Equity & Inclusion Glossary of Terms - UBC Equity & Inclusion Office (2023)

2SLGBTQIA+

Two Spirit, Lesbian, Gay, Bisexual, Trans, Queer (or Questioning), Intersex, Asexual. The placement of Two Spirit (2S) first is to recognize that Indigenous people are the first peoples of this land and their understanding of gender and sexuality precedes colonization. The ‘+’ is for all the new and growing ways we become aware of sexual orientations and gender diversity.

Aboriginal

Aboriginal is a general term that collectively refers to First Nations, Métis and Inuit people in Canada, and is found in the Canadian constitution.1

Accessibility / Accessible

Accessibility refers to the design of products, devices, services, or environments for people with disabilities.2

  • Context & Usage
    In the university context, accessibility – or lack thereof – may impact the capacity for individuals and groups to achieveequitable results. Please also seeUniversal Design.

BIPOC

Black, Indigenous, and People of Colour (see also “IBPOC”, below).

  • Context & Usage
    While usage of the term ‘People of Colour’ dates back to the late 18th century, its contemporary usage is rooted in the 1970s when it emerged as an alternative to the then common, and highly contested, terminology of “non-white” to describe all racialized people. In response to critiques that ‘People of Colour’ (abbreviated as ‘POC’) erases or conflates the particular histories of Black and Indigenous peoples under colonialism, the additional letters are placed before ‘POC’ by those who aim to recognize those distinctions.3

Colonialism /Colonization

Colonialism is an intentional process by which a political power from one territory exerts control over a different territory. It involves unequal power relations4, and includes policies and/or practices of acquiring full or partial political control over other people or territory, occupying the territory with settlers, and exploiting it economically.

Colonization is the invasion, dispossession, and subjugation of one people to another. The long-term result of such dispossession is institutionalized inequality. The colonizer/colonized relationship is by nature an unequal one that benefits the colonizer at the expense of the colonized.5

  • Context & Usage
    Canada experienced settler colonialism as Europeans aggressively took lands from Indigenous peoples.6 The effects and mechanisms of colonialism continue to impact power structures today.

Conflict Engagement

Conflict engagement is a broad umbrella term that includes conflict resolution, conflict management, conflict intervention, conflict investigation, conflict exploration, and conflict transformation – recognizing that there is a time and place for each.

Conflict Fluency

A set of basic knowledge and skills that allow individuals to identify, work through, and de-escalate conflict as it naturally emerges in the context of their life and work.

(Video) The Difference between Diversity, Inclusion and Equity

This skill set includes (but is not limited to):

  • Awareness and conscious expression of emotions,
  • Active inquiry and ability to listen to understand,
  • Articulation and advocacy for one’s own views,
  • Perspective taking,
  • Effectively exchanging feedback,
  • Awareness of rank and power,
  • Offering and receiving apologies.
  • Context & Usage
    In the context of diversity, equity, and inclusion, conflict fluency inevitably relies on some measure of diversity competency.

Conflict Literacy

The capacity to engage with conflict productively and creatively, and to help others do the same. Conflict Fluency builds on Conflict Literacy and is an increasingly relevant leadership capacity.

This skill set includes (but is not limited to):

  • Solid understanding of policy landscape, including formal and informal processes,
  • Acting as a third-party to support others who are in conflict,
  • Providing conflict coaching to others, and making referrals as needed,
  • Guiding strategic decision-making about the appropriate approach to conflict engagement,
  • Advanced capacity for attending to one’s own feelings and the feelings of others,
  • Prevention of conflict escalation through strong team leadership practices,
  • Identifying and addressing systemic issues that reproduce persistent and historic conflicts.
  • Context & Usage
    In the context of diversity, equity, and inclusion, conflict literacy inevitably relies on some measure of diversity competencies.

Cultural Humility

Cultural humility is a process of self-reflection to understand personal and systemic biases and to develop and maintain respectful processes and relationships based on mutual trust.7 It is a basic knowledge of the diversity, worldviews, spiritual, and cultural values of different peoples, and the historical and contemporary issues that influence them.8

  • Context & Usage
    Cultural Humility counters the concept of cultural or diversity “competency,” which may suggest the mastery of knowledge or skills. Cultural Humility implies that we can never know everything about others.

