practices are/were built into the systems themselves.

A land acknowledgement is a statement that pays respect to the Indigenous Peoples as the traditional stewards of the land where we live, learn, and work. It is seen by some to be an act in decolonizing practice, protecting against the erasure of Indigenous culture. Generally speaking, land acknowledgements are used at the beginning of a speech, presentation, working group meeting, etc. Land acknowledgements are different depending on which lands you are speaking from. Many Indigenous organizations and municipalities have developed guides on land acknowledgments.

It is important to note that land acknowledgements are not in themselves de-colonizing and many have expressed concern with an over-reliance on them, especially in the absence of actual action. The Truth and Reconciliation Commission of Canada outlines 94 Calls to Action towards Truth & Reconciliation.

See more:
Truth and Reconciliation Commission of Canada: Calls to Action
City of Toronto land acknowledgement guidance
City of Vancouver land acknowledgement guidance

“Instead of listening to someone’s important point of view, this act focuses on their emotion. It’s used to pull the conversation away from what a person is saying and instead focuses on the person’s delivery, ultimately devaluing [and discrediting] their comments.” Anger, for instance, can be seen as a reflection of a person’s personality rather than the actual workplace issue they’re describing. Tone policing can be used against equity-deserving groups. This relates to stereotypes like the ‘over-emotional woman’ and ‘angry black woman’.

See more:
Harvard Business Review, The “Angry Black Woman” Stereotype at Work
The Micropedia, Tone Policing

A gender identity or gender expression that is different from biological sex at birth (i.e., a biologically-born female who identifies as a transgender man). Those who identify as transgender have historically faced discriminatory practices on the basis of their identity alone.

See more:
VersaFi strongly condemns the increased persecution of trans, non-binary, and 2SLGBTQIA+ individuals

Trauma-informed, and violence-informed approaches have traditionally been used in public health and healthcare settings as approaches that consider an individual with life history and the likelihood every individual has experienced some form of trauma, as opposed to a neutral being who has had no traumatic past experience. Workplace practices and policy can learn from trauma and violence-informed approaches when considering equitable and inclusive workspaces. The five guiding principles of trauma-informed practice are 1) safety 2) choice 3) collaboration 4) trustworthiness and 5) empowerment. The Public Health Agency of Canada (PHAC) has an overview of these concepts and how they can be implemented.

See more:
Government of Canada, Trauma and violence-informed approaches to policy and practice
Community Mental Health Action Plan, Trauma-Informed Care

This term is used within some Indigenous communities as an identity that encompasses cultural, spiritual, sexual, and gender identity, often referred to as individuals with both or a blend of masculine and feminine spirits. Before Western models of sexual and gender identity came to be, Indigenous cultures identified sexual and gender diversity within their culture through Two-Spirit. Historically those who identify as Two-Spirit in Indigenous culture have held specific roles within a community that are critical to community unity and function.
It is important to note not all Indigenous people who identify as sexually and/or gender-fluid consider themselves Two-Spirit.

See more:
Trans Care BC, Two-Spirit
Simon Fraser University, Improving the health of Two-Spirit people through collaboration
National Collaborating Centre for Aboriginal Health, An introduction to the health of Two-Spirit people

A belief or attitude that operates beyond awareness based on race, gender or other aspects of one’s background or identity, that are implicit (e.g. making assumptions about the workload women with children ‘want to take on’).

See more:
KPMG, Mind the Gap
Egale, Unconscious Bias in the Canadian Workplace

Derived from white supremacy, refers to seeing and believing whiteness and heteronormativity to be the ‘norm’, and for any representation outside of that perview to be ‘outside the norm’. In the workplace for example, this results in whiteness being the default or the standard for appearance, behaviour, interaction, and culture, and that all those of a different race, culture, etc. are forced to adapt, operate in, and navigate an arena of ‘white defaults’ in order to succeed, advance, or simply be respected.

See more:
Catalyst, How Racism Shows Up at Work and the Antiracist Actions Your Organization Can Take

The belief that white people are inherently superior to people of other races. White supremacy has had systemic effects throughout all aspects of society, where those who are not white have faced experiences of oppression and exclusion, and those who are white have experienced inequitable power and advancement, for example in the workplace.

A gender identity personal to one’s self i.e., use when you are referring to gender-related factors and characteristics, as opposed to biological-related factors and characteristics.

Includes those who identify themselves as women, even if they were not biologically born female. It is worth noting there have been some critical discourse recently regarding this term as it relates to inclusivity, as there is an argument that it can be ‘othering’. Context is again important to consider, and a reminder that those who are being discussed should be the ones determining how they are identified.

See more:
Founders Fund, From “Women Identifying” to “Women”

Offering choice and collaboration in when, where, and how employees work.

See more:
VersaFi, The Future of Work in Finance