Why Shared Language?
Language is powerful and shapes the ways that we build our communities, both for better and for worse. If we hope to create a culture that fosters belonging, we must think about the impact of our language. A shared glossary allows us to use language specific to Equity work, involving those who might not be familiar with the language, and providing examples for specific and accessible Equity discussions at BCC.
Access
Access is having the unfettered ability to take full advantage of the resources and opportunities available.
Source: NADOHE Communication Guide, Fall 2023 (accessed June 2024)
Accessibility
The extent to which a space is readily approachable and usable by people with disabilities. A space can be described as: physical or literal space, such as a facility, website, conference room, office, or bathroom; figurative space, such as a conversation or activity; or digital space, such as a website.
Source: University of Oregon, "Oregon HECC Equity Lens" (accessed June 2024)
Accountability
Making the choice to be vulnerable and challenge your pride, accepting responsibility for your actions and acknowledging your place in the cycle of privilege and oppression (institutional, ideological, interpersonal, and internal); continually setting and holding both yourself and others to a common expectation by clearly defining the team's values and goals.
Source: Brandeis University's Prevention, Advocacy, and Resource Center, "Holding Ourselves Accountable" (accessed May 2024)
Affinity-based Groups/Communities
A group of faculty, staff or students linked by a common purpose, ideology, social identity or interest. Affinity groups play a vital role in ensuring an inclusive environment where all are valued, included and empowered to succeed.
Source: Paraphrased from University of Pittsburgh, Office for Equity, Diversity, and Inclusion,"What is an Affinity Group?" (accessed August 2022)
Agency
Describes the ability of an individual or group of individuals to act independently and make their own free choices; agency can be limited or influenced by discrimination on the basis of gender, ethnicity, race, disability, social class, etc.
Source: World YMCA, "Glossary and Definitions" (accessed May 2024)
Anti-racism
Active process of identifying and challenging racism, by changing systems, organizational structures, policies and practices, and attitudes, to redistribute power in an equitable manner.
Source: University of Oregon, "Oregon HECC Equity Lens" (accessed June 2024)
BIPOC
Black, Indigenous and people of color. Pronounced "bye-pock," this term is specific to the United States. It is intended to center the experiences of Black and Indigenous groups and demonstrate solidarity among communities of color.
Source: YWCA,"Why We Use BIPOC"
Care
A community of care underscores the personal nature of equity work and shared equity leadership. Leaders feel and display love and care for those with whom they are working — fellow leaders, students, faculty, staff, and community members. They try to approach all of their relationships with a deep sense of caring and compassion, even if they tend to disagree or have had contrasting experiences.
Source: Paraphrased from USC Rossier Pullias Center for Higher Education," Shared Equity Leadership Values in Shared Equity Leadership Toolkit" (accessed May 2024)
Cliff Effect
Refers to the decrease in public support that occurs when earnings increase; a small increase in earnings can result in the sudden loss of public assistance that can leave a family with lower total net resources.
Source: UMASS Boston Center for Social Policy
Climate
(1) The organizational climate is reflected in the organization's objective to develop its staff or employees by providing them good working environments and conditions and assisting and supporting them so they can achieve job satisfaction; all of these enhance commitment among the staff toward the organization.
Source: National Center for Biotechnology Information, "Role of Organizational Climate in Organizational Commitment: The Case of Teaching Hospitals" (accessed May 2024)
(2) Organizational climate represents staff perceptions of the impact of the work environment on the individual. This is the view of "how it feels" to work at the agency (e.g., supportive, stressful).
Source: The Children's Bureau's Child Welfare Capacity Building Collaborative, "Dimension: Organizational Culture and Climate" (accessed May 2024)
Communication
Communication involves intentional language, clear expectations, and listening. It focuses on how people use messages to generate meanings within and across various contexts, and is the discipline that studies all forms, modes, media, and consequences of communication through humanistic, social scientific, and aesthetic inquiry.