Cultural Identity / Background

Cultural Identity or Background is the identity or feeling of belonging to a cultural group. It is part of a person’s self-conception and self-perception. It relates to any kind of social group that has its own distinct culture and can be defined in groups or individuals, by themselves or others, for example, nationality, ethnicity, religion, social class, generation, locality, etc.

Cultural Safety

Cultural Safety is a concept that originated and is primarily used in the healthcare domain. The concept emphasizes the power imbalance inherent in the patient-practitioner relationship.

A culturally safe environment is spiritually, socially and emotionally safe, as well as physically safe for people; where there is no assault, challenge, or denial of their identity, of who they are, and what they need.9

  • Context & Usage
    The term was developed by Maori nurse Irihapeti Ramsden in the context of nursing care provided to Indigenous peoples in New Zealand. The term has since been extended and applied to Indigenous peoples in other countries where service inequalities persist. This concept shifts power and authority to the Indigenous patient receiving care, who is given the ultimate say in whether care provided was culturally safe or not. It centres upon sharing: shared respect, shared meaning, and shared knowledge and experience, of learning together with dignity and attention.10, 11

Culture

Culture is a social system of meaning and custom that is developed by a group of people. It is distinguished by a set of spoken and unspoken rules that shape values, beliefs, habits, patterns of thinking, behaviours, customs, and styles of communication.12 It is an integrated pattern of human knowledge, belief, and behaviour that depends upon the capacity for learning and transmitting knowledge to succeeding generations.13 It is dynamic and changes with time.14

(Video) Beyond the Binary at UBC

Disability / Persons with disabilities

Drawing on UBC’s Policy LR7: Accommodation for Students with Disabilities a person with disability is someone who:

  • Has a significant and persistent mobility, sensory, learning, or other physical or mental health impairment, which may be permanent or temporary;
  • Experiences functional restrictions or limitations of their ability to perform the range of life’s activities; and/or
  • May experience attitudinal and/or environmental barriers that hamper their full and self-directed participation in life.15
  • Context & Usage
    The above definition recognizes that barriers to inclusion are often related to a society’s norms, attitudes, and beliefs, rather than the capacity of the person.

Diverse Groups / Diverse Students / Diverse Populations

The entire collective that represents the full array of characteristics present within a group of people.

  • Context & Usage
    Interpretation varies widely among these terms, and they are commonly used incorrectly. When using the word diverse, it should only be applied to an entire collective (e.g., the entire student body is diverse), and not for a subset of a collective, nor as a euphemism for historically, persistently, or systemically marginalized people (e.g. “diverse students were less likely to feel sense of belonging” is unsuitable). The latter usage assumes that the other part of the collective is “not diverse”, which is rarely accurate and can imply that certain identities or aspects of diversity are fundamentally different from the rest of the group.16

Diversity

Differences in the lived experiences and perspectives of people that may include race, ethnicity, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical disability, mental disability, sex, gender identity or expression, sexual orientation, age, class, and/or socio-economic situations.17, 18, 19

  • Context & Usage
    Diversity is a concept meant to convey the existence of difference. Each person’s unique combination of differences contributes to their experiences in ways that can be both positive and negative. Diversity is not a spectrum or a measure. One person cannot be more diverse than another. Diversity is created when people who are different from one another come together, and includes everyone in the room.

EDI

An abbreviation for equity, diversity and inclusion.

EDI Skills and Competencies

The attributes, knowledge, skills, abilities, attitudes, values, and/or principles that demonstrate an understanding of equity, a commitment to diversity, and an ability to create inclusive environments. There is no one set of EDI skills and competencies used across contexts.

  • Common aspects of EDI skills and competencies20 are demonstrated / observed at an:
  • Individual level (e.g. individual awareness and / or education)
  • Interpersonal level (understanding, valuing and working with others in groups)
  • Organizational / institutional level (understanding inequity and demonstrating skills that foster equitable and inclusive policies and practices)
  • Societal level (contributing to systems change and social justice)

Engaging across differences

Engaging across difference refers specifically to interactions between people or groups, i.e. working and/or interacting with people who are different from you in ways characterized by reciprocity, mutual understanding, and respect.21

  • Context & Usage
    When one engages across differences in a way that enriches learning, we are referring to the collaboration of those who are different from one another, which deepens learning by broadening perspectives.

