INCLUSIVE LANGUAGE RESOURCE GUIDE
Inclusive Language Resource Guide Prepared by the Center for Diversity, Equity, and Inclusion The Center for Diversity, Equity, and Inclusion (CDEI) is committed to creating an inclusive and equitable community that values, respects, and embraces differences. We believe that inclusive language is a key part of building that community and fostering a sense of belonging for all. We know that language holds power, and choices in language can empower us to make individuals feel valued. The CDEI is pleased to introduce the Emmanuel College Inclusive Language Resource Guide. The guide will serve as a resource to provide a more inclusive approach to communicating. It will be updated annually to ensure members of our community have access to the most inclusive and accurate language. We hope that you will find the guide helpful. The creation of this guide has been a collaborative effort of faculty, staff, and institutional leaders. The CDEI appreciates your contributions.
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Why Inclusive language? Inclusive language is about more than replacing specific words with more acceptable terms; it is about changing long-held attitudes and habits we don’t think twice about. Being aware of the power of our language is not about being politically correct. It is about increasing awareness and treating people with respect and dignity. Having a common language is essential for breaking down divisions and working toward achieving understanding and partnership. This guide can help you on your journey to update your vocabulary, improve written communications, and have informed conversations in both your professional and personal life.
Key Principles for Inclusive Communication This guide provides a baseline vocabulary for inclusive language, centered around three key principles: 1. Put people first and avoid labels Focus on the person, not their characteristics. When we label people, it is as if that word wholly and forever defines them, and those labels can trigger biases in others. By putting people first, the individual remains centered in the conversation. This approach to language is intended to avoid marginalization or dehumanization (either consciously or subconsciously). For example, “drug addict” has a strong stigma attached to it. An alternative could be “a person with substance use disorder” or “a person in recovery.” 2. Use universal phrases (including genderless language) Idioms, jargon, and acronyms can impede effective communication by excluding those who may not have specialized knowledge of a particular subject. There may even be words and phrases that don’t translate well between the generations. For example, using the word “guys” to address a group of people is gendered language that can imply men are the preferred gender at your organization. Instead, inclusive words such as “everyone,” “team,” or “you all” should be used. This important adjustment is inclusive to those who may not identify with the gender binary or with any gender whatsoever. 3. Inclusive language may initially seem complex and overwhelming, especially when you realize how many common words and phrases have discriminatory backgrounds. However, it comes down to just one thing: Inclusive language is about making others feel heard, honored, and respected.
Considerations for Inclusive Communication Ask yourself what assumptions you are making about your audience, and proactively consider how diversity and power dynamics might affect the conversation. If you aren't sure what to say in a particular situation, you should tell the other person that.
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While it is important to acknowledge gaps in your knowledge, it is also your responsibility to learn about diversity and inclusion outside of basic conversation. There is an abundance of resources available to guide you on your learning journey. It should not be the sole responsibility of others, particularly marginalized and minoritized persons, to educate you.
Avoid Microaggressions Microaggressions are frequent verbal, behavioral, or environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory slights. Familiarize yourself with commonly used phrases and words that actually have racist origins and harmful underlying histories.