Sources: Paraphrased from USC Rossier Pullias Center for Higher Education, "Shared Equity Leadership Toolkit" and Lincoln University, "Effective Written, Verbal, and Visual Communication: Definition" (accessed May 2024)
Cultural Awareness
Cultural awareness (or cultural sensitivity, cross-cultural / intercultural awareness) refers to the awareness of our own cultural identity, values and beliefs and the knowledge and acceptance of other's cultures. Cultural awareness helps break down cultural barriers and brings a better understanding of ourselves and a better appreciation of those who are different.
Source: University College Dublin, "What is Cultural Awareness?" (accessed June 2024)
Cultural Humility
Cultural humility involves an ongoing process of self-exploration and self-critique combined with a willingness to learn from others. It means entering a relationship with another person with the intention of honoring their beliefs, customs, and values. It means acknowledging differences and accepting that person for who they are.
Source: University of Oregon, "What is Cultural Humility" (accessed May 2024)
Cultural Wealth
An array of knowledges, skills, abilities, and contacts possessed and used by communities of color to survive and resist racism and other forms of oppression.
Source: MA DHE Strategic Plan for Racial Equity (accessed June 2024)
Culturally Responsive/Culturally Sustaining
"Culturally sustainable" or "culturally responsive" pedagogies mean recognizing, maintaining, and developing cultural identity and diversity, as they are assets, not weaknesses, and employing pedagogy that recognizes the importance of including students' cultural references in all aspects of learning.
Source: MA DHE Strategic Plan for Racial Equity (accessed June 2024)
Dignity
The equal, inherent, and inalienable value of every person; it touches every important aspect of the human experience, from sexual and gender identity, to citizenship, equality and privacy, education and employment, healthcare, and more. In every aspect of life, people have the right to be treated with dignity.
Source: Widener University Delaware Law School, "About Dignity Law" (accessed May 2024)
Disability
A person with a disability means a person with a physical or mental impairment that substantially limits a major life activity; has a record of such an impairment; or is regarded as having such an impairment.
Source: U.S. Department of Education, "Disability Discrimination" (accessed June 2024)
Discrimination
The unfavorable treatment of a person based on that person's race, ethnicity, national origin, socioeconomic status, age, perceived or actual physical or mental disability, pregnancy, sex, sexual orientation, gender identity, marital status, creed, religion, or political beliefs, a combination of those identified, and/or other categories.
Source: Paraphrased from HEDS Climate Survey
Diversity
(1) Individual differences (e.g., personality, prior knowledge, and life experiences) and group/social differences (e.g., race/ethnicity, class, gender, sexual orientation, country of origin, and ability as well as cultural, political, religious, or other affiliations).
Source: MA DHE Strategic Plan for Racial Equity (accessed May 2024)
(2) The various backgrounds, lived experiences, values, and worldviews that stem from differences in culture and circumstance. This includes race, ethnicity, gender and gender expression, age, religion, language, (dis)ability, sexual orientation, socioeconomic status, geographic region, and more.
Source: NADOHE's Communication Guide (accessed May 2024)
Employee Engagement
Represents the levels of enthusiasm and connection individuals have with their organization. It measures how motivated people are to put in extra effort, and also a sign of how committed they are to staying.
Source: Cornell University, "Sense of Belonging" (accessed May 2024)
Employee Resource Groups (ERG)
ERGs are voluntary, employee-led groups that bring together employees who share common interests, backgrounds, and concerns.
Source: Georgetown University, "Workforce Diversity: Employee Resource Groups (ERGs)" (accessed June 2024)
Engaged Inclusivity
Engaged Inclusivity transforms the dialogue on inclusion from general acceptance and tolerance of difference to active institutional transformation, based on the belief that the richness of our culture is because of our diversity and a recognition of our common humanity.
Source: McNair, Bensimon, Malcolm-Piqueux, From Equity Talk to Equity Walk, Jossey-Bass, 2020
Equality
The effort to treat everyone the same or to ensure that everyone has access to the same opportunities. However, only working to achieve equality ignores historical and structural factors that benefit some social groups and disadvantages other social groups in ways that create differential starting points.
Source: University of Oregon, "Oregon HECC Equity Lens" (accessed June 2024)
Equity
(1) The creation of opportunities for underserved and racially minoritized populations to have equal access to and participate in educational programs that are capable of closing the achievement gaps in student success and completion.