Equity / Equitable

Equity refers to achieving parity in policy, process and outcomes for historically and/or currently underrepresented and/or marginalized people and groups while accounting for diversity. It considers power, access, opportunities, treatment, impacts and outcomes, in three main areas:

  • Representational equity: the proportional participation at all levels of an institution;
  • Resource equity: the distribution of resources in order to close equity gaps; and
  • Equity-mindedness: the demonstration of an awareness of, and willingness to, address equity issues.22
  • Context & Usage
    In the university context, equity requires the creation of opportunities for historically, persistently, or systemically marginalized populations of students, staff, and faculty to have equal access to education, programs, and growth opportunities that are capable of closing achievement gaps.23, 24 This requires recognizing that not everyone is starting from the same place or history, and that deliberate measures to remove barriers to opportunities may be needed to ensure fair processes and outcomes.

Equity Seeking

Equity-seeking groups are communities that experience significant collective barriers in participating in society. This could include attitudinal, historic, social and environmental barriers based on age, ethnicity, disability, economic status, gender, nationality, race, sexual orientation and transgender status, etc. Equity-seeking groups are those that identify barriers to equal access, opportunities and resources due to disadvantage and discrimination and actively seek social justice and reparation.25

(Video) The Equity & Inclusion Scholars Program Panel: Interventions Toward Inclusive Teaching

Historically, persistently, or systemically marginalized

This language was intentionally and carefully chosen during the development of UBC’s Inclusion Action Plan to recognize that:

  • UBC and other institutions throughout Canada were created at a time when societal norms privileged and included some groups and disadvantaged and excluded others. In Canada, these disadvantaged groups have been defined as Indigenous people, women, people with disabilities, racialized people, and 2SLGBTQIA+ people.
  • This history entrains a legacy of day-to-day barriers that contributed to past, and perpetuate current, inequities which compound over time;
  • Our systems, in the form of policies, practices, culture, behaviours, and beliefs continue to maintain these barriers in the ways that they continue to create the institution. It is often not an individual intentional, but rather a systematic, effort to discriminate. It is an unconscious, unrecognized practice of doing things as they have always been done (and recreating the historical exclusions).

IBPOC

Indigenous, Black, and People of Colour (see also “BIPOC”, above).

  • Context & Usage
    In Canada, IBPOC 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.26

Inclusion

Inclusion is an active, intentional, and continuous process to address inequities in power and privilege, and build a respectful and diverse community that ensures welcoming spaces and opportunities to flourish for all.27, 28, 29

  • Context & Usage
    It is important to note that inclusion and Indigenization/Decolonization are two seemingly related concepts with distinct histories, contexts, and frames of reference. It cannot be assumed inclusion is a substitute for Indigenization/Decolonization.

Inclusive Excellence

Inclusive Excellence (IE) is a systems-wide approach to equity, diversity and inclusion. IE states that true excellence in an institution is unattainable without inclusion – and in fact, diversity and inclusion are fundamental to excellence. It moves away from historical approaches to diversity that focused on numbers and representation. Instead, IE helps us think about the institution as a vibrant community that can create excellence by embedding diversity throughout the institution.

  • Context & Usage
    The Inclusive Excellence (IE) model is grounded in work from the American Association of Colleges & Universities (AAC&U).30 Universities Canada adopted Inclusive Excellence principles in 2017. IE appears as a key strategy in Shaping UBC’s Next Century: 2018-2028 Strategic Plan

Indigenous

The term ‘Indigenous’ encompasses First Nations, Métis and Inuit people, either collectively or separately, and is a preferred term in international usage, e.g., the ‘U.N. Declaration on the Rights of Indigenous Peoples.’ In its derivation from international movements, it is associated more with activism than government policy and so has emerged, for many, as the preferred term.31

Intersectionality

The interconnected nature of social categorizations such as race, class, disability, sexual orientation, and gender identity as they apply to a given individual or group. Intersectional identities create overlapping and interdependent systems of discrimination or disadvantage.32

  • Context & Usage
    The term was coined by lawyer, civil rights advocate, and critical race theory scholar Kimberlé Crenshaw to describe the “various ways in which race and gender intersect in shaping structural and political aspects of violence against women of color”.33

Marginalization/Marginalized

A social process by which individuals or groups are (intentionally or unintentionally) distanced from access to power and resources and constructed as insignificant, peripheral, or less valuable/privileged to a community or “mainstream” society.