Race, Ethnicity, and Nationality Recognizing the complexity of race, ethnicity and nationality, and the diversity within each group, is essential. Take time to learn how groups and communities prefer to be identified. In some cases, this can mean capitalizing names and using preferred spellings of groups and cultural entities. Be mindful of avoiding sensationalist language, and phrases with racist or problematic origins. Use language that recognizes and highlights the strengths of each community, rather than focusing on shortcomings or limitations. USE THIS
AVOID
Indigenous, Native American, First Nations People
Indian
Undocumented immigrant
Illegal immigrant / illegal alien
Mental Health Mental health issues affect millions of individuals across the United States, but despite their prevalence, they still carry a significant social stigma. As a result, mental health treatments may also be stigmatized, and many people may avoid seeking help for fear of being labeled or judged. When discussing mental health, it is essential to use person-centered language that recognizes the individual as a whole person, rather than reducing them to their mental health condition. Avoid using the condition as an adjective, as this can reinforce the stigma and stereotypes surrounding mental illness. Instead, use language that focuses on the person's experiences, feelings, and strengths, and respects their dignity and autonomy. USE THIS
NOT THIS 3
Person with mental illness, or a person living with a mental health issue
Mentally ill
Person with a drug addiction / recovering from alcoholism
Drug addict/alcoholic/user
Died by suicide
Committed suicide
Any discussion that references suicide or self-harm should be accompanied by resources for those who may be experiencing suicidal thoughts. Emmanuel Resources 24/7 Counseling Center Line:
You can reach a licensed counselor at any time, 24/7, through Connect@EC by calling 617-735-9920, option 2. https://www.emmanuel.edu/student-life/student-health-and-counseling/counseling-center.html Health Services: 617-264-7678 https://www.emmanuel.edu/student-life/student-health-and-counseling/health-services.html Campus Safety: 617-735-9888 https://www.emmanuel.edu/discover-emmanuel/offices-and-services/campus-safety.html
Off Campus Resources 988 Suicide & Crisis Lifeline The Lifeline provides 24/7, free and confidential support for people in distress, prevention and crisis resources for you or your loved ones, and best practices for professionals. If you’re thinking about suicide, are worried about a friend or loved one, or would like emotional support, the Lifeline network is available 24/7 across the United States. Call or text 988 or chat 988lifeline.org. Crisis Text Line Text Line is free, 24/7 support for those in crisis. Text 741741 from anywhere in the U.S. to text with a trained Crisis Counselor. Crisis Text Line trains volunteers to support people in crisis. Trevor Lifeline The Trevor Project is the leading national organization providing crisis intervention and suicide prevention services to lesbian, gay, bisexual, transgender, queer, and questioning (LGBTQ) young people under 25. The Trevor Lifeline is a crisis intervention and suicide prevention phone service available 24/7 at 1-866-488-7386. Trevor Text is available by texting “START” to 678678.
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Ability/Disability When first meeting a person with a visible disability, don’t lead with a conversation about their disability. Unnecessarily focusing on that single aspect of their life, as if it is the only important part of them, can shame the person on the receiving end of the message, regardless of intention. If a person with a disability brings up their disability, it is fine to talk about it, but stay within scope. For example, if a person shares that they have a spinal cord injury, or how they came to have the injury, you should not ask deeply personal questions such as how they get dressed or use the restroom. Stay within the scope that the person introduces. Avoid trying to relate to a person with a disability by referring to people you know. Examples: Hey, (my sister) (my friend) is (in a wheelchair) (blind) (deaf), etc.; Such statements are natural associations occurring in your head but can come across as presumptuous, as if you know what it’s like to be them. USE THIS
AVOID
Person with a physical disability
Handicapped, crippled
Person with traumatic brain injury
Brain damaged
Person with visual impairment
A blind person
Personal Pronouns, Gender and Sexuality It is important to respect individuals' gender identity and use the pronouns they prefer. This means using the pronouns "he/him," "she/her," "they/them," or other gender-neutral pronouns like "ze/hir" or "xe/xem." By using personal pronouns respectfully and accurately, we create a more inclusive and welcoming environment for people of all gender identities. Proactively share your pronouns, including in Zoom meetings, and encourage everyone to make the change if they feel comfortable doing so. Consider adding your pronouns to your email signature. Eliminate language that reinforces gender-based stereotypes (e.g. “you guys” or “ladies and gentlemen”) and instead use gender-neutral terms and pronouns (e.g. “team” or “folks”). These terms, as well as greetings such as “welcome to all” are inclusive to those who identify as transgender or nonbinary. USE THIS
AVOID
If a student requires assistance, they should contact the Registrar.
If a student requires assistance, he or she should contact the Registrar.
Parent(s) or sibling
Mother/father or brother/sister
Chair or chairperson
Chairman
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Good morning… “everyone”, “team”, “all”
Good morning… “you guys”, “ladies and gentleman”
Glossary of Terms Inclusive language is nuanced and constantly evolving based on social and cultural movements and moments; we must continually assess phrases and words that usually go unchallenged, and work to change our own personal habits. With the abundance of words in the English language, this short guide is not exhaustive and cannot cover every possible term. We encourage you to view the “learn more about it” links to further your understanding of the terms listed.
