Glossary of Terms

Definitions

Implies fairness, impartiality, even-handedness. A distinct process of recognizing differences within groups of individuals, and using this understanding to achieve substantive equality in all aspects of a person’s life.

Context (educational for Schulich Medicine & Dentistry)

In the context of education, equity means the elimination of barriers and ensuring equal accessibility.

Reference: University of Toronto – final report from the equity, diversity and inclusion plan working group

Means fairness; people of all identities being treated fairly. It means ensuring that the processes for allocating resources and decision-making are fair to all and do not discriminate on the basis of identity. There is a need to put measures in place to eliminate discrimination and inequalities which have been well described and reported and ensure, to the best degree possible, equal opportunities. Equity is needed to achieve equality. For example, treating people as equals in an environment in which historical and systemic disadvantages prevent people from operating as equals can be inequitable – it lacks the fairness of a truly equitable situation.

Reference: NSERC – CRSNG Guide for Applicants: Considering equity, diversity and Inclusion in your application

It would be unjust to treat people the same, individual differences need to be taken in account and people need to be treated fairly based in those differences.

Reference: The conflicts between people's interpretations of diversity, equity and inclusion (opinion)

Is concerned with justice and fairness. Equity is a state of being, a process and a condition that is rooted in fundamental human rights and therefor, is not reliant on individual choice or voluntarism. Whereas equality may lead to an assumption of an even playing field, and may shape individual and institutional efforts to treat people the same, equity requires more; it is about understanding and accommodating difference and providing people with what they need to enter and thrive within the academy. Equity requires proactively identifying and combatting discriminatory ideas, attitudes, behaviors, as well as systems, policies, processes, and practices that lead to disadvantage. It is concerned with a legal and ethical commitment to doing what us right and necessary to achieve such a state through proactive measures to identify root causes, and design interventions to remove obstacles to fair opportunities and experiences in all spheres of academic life.

Reference: Western’s Indigenous Initiatives Memorandum, April 19, 2021, Christy Bressette, Nicole Kaniki, Bertha Garcia, Candace Brunette-Debassige, Western University

Definition

Words that people use to refer to others without using their names. Using a person's correct pronouns fosters an inclusive environment and affirms a person's gender identity.

Non-exhaustive list of pronouns:

• She/her (used by people who identify as female)
• He/him (used by people who identify as male)
• They/them (used when the persons gender is unknown, or the person identifies as non-binary—this is an umbrella term, see definition below)
• Ze/zir (this is a neopronoun—see definition below--used when referring to any person)

Reference: What to know about gender pronouns, February 11, 2021, Veronica Zambone, Medical News Today

Definitions

Inclusion is a core element for successfully achieving diversity. Inclusion is achieved by nurturing the climate and culture of the institution through professional development, education, policy, and practice.

Reference: University of Toronto – final report from the equity, diversity and inclusion plan working group

Inclusion is a core element for successfully achieving diversity. Inclusion is achieved by nurturing the climate and culture of the institution through professional development, education, policy, and practice. The objective is creating a climate that fosters belonging, respect, and value for all and encourages engagement and connection through the institution and community.

Reference: AAMC – Group on Diversity and Inclusion (GDI)

Appreciating and using our unique differences – strengths, talent, weakness and frailties – in a way that shows respect for the individual and ultimately creates a dynamic multi-dimensional organization.

Reference: Ontario Human Rights Commission – glossary of human rights terms

Requires creating an environment in which all people are respected equitably and have access to the same opportunities. “Organizationally, inclusion requires the identification and removal of barriers (e.g., physical, procedural, visible, invisible, intentional, unintentional) that inhibit [applicants’] participation and contribution. Inclusion also requires [NSERC and awardees] to demonstrate ... values and principles of fairness, justice, equity, and respect ... by being open to different voices and perspectives, developing an understanding of different cultures, experiences and communities, and making a conscious effort to be welcoming, helpful and respectful to everyone.

Reference: NSERC – CRSNG Guide for Applicants: Considering equity, diversity and Inclusion in your application

Every voice and point of view has the right to be heard respectfully. While this is essential and aligns with the idea of free speech, some of these voices can be offensive and hurtful.

Reference: The conflicts between people's interpretations of diversity, equity and inclusion (opinion)

The idea that diverse people from at-risk groups feel protected and welcome to share their perspectives. This is the idea of safe spaces.

Reference: The conflicts between people's interpretations of diversity, equity and inclusion (opinion)

Is a skillset and a condition that must be cultivated and that require resources to advance an equitable and fairer academy. Inclusion entails interconnected actions to dismantle barriers that impede participation, engagement, representation, and empowerment of members of diverse social identities and from various backgrounds in the life of the academy. Inclusion means that we design our educational and cultural spaces from the beginning so that they can be sued fully by all people and all communities. Inclusion foregrounds the social and institutional relations of power and privilege, drawing necessary attention to who gets a seat and voice at the decision-making tables, and who is empowered by institutional processes, policies, systems, and structures.

Reference: Western’s Indigenous Initiatives Memorandum, April 19, 2021, Christy Bressette, Nicole Kaniki, Bertha Garcia, Candace Brunette-Debassige, Western University

Definitions

Indigenization is a term that has emerged since the early 2000s to signal the process of increasing the presence of Indigenous peoples and knowledges in traditionally Euro-Western institutions. The phrase “Indigenizing the university” has become popular since the TRC’s Calls to Action recommended many changes in post-secondary education in order to respect, value, and promote Indigenous languages, knowledges and perspectives. Indigenization should be led by Indigenous peoples and should respect Indigenous intellectual sovereignty—namely, Indigenous leadership and self-determination—regarding the teaching and study of Indigenous knowledges, languages, and methodologies.

Reference: Western University– Indigenous Initiatives Key Terms

Definition

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.

Reference: The University of British Columbia – Equity & Inclusion Glossary of Terms

Definition

Lesbian, Gay, Bisexual, Transgender, Queen and/or Questioning, Intersex, and Asexual and/or Ally

Reference: Out Right Action International – Acronyms Explained

Definition

Lesbian, Gay, Bisexual, Transgender, Queer and/or Questioning, Intersex, Asexual and/or Ally, Pansexual, and Demisexual

Reference: Out Right Action International – Acronyms Explained

Definition

Adding a “+” to the acronym is an acknowledgement that there are non-cisgender and non-straight identities which are not included in the acronym. This is a shorthand or umbrella term for all people who have non-normative gender identity or sexual orientation.

Reference: Out Right Action International – Acronyms Explained

Definition

A new category of pronouns that can be used by anyone, though most often they are used by transgender, non-binary, and/or gender nonconforming people.

Reference: University of North Carolina – Division of Student Affairs

Definition

Referring to a person whose gender identity does not align with a binary understanding of gender such as man or woman.

Reference: Government of Canada – Gender and Sexual Diversity Glossary

Definition

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.

Reference: The University of British Columbia – Equity & Inclusion Glossary of Terms