(Video) It’s okay to Say Gay in the Workplace - May 17, 2022

  • Context & Usage
    This term describes a social process, so as not to imply a lack of agency. Marginalized groups or people are those excluded from mainstream social, economic, cultural, or political life. Examples of marginalized groups include, but are by no means limited to, groups excluded due to race, religion, political or cultural group, age, gender, or financial status. To what extent such populations are marginalized, however, is context specific and reliant on the cultural organization of the social site in question.34

Systemic Bias/Institutional Bias

Systemic bias or institutional bias occurs when systems or processes within an institution, organization or unit are designed to disparately impact, and result in differential outcomes for, marginalized groups. Systemic bias creates and sustains institutional barriers to equity and social justice.

Systemic Racism/Institutional Racism

Systemic racism or institutional racism refers to the ways that whiteness and white superiority become embedded in the policies and processes of an institution, resulting in a system that advantages white people and disadvantages People of Colour.

Unconscious bias / Implicit Bias

Unconscious (or implicit, hidden) biases are mental processes that operate outside of our consciousness, intentional awareness, or control.35 Unconscious biases include:

  • Affinity bias: The tendency to show favour and/or feel more kinship towards people who are more like us. It may be based on some aspect of identity that we share with that person, or it could be similar interests and backgrounds.
  • Attribution bias: How people explain the behaviour or outcomes for themselves or others.36 For example, attributing a person’s success to their natural abilities, versus seeing that success as the result of luck or favoritism.
  • Confirmation bias: The tendency to more easily accept, search for, interpret, or favour information that aligns or agrees with one’s existing beliefs and opinions.
  • Performance bias: An assessment of people’s competence based on some aspect of their appearance or identity.

Underrepresented

Individuals or groups with insufficient or inadequate representation in various aspects of university life, often determined when compared to their proportional composition in Canadian society, but in the university setting, other considerations may also override strictly proportional representation.

Universal Design

Universal Design is the design and composition of an environment so that it can be accessed, understood, and used to the greatest extent possible by all people, regardless of their age, size, ability, or disability. An environment (or any building, product, or service in that environment) should be designed to meet the needs of all people who wish to use it.37 Universal design constitutes the equitable access to spaces, objects, environments, and services.

Citations

(Video) Equity, diversity and inclusion at UBC Science
  1. Adapted from Indigenous Peoples: Language Guidelines
  2. Adapted from VCU Inclusive Excellence
  3. Garcia, S.E. (2020). Where did BIPOC come from? The New York Times
  4. Adapted from the Feminist Northern Network
  5. Adapted from LaRocque, E. (n.d.). Colonization and racism. Retrieved from the National Film Board of Canada
  6. Adapted from the Feminist Northern Network
  7. Consulted the First Nations Health Authority
  8. Hook, J.N. (2013). Cultural Humility: Measuring openness to culturally diverse clients. Journal of Counseling Psychology
  9. Cultural Connections for Learning
  10. JOGC, June 2013, Chapter 8, page S39 and National Aboriginal Health Organization Fact Sheet in April 2009
  11. Consulted the First Nations Health Authority
  12. Adapted from Culturally Connected
  13. Adapted from Merriam-Webster’s Dictionary
  14. Adapted from University of Colorado Boulder
  15. Adapted from Office of the University Counsel
  16. Adapted from SAGE Reference Encyclopedia of Diversity in Education
  17. Adapted from The New England Resource Center for Higher Education
  18. Adapted from Office of the University Counsel
  19. Adapted from Association of American Colleges & Universities
  20. Adapted from Toronto Region Immigrant Employment Council (TRIEC). Inclusive Workplace Competencies.
  21. Adapted from Engaging with Diversity: How Positive and Negative Diversity Interactions Influence Students’ Cognitive Outcomes
  22. Adapted from New England Resource Center for Higher Education
  23. Adapted from Association of American Colleges and Universities, University of Southern California Center for Urban Education.
  24. Adapted from Merriam-Webster’s Dictionary
  25. Canada Council for the Arts Glossary
  26. IBPOC Artistic Practices, Primary Colours
  27. Adapted from Association of American Colleges & Universities
  28. Adapted from Association of American Colleges and Universities, University of Southern California Center for Urban Education.
  29. Adapted from Merriam-Webster’s Dictionary
  30. Damon A. Williams, Joseph B. Berger, and Shederick A. McClendon, Toward a Model of Inclusive Excellence and Change in Postsecondary Institutions.
  31. Adapted from Indigenous Peoples: Language Guidelines
  32. Adapted from Oxford Dictionaries Online, Retrieved February 9, 2017.
  33. Crenshaw, Kimberlé. Mapping the Margins: Intersectionality, Identity Politics, and Violence against Women of Color. Stanford Law Review, Vol. 43, No. 6 (Jul., 1991), pp. 1241-1299.
  34. The SAGE Encyclopedia of Qualitative Research Methods
  35. Adapted from Unconscious Bias: What is Yours?
  36. Adapted from Attribution Biases
  37. Adapted from National Disability Authority