Source: MA DHE Strategic Plan for Racial Equity (accessed May 2024)
(2) The active process of identifying and eliminating or reducing the structural barriers related to race, class, disability and gender and other identities that limit access or prevent full participation in our institutions; it requires understanding the root cause(s) of disparities, identifying the barriers, and redressing, particularly, the exclusion of historically underrepresented groups within our society. Equity works to ensure justice, access, opportunity, and advancement for individuals within the policies, practices, procedures, processes, and distribution of resources by institutions or systems.
Source: NADOHE's Communication Guide (accessed May 2024)
Equity-Centered
To center and create intentional strategies to remove barriers to access, participation and success of those who have been historically or are currently systematically excluded by or marginalized within the organization.
Source: Paraphrased from YWCA,"Our Shared Language: Social Justice Glossary" (2016, accessed August 2022)
Equity-Actioned
An organization that actively seeks the transformation of its organizational policies and practices to foster the involvement and success of those who have been excluded or marginalized.
Source: Paraphrased from YWCA,"Our Shared Language: Social Justice Glossary" (2016, accessed August 2022)
Ethnicity
A group of people who identify with one another based on shared culture.
Source: Louisiana State University, "Diversity, Equity, Inclusion, and Accessibility (DEIA) Resources" (accessed June 2024)
Fairness
Refers to an aspect of organizational justice with regards to both process and outcome impartiality. Some of the factors that support fair treatment in the workplace include mutual respect, strong interpersonal relationships and honest communication.
Source: Cornell University, "Diversity and Inclusion" (accessed May 2024)
Harassment
A form of discrimination consisting of physical or verbal conduct that denigrates or shows hostility toward an individual because of their race, ethnicity, national origin, socioeconomic status, age, perceived or actual physical or mental disability, pregnancy, sex, sexual orientation, gender identity, marital status, creed, religion, or political beliefs, a combination of those identified, and/or other categories. Harassment occurs when the conduct is sufficiently severe and/or pervasive that it alters the terms or conditions of employment or substantially limits the ability of a student to participate in or benefit from the college's educational and/or social programs.
Source: Paraphrased from HEDS Climate Survey
Hispanic or Latino
A person of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture or origin, regardless of race.
Source: University of Minnesota, "Race/Ethnicity Definitions" (accessed June 2024)
Historically Marginalized Populations/Groups
Marginalization is a social process by which individuals or groups are (intentionally or unintentionally) distanced from access to power and resources and are constructed as insignificant, peripheral or less valuable/privileged to a community or "mainstream" society. Marginalized groups or people are those excluded from mainstream social, economic, cultural or political life. Examples of marginalized groups include, but are not limited to, groups excluded due to race, ethnicity, religion, political or cultural group, age, gender or financial status. The extent to which such populations are marginalized is context-specific and reliant on the cultural organization of the social site in question.
Source: The University of British Columbia's Equity and Inclusion Glossary of Terms, citing the SAGE Encyclopedia of Qualitative Research Methods (accessed August 2022)
Implicit Bias
A belief or attitude that affects our understanding, decision, and actions, and that exists without our conscious awareness.
Source: University of Oregon, "Oregon HECC Equity Lens" (accessed June 2024)
Inclusion
(1) The active, intentional, and ongoing engagement with diversity — in the curriculum, in the co-curriculum, and in communities (intellectual, social, cultural, geographical) with which individuals might connect — in ways that increase awareness, content knowledge, cognitive sophistication, and empathic understanding of the complex ways individuals interact within systems and institutions.
Source: MA DHE Strategic Plan for Racial Equity (accessed May 2024)
(2) The intentional act to include difference and create environments where any individual or group is welcomed, respected, supported, valued, and given the opportunity to fully participate. Inclusion fosters a sense of belonging through centering, valuing, and amplifying the voices and perspectives of all individuals and includes eliminating practices and behaviors that marginalize groups of people or individuals.