Term
Definition
Learn More About It
AAPI
Acronym for Asian-American and Pacific Islander
https://www.cnet.com/culture/aapi-h eritage-month-what-it-is-and-what-y ou-can-do-today/
ableism
Discrimination and social prejudice against people with disabilities or who are perceived to be disabled. Ableism comes in all forms, from overt prejudice to more subtle microaggressions. In all cases it defines people by their disabilities and casts them as inferior to the non-disabled.
https://www.accessliving.org/newsro om/blog/ableism-101/
active bystander
Someone who intervenes to stop, assist or constructively address inappropriate or harmful behavior, language or situations.
https://www.nytimes.com/2020/10/2 9/smarter-living/how-to-be-an-activ e-bystander-when-you-see-casual-ra cism.html
ally
Someone who makes the commitment and effort to recognize their unearned privilege (based on gender, class, race, sexual identity, etc.) and work in solidarity with marginalized groups to change patterns of discrimination and actively work to end oppression and create equality. Being an ally is more than being sympathetic and feeling bad for those who experience discrimination. Allies are willing to step out of their comfort zone.
https://hbr.org/2022/11/7-ways-to-pr actice-active-allyship
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anti-black
The expression of racist and prejudiced beliefs and ideologies that specifically target black individuals. Anyone, regardless of their ethnic or racial background, can perpetuate anti-blackness, including Black individuals who have internalized white supremacist beliefs. Someone who supports antiracist policy through their actions or expression of antiracist ideas. Anti-racist can be both a noun and adjective.
anti-racist
This includes the expression or ideas that racial groups are equals and do not need developing, and an individual who supports policies that reduce racial inequity.
asexual
Someone who experiences little or no sexual attraction to others.
bias (explicit)
A conscious preference or aversion towards a person or group.
https://nbcit.org/what-is-anti-blackn ess/
https://www.theguardian.com/books/ 2019/oct/11/how-to-be-an-antiracistby-ibram-x-kendi-review
https://www.thetrevorproject.org/res ources/article/understanding-asexual ity/
https://www.catalyst.org/2020/01/02 /interrupt-unconscious-bias/
bias (implicit)
An inclination or preference that interferes with impartial judgment. Implicit (unconscious) bias operates outside of a person’s awareness and is expressed indirectly through assumptions, attitudes and behaviors.
bi or bisexual
Someone who holds a romantic and/or sexual orientation towards more than one gender. Bi people may describe themselves using one or more of a wide variety of terms, including, but not limited to, bisexual, pan, queer, and other non-monosexual identities.
https://www.apa.org/pi/lgbt/resource s/bisexual
BIPOC
An acronym for Black, Indigenous, and People of Color. Black can refer to dark-skinned peoples of Africa, Oceania, and Australia or their descendants without regard for the lightness or darkness of skin tone, and who were enslaved by white people. Indigenous, here, refers to ethnic groups native to
https://www.vox.com/2020/6/30/213 00294/bipoc-what-does-it-mean-criti cal-race-linguistics-jonathan-rosa-de andra-miles-hercules
https://www.pbs.org/newshour/natio n/making-people-aware-of-their-imp licit-biases-doesnt-usually-change-m inds-but-heres-what-does-work
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the Americas, and who were killed en masse by white people. People of color is an umbrella term for non-white people, especially as they face racism and discrimination in a white dominant culture.
bystander
Someone who witnesses or is made aware of behavior, language, or situations that are or could be inappropriate or harmful to the community but does not take part (positively or negatively)
https://www.psychologytoday.com/u s/basics/bystander-effect
cisgender or cis
Someone whose gender identity is the same as the sex they were assigned at birth. “Non-trans” is also used by some people.
https://health.clevelandclinic.org/w hat-is-gender-identity/
colorblind
People who subscribe to colorblind explanations claim they do not see the color of people's skin and that differences should be ignored. Colorblindness prevents us from seeing the historical causes of racial inequality and how racial inequality persists in our society.
https://www.amazon.com/Racism-w ithout-Racists-Color-Blind-Persisten ce/dp/1442220554 https://nmaahc.si.edu/sites/default/fil es/downloads/resources/children_are _not_colorblind.pdf https://www.theguardian.com/comm entisfree/2015/jan/26/do-not-see-rac e-ignoring-racism-not-helping
colorism
A form of prejudice or discrimination favoring lighter skin over darker skin individuals, typically among people of the same ethnic or racial group.
https://time.com/4512430/colorism-i n-america/
cultural competence
The ability to be aware of your cultural beliefs and values and interact effectively with people of different cultures, by recognizing their values and beliefs.