FAQs

What is equity in terms of inclusion? ›

What is equity? Equity aims to ensure the fair treatment, access, equality of opportunity and advancement for everyone while also attempting to identify and remove the barriers that have prevented some groups from fully participating.

What does equity Denied mean? ›

Equity denial is when you prevent a player from realizing his equity by forcing him to fold before showdown. So, if you fold a hand that had 40% equity to win the pot versus a flop bet, you were denied 40% equity.

What do the terms equity diversity and inclusion mean to you? ›

Equity is the act of ensuring that processes and programs are impartial, fair and provide equal possible outcomes for every individual. Inclusion is the practice of making people feel a sense of belonging at work. Diversity is the presence of differences within a given setting.

What are the 4 parts of equity? ›

Four components that are included in the shareholders' equity calculation are outstanding shares, additional paid-in capital, retained earnings, and treasury stock. If shareholders' equity is positive, a company has enough assets to pay its liabilities; if it's negative, a company's liabilities surpass its assets.

Does equity get paid back? ›

When you get a home equity loan, your lender will pay out a single lump sum. Once you've received your loan, you start repaying it right away at a fixed interest rate. That means you'll pay a set amount every month for the term of the loan, whether it's five years or 15 years.

What happens to equity if you get fired? ›

Typically, equity plans come with a 90-day exercise window after employment termination. That means that if you leave the company, you will have to exercise your options within 90 days or they go back to the company.

What happens when you issue equity? ›

The effect on the Stockholder's Equity account from the issuance of shares is also an increase. Money you receive from issuing stock increases the equity of the company's stockholders. You must make entries similar to the cash account entries to the Stockholder's Equity account on your balance sheet.

How do you answer diversity and inclusion Questions? ›

When asked a question about diversity, discuss your direct experiences with people of different cultures. Refrain from saying you don't see color. Instead, explain the value of honoring diverse cultures and learning from others. If you are sincere in your answers to diversity questions, your true character will shine.

What are the six principles of equity in the workplace? ›

The six principles of work equity are diversity, inclusion, equal opportunity, fairness, transparency, and accountability. Combined, they create a fair and inclusive workplace where all individuals have equivalent job and promotion opportunities.

What is a real life example of equity? ›

The goal of equity is to help achieve fairness in treatment and outcomes. It's a way in which equality is achieved. For example, the Americans with Disabilities Act (ADA) was written so that people with disabilities are ensured equal access to public places.

What is the most important aspect of equity diversity and inclusion? ›

Diversity, Equity, and Inclusion are mutually reinforcing principles within an organization. A focus on diversity alone is insufficient because an employee's sense of belonging (inclusion) and experience of fairness (equity) is critically important in ensuring an equitable and inclusive workplace.

What is diversity and inclusion in simple words? ›

Diversity and inclusion are two interconnected concepts—but they are far from interchangeable. Diversity is about representation or the make-up of an entity. Inclusion is about how well the contributions, presence and perspectives of different groups of people are valued and integrated into an environment.