Source: NADOHE's Communication Guide (accessed May 2024)
Inclusive Excellence
An active process designed to help colleges and universities integrate diversity, equity and educational quality efforts into their missions and institutional operations. This includes uncovering inequities in student success, identifying effective educational practices and building such practices organically for sustained institutional change.
Source: Association of American Colleges and Universities
Integrity
The quality or state of being of sound moral principle; uprightness, honesty, sincerity with a desire for high ethical standards.
Source: Cornell University, "Department of Inclusion and Belonging" (accessed June 2024)
Intersectionality
An approach largely advanced by women of color, arguing that classifications such as gender, race, class and others cannot be examined in isolation from one another; they interact and intersect in individuals' lives, in society, in social systems, and are mutually constitutive. Exposing [one's] multiple identities can help clarify the ways in which a person can simultaneously experience privilege and oppression. For example, a Black woman in America does not experience gender inequalities in exactly the same way as a white woman, nor racial oppression identical to that experienced by a Black man. Each race and gender intersection produces a qualitatively distinct life. The term was coined by law professor Kimberlé Williams Crenshaw, who said intersectionality is simply a prism to see the interactive effects of various forms of discrimination and disempowerment. It looks at the way that racism often interacts with patriarchy, heterosexism, classism and xenophobia — seeing that the overlapping vulnerabilities created by these systems actually create specific kinds of challenges.
Source: Pacific University Oregon,"Equity, Diversity and Inclusion Glossary of Terms" (accessed September 2022); Otamere Guobadia,"Kimberlé Crenshaw and Lady Phyll Talk Intersectionality, Solidarity, and Self-Care" (2018)
Justice
The process required to move us from an unfair, unequal, or inequitable state to one which is fair, equal, or equitable, depending on the specific content. Justice is a transformative practice that relies on the entire community to respond to past and current harm when it occurs in society. Through justice, we seek a proactive enforcement of policies, practices, and attitudes that produce equitable access, opportunities, treatment, and outcomes for all regardless of the various identities that one holds.
Source: University of Oregon, "Oregon HECC Equity Lens" (accessed June 2024)
LGBTQ+
A collection of identities short for lesbian, gay, bisexual, trans, queer, questioning, intersex, asexual, aromantic, pansexual, polysexual (sometimes abbreviated to LGBT or LGBTQ+). Sometimes this acronym is replaced with "queer." Note that "ally" is not included in this acronym.
Source: University of Nebraska – Omaha, "Queer and Trans Spectrum Definitions" (accessed June 2024)
Onboarding
The process of integrating new employees into the workplace and providing the knowledge and resources for them to achieve success early on in their new jobs. It is the bridge from selection to orientation and belonging, encompassing activities from pre-arrival through the end of the first year.
Source: Adapted from UC Davis – Human Resources (accessed 1/30/24)
People of the Global Majority
(1) Can be used interchangeably with BIPOC and People of Color, since Black, Indigenous, and People of Color represent over 80% of the world's population. This wording points out the demographic inaccuracy of the euphemism "minority" and can feel more empowering for some people, as it can unite people from all corners of the world that are struggling against White oppression.
Source: Paraphrased from Seattle Pacific University, "Diversity Resource Guide – Definitions" (accessed June 2024)
(2) The term global majority focuses on the global population and recognizes that the majority ethnicity is not White, therefore ethnicities such as Black or Black British and Asian or Asian British should not be defined as a minority group.
Source: St George's University of London, "Equality, Diversity, and Inclusion – Glossary of Terms" (accessed June 2024)
Privilege
The unquestioned and unearned advantages, entitlements, and choices by members of dominant social groups.
Source: NADOHE's A Framework for Advancing Anti-Racism Strategy on Campus (accessed June 2024)
Queer
A term for people of marginalized gender identities and sexual orientations who are not cisgender and/or heterosexual. This term has a complicated history as a reclaimed slur.
Source: University of Nebraska – Omaha, "Queer and Trans Spectrum Definitions" (accessed June 2024)
Race
Any one of the groups that humans are often divided into based on physical traits regarded as common among people of shared ancestry.