https://extension.psu.edu/what-is-cul tural-competence-and-how-to-devel op-it
cultural humility
An interpersonal stance that is open to individuals and communities of varying cultures, in relation to aspects of the cultural identity most important to the person. Cultural humility can include a life-long commitment to self-critique about differences in culture and a commitment to be aware of and actively mitigate power imbalances between cultures.
https://inclusion.uoregon.edu/disting uishing-cultural-humility-cultural-co mpetence
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deadnaming
Referring to a transgender or non-binary person by a name they used prior to transitioning, such as their birth name.
https://www.glaad.org/blog/lgbtq-cel ebrities-and-allies-speak-out-against -hateful-misgendering-and-deadnam ing
disability
A person has a disability if s/he has a physical or mental impairment which has a substantial and long-term adverse effect on that person's ability to carry out normal day-to-day activities.
https://www.who.int/health-topics/di sability
discrimination
The unjust and unequal treatment of members of various groups based on race, gender, social class, sexual orientation, physical ability, religion, and/or other categories. Discrimination can be both individual and institutional and effectively restricts opportunities for the targeted group in the provision of goods, services or opportunities.
https://www.un.org/ruleoflaw/thema tic-areas/human-rights/equality-andnon-discrimination/
diversity
The representation or composition of various social identities—for example, race, ethnicity, culture, gender, gender identity and expression, sexual orientation, socioeconomic status, religion, spirituality, disability, age, national origin, immigration status, or language.
https://www.npr.org/templates/story/ story.php?storyId=122327104
emotional tax
The combination of being on guard to protect against bias, feeling different at work or school because of gender, race, and/or ethnicity, and the associated effects on health, well-being, and ability to thrive.
https://www.catalyst.org/research-se ries/emotional-tax/
equality
The state of being equal, especially in status, rights, or opportunities.
equity
Equity is the quality of being fair and impartial. Creating equitable outcomes involves an ongoing assessment of needs, correcting historical inequities, and creating conditions for optimal outcomes by members of all social identity groups.
https://www.oed.com/search/diction ary/?scope=Entries&q=equality
https://direct.mit.edu/ajle/article/doi/ 10.1162/ajle_a_00019/107229/EQU ALITY-VS-EQUITY
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ethnicity
A social construct that divides people into smaller social groups based on common cultural background or ancestry.
https://apastyle.apa.org/style-gramm ar-guidelines/bias-free-language/raci al-ethnic-minorities
gender dysphoria
The feeling of discomfort or distress someone might experience when there is a mismatch between their sex assigned at birth and their gender identity.
https://www.psychiatry.org/patientsfamilies/gender-dysphoria/what-is-g ender-dysphoria
gender expression
How a person chooses to outwardly express their gender, within the context of societal expectations of gender. A person who does not conform to societal explanations of gender does not necessarily identify as trans.
https://transequality.org/issues/resou rces/understanding-transgender-peo ple-the-basics
gender identity
A person’s innate sense of their own gender, whether male, female or something else (e.g. non-binary), which may or may not correspond to the sex assigned at birth.
https://www.npr.org/2021/06/02/996 319297/gender-identity-pronouns-ex pression-guide-lgbtq
hate crime
A crime motivated by the actual or perceived race, color, religion, national origin, ethnicity, gender, disability, or sexual orientation of any person.
https://www.justice.gov/hatecrimes/l earn-about-hate-crimes
HBCU
Historically Black Colleges and Universities (HBCU’s) are institutions of higher learning that were originally established to educate and serve African-Americans during the period of segregation. Many were founded because predominantly white institutions (PWI's) prevented blacks and other racial and ethnic groups from enrolling simply based on the color of their skin.
https://thehbcualum.com/pages/li st-of-hbcus-by-state
Heterosexual / straight
Refers to a man who has a romantic and/or sexual orientation toward women or to a woman who has a romantic and/or sexual orientation toward men.
https://www.npr.org/2021/06/02/996 319297/gender-identity-pronouns-ex pression-guide-lgbtq
homophobia
Fear, dislike, discomfort or mistrust of people who are lesbian, gay or bisexual.
https://www.theguardian.com/us-ne ws/2022/apr/28/lgbtq-rights-us-dont -say-gay
homosexual
Someone who has a romantic and/or sexual orientation toward someone of the same gender. The term ‘gay’ is now more generally used.