How do you include diversity equity and inclusion? ›

9 Proven Strategies to Improve Diversity, Equity & Inclusion at Your Workplace
  1. Identify DEIB as a strategic priority. ...
  2. Conduct pay equity reviews. ...
  3. Recruit and promote from a diverse POV. ...
  4. Create a robust mentorship program. ...
  5. Consistently train and engage employees on DEIB. ...
  6. Make sure benefits and programs are inclusive.
22 Jun 2021

What are 10 examples of equity? ›

10 equity account types
  • Common stock. ...
  • Preferred stock. ...
  • Retained earnings. ...
  • Contributed surplus. ...
  • Additional paid-in capital. ...
  • Treasury stock. ...
  • Dividends. ...
  • Other comprehensive income (OCI)
11 Aug 2021

What are 5 examples of equity? ›

There are several types of equity accounts that combine to make up total shareholders' equity. These accounts include common stock, preferred stock, contributed surplus, additional paid-in capital, retained earnings, other comprehensive earnings, and treasury stock.

What are the four 4 key elements of inclusion? ›

The principle of inclusion is a component of accessibility, availability, acceptability and adaptability.

What are the 3 principles of inclusion? ›

3 Core Design Principles for Inclusive Learning
  • Know Your Audience. Knowing your audience means developing a deep understanding of learners as well as the culture of the organization before designing and rolling out new training initiatives. ...
  • Design for Authenticity. ...
  • Use Technology Wisely.
14 Jul 2020

What is the golden rule of inclusion? ›

The Golden Rule of Inclusion states that a teacher must find a balance between “maximising the individual potential” and “maintaining the Integrity” of the game.

How do I get my money back from equity? ›

Cash-out refinance: This loan refinances your current mortgage for more than the amount owed, allowing you to take the difference in cash. A cash-out refinance replaces your existing mortgage, so depending on market conditions, you might be able to get a lower rate or better terms with the new loan.

How long does it take to get money from equity? ›

The entire home equity loan process takes anywhere from two weeks to two months.

How do you get paid when you own equity? ›

There are two ways to make money from owning shares of stock: dividends and capital appreciation. Dividends are cash distributions of company profits.

Do I get money if I'm fired? ›

Severance pay refers to compensation that an employer offers to an employee at the end of their employment. Employers often provide severance pay within a severance package, which may include other benefits such as a continuation of the employer-provided health insurance plan.

Do other companies know if you got fired? ›

You are right to be aware that your prospective employer may check on the reasons you left your job. Most employers conduct background or reference checks during the interview process. 1 If you've been terminated for cause, it may well come up during their investigation.

Does getting fired hurt your record? ›

How long does a termination stay on your record? All employers are required to keep their employees' records for 1 year from the date of termination. Still, this doesn't mean that the reasons behind getting terminated will be necessarily disclosed to anyone.

Is equity paid out? ›

How is equity paid out? Companies may compensate employees with pure equity, meaning they only pay you with shares. This may be a risk, but it may create a large payout for you if the company is successful. Other companies pay some shares supplemented with additional compensation.

What is the downside of equity? ›

The major drawback of equity financing is that it requires business owners to relinquish a portion of their ownership and control. If the business becomes lucrative and successful in the future, a portion of the earnings must be distributed to shareholders in the form of dividends.

What are the disadvantages of equity? ›

The main disadvantage to equity financing is that company owners must give up a portion of their ownership and dilute their control. If the company becomes profitable and successful in the future, a certain percentage of company profits must also be given to shareholders in the form of dividends.

How do you answer inclusion and equity question? ›

Diversity and Inclusion Interview Questions and Answers - YouTube

How long should answers be in an interview? ›

Interview answers should be 30 seconds to four minutes, depending on the context of the questions. Your response may be short (30 seconds to two minutes) if the question is simple. For example, if the hiring manager asks you to describe your strengths, you might speak for 90 seconds to explain where you're proficient.