Source: NADOHE's A Framework for Advancing Anti-Racism Strategy on Campus (accessed June 2024)
Race Consciousness
In the context of equity-mindedness, to be "race-conscious," is to be aware of the historic roots and the pervasive, systemic nature of oppression, in touch with social reality, and open to the importance of race, (albeit that it is an artificial construct closely associated with the transatlantic slave trade).
Source: Hult International Business School, "Race Consciousness – a Three Part Series (Part One)" (accessed June 2024)
Racial Equity
Closing the gaps so that race can no longer predict any person's success, which simultaneously improves outcomes for all. To achieve racial equity, we must transform our institutions and structures to create systems that provide the infrastructure for communities to thrive. This commitment requires a paradigm shift on our path to recovery through the intentional integration of racial equity in every decision.
Source: University of Oregon, "Oregon HECC Equity Lens" (accessed June 2024)
Racial Justice
The proactive process of reinforcing and establishing the cementing of policies, practices, attitudes, and actions that produce equitable power, access, opportunities, treatment, impacts, and outcomes for all individuals and groups impacted by racism. The goal, however, is not only the eradication of racism, but also the presence of deliberate social systems and structures that sustain racial equity through proactive and preventative measures.
Source: University of Oregon, "Oregon HECC Equity Lens" (accessed June 2024)
Racially-just Education
In a racially-just higher education system, Students of Color and their White classmates deeply engage a wide range of racial viewpoints in the curriculum, not just Eurocentric content. They benefit educationally from the wide array of cultural perspectives each of them brings to college; they learn how to talk to each other, despite and because of their racial differences; and they are fully prepared for citizenship in a racially diverse democracy after college. Students learn how to analyze, talk about and strategically disrupt racial inequities that await them in their post-college careers. No student has just one Latinx, Pacific Islander, Black, Native American, multiracial or Asian American professor. In fact, most have so many that they easily lose count. Racial stratification is no longer an indefensible, ordinary feature of the postsecondary workplace. Large numbers of people of color work not only in food service, landscaping, custodial and secretarial roles; they also comprise significant shares of employees in positions located at the power epicenter: presidents, provosts and other vice presidents, deans, department chairs, and tenured faculty members. Any postsecondary institution that looks, functions and behaves differently than this is an outlier that is ridiculed by the rest of higher education.
Source: MA DHE Strategic Plan for Racial Equity (accessed June 2024)
(Employee) Recognition
(1) Employee recognition involves open (or anonymous) acknowledgment of performance or behavior. Organizations do it to show gratitude, motivate and retain employees and foster a positive work environment. Employees are inspired to work to their full potential when they receive authentic recognition from their leaders.
Source: York University, "The Power of Employee Recognition: Creating a Culture of Appreciation and Motivation" (accessed June 2024)
(2) Employee recognition involves the timely, informal and/or formal acknowledgement of a person's behavior, effort or business result that supports the organization's goals and values, and which clearly has been beyond normal expectations. Recognition has been held to be a constructive response and a judgment made about a person's contribution, reflecting not just work performance but also personal dedication and engagement on a regular or ad hoc basis, and expressed formally or informally, individually or collectively, privately or publicly, and monetarily or non-monetarily. The aim of employee recognition is to allow individuals to know and understand that their work is valued and appreciated, provides a sense of ownership and belongingness, improves morale, enhances loyalty and increases employee retention rate in the organization.
Source: Paraphrased from Journal of Education and Practice, "Making Employee Recognition a Tool for Achieving Improved Performance" (accessed June 2024)
Recruitment
Attracting outstanding faculty and staff through an inclusive and equitable recruitment process that takes planning, sustained effort, dedicated resources, and collaboration.
Source: Adapted from The Higher Education Recruitment Consortium – HERConnect (accessed 1/30/24)
Respect
Unbiased consideration and regard for the rights, values, beliefs and property of all people.
Source: Cornell University, "Department of Inclusion and Belonging" (accessed June 2024)
Restorative Justice
The process of achieving justice rooted in Indigenous practices, using inclusion, harm repair, amends, and community reintegration.