https://www.apa.org/topics/lgbtq/ori entation
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inclusion
The act of creating involvement, environments and empowerment in which any individual or group can be and feel welcomed, respected, supported, and valued to fully participate.
https://www.verywellmind.com/wha t-is-inclusion-5076061
indigenous land acknowledgment
Indigenous land acknowledgments are an effort to recognize the Indigenous past, present, and future of a particular location.
https://nativegov.org/news/a-guide-t o-indigenous-land-acknowledgm ent/ https://www.neefusa.org/guide-to-in digenous-land-acknowledgment
indigenous
Used to refer to, or relating to, the people who originally lived in a place, rather than people who moved there from somewhere else.
intersectionality
The complex, cumulative way in which the effects of multiple forms of discrimination (such as racism, sexism, or classism) overlap especially in the experiences of marginalized individuals or groups, to produce and sustain complex inequities.
https://dictionary.cambridge.org/us/d ictionary/english/else
https://time.com/5786710/kimberlecrenshaw-intersectionality/ https://www.globalcitizen.org/en/co ntent/what-is-intersectionality-explai ned/
intersex
Someone who may have the biological attributes of both sexes or whose biological attributes do not fit with societal assumptions about what constitutes male or female. Intersex people may identify as male, female or non-binary.
https://interactadvocates.org/intersex -definitions/
latin(a/o), latinx, Hispanic
Reference to people of Latin American descent. In general, naming a nation or region of origin is preferred (e.g., Bolivian, Salvadoran, or Costa Rican) over Latin(a/o), Latinx, Latin American, or Hispanic. Use the term(s) your students prefer, and with as much specificity as possible.
https://www.nbcnews.com/think/opi nion/many-latinos-say-latinx-offend s-or-bothers-them-here-s-ncna12859 16
LGBTQIA+
The acronym for lesbian, gay, bi, transgender and queer (or questioning) intersex, asexual, and the +
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represents other sexual identities, including pansexual and Two-Spirit.
https://www.verywellmind.com/wha t-does-lgbtq-mean-5069804
marginalized community
A community that has been relegated to an unimportant or a disempowered position in society.
https://icma.org/articles/pm-magazin e/engaging-marginalized-communiti es-challenges-and-best-practices
microaggressions
Commonplace daily verbal, behavioral, or environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory slights. These messages may be sent verbally, (“You speak good English”), non-verbally (clutching one’s purse more tightly around people from certain races/ethnicities) or environmentally (symbols like the confederate flag or using Native American mascots).
https://www.amazon.com/Microaggr essions-Everyday-Life-Derald-Wing -dp-1119513790/dp/1119513790/ref =dp_ob_title_bk
microinvalidation
Communications that subtly exclude, negate or nullify the thoughts, feelings, or experiential reality of a person of color.
https://health.clevelandclinic.org/wh at-are-microaggressions-and-exampl es/
minoritized
The effect on a group that is devalued in society and given less access to resources. Traditionally, a group in this position has been referred to as the minority group. However, this language has been replaced with the term “a minoritized group” in order to capture the active dynamics that create the lower status in society, and also to signal that a group’s status is not necessarily related to how many or few of them there are in the population at large. African Americans are often incorrectly considered a minority group even when they numerically represent a larger percentage of the group.
https://www.nytimes.com/2019/0 1/23/magazine/is-being-a-minorit y-really-just-a-matter-of-number s.html
minority
A population (e.g., ethnic, racial, social, religious, or other group) that has been defined as "minority" by a dominant group that is traditionally numerically larger. The relevance of this term is outdated and has changed as the demographics of the population change.
https://www.forbes.com/sites/rashaa dlambert/2020/10/08/there-is-nothin g-minor-about-us-why-forbes-wontuse-the-term-minority-to-classify-bl ack-and-brown-people/?sh=15fb15d 07e21
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multiculturalism
The practice of acknowledging and respecting the various cultures, religions, languages, social equity, races, ethnicities, attitudes, and opinions within an environment. The theory and practice promote the peaceful coexistence of all identities and people.
neurodiverse
Diversity in the human brain and cognition, for instance in sociability, learning, attention, mood, and other mental functions. The concept that there is great diversity in how people’s brains are wired and work and that neurological differences should be valued in the same way we value any other human variation.