What should I write for diversity and inclusion? ›

Write Your Diversity Statement in Four Steps
  • Provide Your Context. This is where you write your life's story. ...
  • Identify Your Diversity Conflict. Why are you committed to diversity? ...
  • Demonstrate Your Commitment. How do you demonstrate your commitment to diversity? ...
  • Revise and Refine Your Statement.
3 Aug 2021

What are 6 basic principles? ›

Summarize What are the six underlying principles of the Constitution? The six underlying principles of the Constitution are popular sovereignty, federalism, separation of powers, checks and balances, judicial review, and limited government.

What are the 5 rules for effective teams at workplace? ›

10 ground rules for teams
  • Treat everyone with respect. ...
  • Communicate openly. ...
  • Give constructive feedback. ...
  • Treat customers, coworkers and managers equally. ...
  • Celebrate each other's accomplishments. ...
  • Address conflict as soon as possible. ...
  • Be time efficient. ...
  • Acknowledge everyone's work.

What is equity in simple words? ›

The term “equity” refers to fairness and justice and is distinguished from equality: Whereas equality means providing the same to all, equity means recognizing that we do not all start from the same place and must acknowledge and make adjustments to imbalances.

What are 2 examples of inequity? ›

Examples of health inequity
  • Lower life expectancy. Average life expectancy can vary dramatically depending on the region a person is born in. ...
  • Higher rates of mental ill-health. Inequity can also lead to chronic stress, which affects both mental and physical health. ...
  • Difficulty getting healthcare. ...
  • Preventable death.
16 May 2021

What is equity in simple way? ›

Equity is the amount of money that a company's owner has put into it or owns. On a company's balance sheet, the difference between its liabilities and assets shows how much equity the company has. The share price or a value set by valuation experts or investors is used to figure out the equity value.

What are the 4 types of diversity? ›

There are generally four different types of diversity: internal, external, organizational, and worldview—and you should aim to understand and represent them all. Keep reading to learn more about each one and how diversity affects the workplace.

What are 3 major differences between diversity and inclusion? ›

Mitjans: Diversity is the "what"; inclusion is the "how." Diversity focuses on the makeup of your workforce — demographics such as gender, race/ethnicity, age, sexual orientation, veteran status, just to name a few, and inclusion is a measure of culture that enables diversity to thrive.

What's an example of inclusion? ›

Inclusion is defined as the state of being included or being made a part of something. When multiple people are all invited to be part of a group, this is an example of the inclusion of many people.

Why is inclusion so important? ›

When people feel included they are better able to contribute to the group and their society without fear of being ostracised. By bringing their ideas forward, they are offering a particular perspective, which stems from a completely different background.

Can you have equity without diversity and inclusion? ›

The foundational narrative of these initiatives is that diversity, equity, and inclusion work in tandem to produce the same outcome. To have equity, you must have both diversity and inclusion.

What is the difference between equity diversity and inclusion? ›

Diversity is about differences, equity is about providing equal access, and inclusion is about fostering a sense of value and empowerment in employees. A substantial number of employees and job seekers consider a company's diversity to be very important when applying.

Does diversity, equity, and inclusion include disability? ›

The term refers to the infinite range of individuals' unique attributes and experiences such as ethnicity, gender, age, and disability. Since disability is a natural part of diversity, businesses can benefit by taking steps to ensure people with disabilities are represented in their workforce.

Why is equity important for inclusivity? ›

A diverse group, community, or organization is one in which a variety of social and cultural characteristics exist. Equity ensures everyone has access to the same treatment, opportunities, and advancement. Equity aims to identify and eliminate barriers that prevent the full participation of some groups.

What is equity in terms of diversity? ›

Equity – The process of identifying and removing the barriers that create disparities in the access to resources and means, and the achievement of fair treatment and equal opportunities to thrive.

What do we mean by equity? ›

The term “equity” refers to fairness and justice and is distinguished from equality: Whereas equality means providing the same to all, equity means recognizing that we do not all start from the same place and must acknowledge and make adjustments to imbalances.

What is the definition of equity in the classroom? ›

What does equity in the classroom mean? Equity in the classroom means making sure every student has the resources and support they need to be successful. In an equitable classroom, individual factors don't hold back students from reaching their full learning potential — factors like: Race. Culture.