Source: NADOHE's A Framework for Advancing Anti-Racism Strategy on Campus (accessed June 2024)
Retention
The integral effort of employers to reduce the voluntary resignation of employees. Employee retention reflects an organization's ability to empower and provide their employees with opportunities for professional growth, satisfaction, and a sense of belonging.
Source: Edited from Workhuman.com (accessed 1/30/24)
Safety
Safe institutions of higher education promote the protection of all students and employees from violence, including gun and sexual violence, threats, theft, bullying and harassment, the influence of substance use, natural disasters, and other emergencies. Campus safety is linked to improved college student and institutional outcomes. In particular, emotional and physical safety are related to student well-being and academic performance.
Source: Paraphrased from National Center on Safe Supportive Learning Environments, "Safety: Higher Education" (accessed May 2024)
Sense of Belonging
(1) The feeling of security and support when there is a sense of acceptance, inclusion, and identity for a member of a certain group; when an individual can bring their authentic self to work.
Source: Cornell University, "Diversity and Inclusion: Sense of Belonging" (accessed May 2024)
(2) The extent to which people know and feel that they are valued, respected, included, and celebrated for their individual and unique contributions and identities.
Source: NADOHE's Communication Guide (accessed May 2024)
Shared Equity Leadership
In the shared equity leadership framework, a greater number of individuals engage in leadership across an institution and leverage multiple perspectives and expertise to transform conditions of campus inequity. The idea of this framework, informed by studying leaders at different types of institutions, is that broadly distributing leadership responsibilities and accountability helps equity work become less marginalized.
Source: American Council on Education, Shared Equity Leadership (accessed June 2024)
Social Justice
A communal effort dedicated to creating and sustaining a fair and equal society in which each person and all groups are valued and affirmed. It encompasses efforts to end systemic violence and racism and all systems that devalue the dignity and humanity of any person. It recognizes that the legacy of past injustices remains all around us, so therefore promotes efforts to empower individual and communal action in support of restorative justice and the full implementation of human and civil rights. Social justice imperatives also push us to create a civic space defined by universal education and reason and dedicated to increasing democratic participation.
Source: MA DHE Strategic Plan for Racial Equity (accessed June 2024)
Transparency (Transparent Communication)
The act of both good and bad information being shared upward, downward, and laterally in a way that allows all to see the why behind the words. A workplace with transparent communication is a more collaborative and trustworthy workplace, with information being openly shared between employees and across levels of the organization. Transparent communication encourages others to communicate openly and increases the sharing of ideas, and it allows the workplace to be collectively informed about the true happenings within the organization and align their actions accordingly.
Source: Michigan State University, "Transparent Communication" (accessed May 2024)
Trust
When we commit ourselves in our daily interactions with one another to being more vulnerable and more genuine, we nourish the roots of a culture of trust. Feelings of trust tend to be built in small moments such as when we show up for each other, listen when others are upset and when we prioritize our important relationships over other people and things.
Source: Paraphrased from Michigan State University, "Cultivating a Culture of Trust," and "Trust is One of the Most Important Aspects of Relationships" (accessed May 2024)
Universal Access
Refers to the ability of all people to have equal opportunity and access to a service or product from which they can benefit, regardless of their social class, ethnicity, background or physical disabilities. It is a vision, and in some cases a legal term, that spans many fields, including education, disability, telecommunications, and healthcare. It is tied strongly to the concept of human rights.
Source: United Nations Economic and Social Commission for Western Asia (UN ESCWA), "Statistical Terms Glossary" (accessed June 2024)
Universal Design (UD) for Learning
(1) The design of products and environments that deliver services that support teaching and learning to be usable by all people, to the greatest extent possible, without the need for adaptation or specialized design. People who benefit from UD include those with a broad range of abilities, disabilities, ages, reading levels, learning styles, native languages, cultures, and other characteristics.
Source: University of Washington, "Equal Access: Universal Design of Campus Services" (accessed June 2024)
(2) Universal Design for Learning is a pedagogical approach to designing curricula and learning environments for a diversity of learners providing multiple pathways towards success.
Source: University of Cincinnati, "Accessibility Definitions" (accessed June 2024)