https://www.health.harvard.edu/blog /what-is-neurodiversity-2021112326 45
non-binary
An umbrella term for people whose gender identity doesn’t sit comfortably with “man” or “woman.” Non-binary identities are varied and can include people who identify with some aspects of binary identities, while others reject them entirely.
https://www.npr.org/2021/06/02/996 319297/gender-identity-pronouns-ex pression-guide-lgbtq#nonbinary
oppression
Occurs when one subgroup has more access to power and privilege than another subgroup, and when that power and privilege are used to dominate the other to maintain the status quo. Thus, oppression is both a state and a process, with the state of oppression being unequal group access to power and privilege, and the process of oppression being the ways in which that inequality is maintained.
https://www.nasco.coop/sites/default /files/srl/Types%20of%20Oppressio n.pdf
performative ally
Someone from a nonmarginalized group professing support and solidarity with a marginalized group for the purpose of positive recognition but in a way that is not helpful.
https://hbr.org/2022/05/how-women -can-identify-male-allies-in-the-wor kplace
positionality
Our social position or place in a given society in relation to race, ethnicity, and other statuses (e.g. social class, age, gender identity, sexual orientation, nationality, ability, religion) within systems of power and oppression.
https://www.womenofwise.org/post/ positionality-social-justice
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prejudice
A negative attitude toward another person or group formed in advance of any experience with that person or group. Typically manifested behaviorally through discriminatory behavior. Often resistant to revision.
https://www.amazon.com/PrejudiceSocial-Psychology-Rupert-Brown/d p/1405113073
privilege
Unearned social power accorded by the formal and informal institutions of society to members of a dominant group.
https://www.ted.com/talks/peggy_m cintosh_how_to_recognize_your_w hite_privilege_and_use_it_to_fight_ inequality
psychological safety
The belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes, and that one can take risks without being shamed. A feeling of being fully accepted and respected.
queer
A term used by those wanting to reject specific labels of romantic orientation, sexual orientation and/or gender identity.
Did culture really embrace queer people this decade? - BBC Culture
questioning
The process of exploring your own sexual orientation and/or gender identity.
https://www.thetrevorproject.org/trv r_support_center/gender-identity-ter ms/
race
Associated with biology and linked with physical characteristics such as skin color.
https://www.verywellmind.com/diff erence-between-race-and-ethnicity-5 074205
racial profiling
The use of race or ethnicity as grounds for suspecting someone of having committed an offense.
https://www.aclu.org/other/racial-pr ofiling-definition
racism
A complex system of beliefs, attitudes and behaviors that result in the oppression of people of color and benefit the dominant group.
Book: Can We Talk about Race?: And Other Conversations in an Era of School Resegregation (Beverly Daniel Tatum)
https://amycedmondson.com/psycho logical-safety/ https://www.forbes.com/sites/timoth yclark/2021/06/21/what-psychologic al-safety-is-not/?sh=34ba17264520
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racism (individual / interpersonal)
Personal beliefs and attitudes toward other races that affect the way an individual treats people of color.
racism (institutional)
Policies and practices within an organization that create different outcomes for different racial groups. Policies might never mention any racial group, but their effect is to create advantages for whites, and oppression and disadvantages for people of color.
https://time.com/5851864/institution al-racism-america/
racism
To best understand systemic racism please click on the link below.
(systemic / structural)
https://belonging.berkeley.edu/berkeley-institute-bre aks-down-structural-racism-visual-explainer-video
racist
One who is supporting a racist policy through their actions or interaction or expressing a racist idea.
https://www.cnn.com/2020/06/20/us /racist-google-question-blake/index. html
safe space
An environment in which everyone feels comfortable expressing themselves and participating fully, without fear of attack, ridicule, or denial of experience.
https://naspa.org/images/uploads/ma in/Policy_and_Practice_No_2_Safe_ Brave_Spaces.pdf
sexual orientation
A person’s sexual attraction to other people, or lack thereof. Along with romantic orientation, this forms a person’s orientation identity. Avoid heterosexual bias. Use “sexual orientation” instead of “preference”, which insinuates a degree of choice.
https://www.apa.org/topics/lgbtq/ori entation
social justice
Commitment to creating fairness and equity in resources, rights, and treatment of marginalized individuals and groups who do not share equal power in society.