What is the difference between inclusion and equity? ›

Diversity is about differences, equity is about providing equal access, and inclusion is about fostering a sense of value and empowerment in employees. A substantial number of employees and job seekers consider a company's diversity to be very important when applying.

Is equity better than equality? ›

Equality means each individual or group of people is given the same resources or opportunities. Equity recognizes that each person has different circumstances and allocates the exact resources and opportunities needed to reach an equal outcome.

What are 3 purposes of inclusivity in the workplace? ›

Research has shown many benefits of a diverse and inclusive workplace: Higher revenue growth. Greater readiness to innovate. Increased ability to recruit a diverse talent pool.

What are the six principles of equity in the workplace? ›

The six principles of work equity are diversity, inclusion, equal opportunity, fairness, transparency, and accountability. Combined, they create a fair and inclusive workplace where all individuals have equivalent job and promotion opportunities.

What are examples of diversity equity and inclusion? ›

  • Diversity is where everyone is invited to the party.
  • Inclusion means that everyone gets to contribute to the playlist.
  • Equity means that everyone has the opportunity to dance/experience the music.

Can you have equity without diversity? ›

To have equity, you must have both diversity and inclusion. DEI initiatives thrive because they're rarely scrutinized.

What are 5 examples of equity? ›

There are several types of equity accounts that combine to make up total shareholders' equity. These accounts include common stock, preferred stock, contributed surplus, additional paid-in capital, retained earnings, other comprehensive earnings, and treasury stock.

What is equity example? ›

Equity Example

Equity can be calculated by subtracting liabilities from assets and can be applied to a single asset, such as real estate property, or to a business. For example, if someone owns a house worth $400,000 and owes $300,000 on the mortgage, the difference of $100,000 is equity.

What is equity * Your answer? ›

Equity is the amount of capital invested or owned by the owner of a company. The equity is evaluated by the difference between liabilities and assets recorded on the balance sheet of a company. The worthiness of equity is based on the present share price or a value regulated by the valuation professionals or investors.

What is an example of equity in education? ›

An example of equity in education can be found in teachers who are able to adapt their teaching style to match a student's learning capabilities. Some students thrive as auditory learners, who process information out loud and ask questions as needed.

What is an example of equity in the classroom? ›

Allowing students to choose means they are engaged in their learning, further promoting equity. A great way to highlight student voice is to demonstrate alternative ways to express their knowledge and skills other than traditional tests. Better yet, allow them options on how they will learn about specific topics.

What are the key components of equity in education? ›

5 Critical Components of Establishing a Foundation for Equity-Focused Teaching
  • 1) Establish a Justice-Oriented Base.
  • 2) Identify Biases within Yourself and Society as a Whole.
  • 3) Broaden Accessibility For Students and Their Families.
  • 4) Bring Comprehensive Culture Into the Classroom.

Videos

1. October 21, 2022 – Working Through the Planning Stage of Developing an Institutional RDM Strategy
(The Alliance | L’Alliance )
2. Mindful teaching and learning: equity, diversity and inclusion in practice
(Faculty of Education)
3. Imogen Coe | Embracing Dimensions: Equity, Diversity and Inclusion...
(Green College UBC)
4. SOGI UBC: Gender & Sexual Diversity Inclusion for Faculty & Staff
(Faculty of Education)
5. Asserting Black Presence in Canada with Dr. OmiSoore Dryden
(UBC Equity and Inclusion Office)
6. Tek Talk 137: How does your MP office work? (Melody Moheb)
(TEKTALK YVR)
Top Articles
Latest Posts
Article information

Author: Zonia Mosciski DO

Last Updated: 12/15/2022

Views: 6229

Rating: 4 / 5 (51 voted)

Reviews: 82% of readers found this page helpful

Author information

Name: Zonia Mosciski DO

Birthday: 1996-05-16

Address: Suite 228 919 Deana Ford, Lake Meridithberg, NE 60017-4257

Phone: +2613987384138

Job: Chief Retail Officer

Hobby: Tai chi, Dowsing, Poi, Letterboxing, Watching movies, Video gaming, Singing

Introduction: My name is Zonia Mosciski DO, I am a enchanting, joyous, lovely, successful, hilarious, tender, outstanding person who loves writing and wants to share my knowledge and understanding with you.