https://www.humanrightscareers.co m/issues/what-does-social-justice-m ean/
system of oppression
Conscious and unconscious, non-random, and organized harassment, exploitation, discrimination, prejudice and other forms of unequal treatment.
https://globalhealth.harvard.edu/dom ains/systems-of-oppression/
tokenism
Hiring or seeking to have representation such as a few women and/or racial or ethnic minority persons to appear inclusive while remaining mono-cultural.
https://business.vanderbilt.edu/news/ 2018/02/26/tokenism-in-the-workpla ce/
https://belonging.berkeley.edu/berke ley-institute-breaks-down-structuralracism-visual-explainer-video
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transgender / trans
An umbrella term to describe people whose gender is not the same as, or does not sit comfortably with, the sex they were assigned at birth.
https://www.glaad.org/reference/tran s-terms
transgender man
A term used to describe someone who is assigned female at birth but identifies and lives as a man. This may be shortened to trans man, or FTM, an abbreviation for female-to-male.
https://www.glaad.org/reference/tran s-terms
transgender woman
A term used to describe someone who is assigned male at birth but identifies and lives as a woman. This may be shortened to trans woman, or MTF, an abbreviation for male-to-female.
https://www.glaad.org/reference/tran s-terms
undocumented
Someone who does not have documentation required for legal immigration or residence. Avoid using "illegal" or "alien."
https://www.apa.org/topics/immigrat ion-refugees/undocumented-video
white fragility
White fragility refers to the discomfort White people may experience in reaction to discussions about racism. The term white fragility was coined by sociologist and author Robin DiAngelo.
white privilege
A system of white domination that creates and maintains belief systems that make current racial advantages and disadvantages seem normal. As a member of the dominant group, a white person may have greater access to resources because of being white. Life may be structured around not having to think daily about skin color.
https://www.ted.com/talks/peggy_m cintosh_how_to_recognize_your_w hite_privilege_and_use_it_to_fight_ inequality
white supremacy
The ideological belief that biological and cultural Whiteness is superior, as well as normal and healthy. White supremacy is a historically based, institutionally perpetuated system of exploitation and oppression that maintains and defends a system of wealth, power, and privilege.
https://www.forbes.com/sites/janice gassam/2021/01/14/4-myths-aboutwhite-supremacy-that-allow-it-to-co ntinue/?sh=5c7aedf87aac
whiteness
A broad social construct that embraces white culture, history, ideology, expressions, and economic experiences, and provides benefits for those socially deemed white at the expense of others.
https://www.pbs.org/newshour/natio n/making-people-aware-of-their-imp licit-biases-doesnt-usually-change-m inds-but-heres-what-does-work
https://www.verywellmind.com/whit e-fragility-4847115
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The articles, books, and resources listed throughout this guide have informed the definitions provided in the glossary of terms and serve as a resource for learning and reflection.
Adapted From:
Resource
Link
American Psychological Association (APA)
https://apastyle.apa.org/style-grammar-guidelines/bias-free-language
Aspen Institute
https://www.aspeninstitute.org/wp-content/uploads/files/conte nt/docs/rcc/RCC-Structural-Racism-Glossary.pdf
Center for Disease Control and Prevention
https://www.cdc.gov/healthcommunication/Health_Equity.htm l
Georgetown University Library
https://library.georgetown.edu/dei/inclusive-language
GLAAD
https://www.glaad.org/sites/default/files/allys-guide-to-terminology_ 1.pdf
HBR: How to Make Your Organization’s Language More Inclusive
https://hbr.org/2022/03/how-to-make-your-organizations-lang uage-more-inclusive
Human Rights Campaign
https://www.hrc.org/resources/glossary-of-terms
Michigan State University
https://brand.msu.edu/storytelling/inclusive-guide
Northwestern University
https://www.northwestern.edu/brand/editorial-guidelines/inclusive-la nguage-guide/
National Museum of African American History and Culture
https://nmaahc.si.edu/learn/talking-about-race
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Racial Equity Tools
https://www.racialequitytools.org/glossary
Substance Abuse and Mental Health Services Administration (SAMSA)
https://www.samhsa.gov/dtac/disaster-planners/diversity-equit y-inclusion/key-dei-terms
The Diversity Movement
https://thediversitymovement.com/say-this-not-that-a-guide-for-incl usive-language/
The Trevor Project
https://www.thetrevorproject.org/resources/article/understanding-ge nder-identities/
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