The Language of Inclusion
Every specialist area has its own vocabulary, and the world of Equality, Diversity and Inclusion is no different. In fact, let’s stop right there. Should we be talking about EDI, DEI or D&I?
‘EDI’ is the popular choice today and it’s the one we use because it puts ’equality’ (or ‘equity’ if you prefer) first. It’s a subtle but significant detail in how we frame the topic.
There are further variations too: DIB (diversity, inclusion and belonging) and JEDI (justice, equity, diversity and inclusion). We know it can feel like a race to keep up and this got us thinking: how much do we need to think about the terms? How important are the words we use?
Change means change
EDI exists to herald change – so as practitioners, we too must stay open to new ideas and that includes new language. Language is cultural and evolves. For us, keeping up with the terminology isn’t just about saving face in expert circles, it’s about role-modelling for others. As our colleague Sarah Dena said in a recent post, “We are never done.”
Terminology helps us all conceptualise dynamics, relationships and interactions at the heart of exclusionary behaviour. It helps us better understand and discuss both the problems and the solutions. Finding the right vocabulary can be helpful for everyone in the workplace. After all, EDI shouldn’t live in the HR department, it’s something everyone needs to engage with.
Tools for conversation
Awareness of legal terms like harassment and discrimination can make a difference, enabling individuals to recognise and address inappropriate behaviour. Understanding more subtle ideas like unconscious bias and stereotyping helps people consider and challenge their own thinking. These terms enable us to have the conversation.
Equally, familiarity with positive terms like belonging can encourage people to empathise and think about creating a culture where everyone feels valued and respected. Concepts like allyship and sponsorship help us talk about how we can support and advocate for colleagues from marginalized groups.
Finding the right words
While jargon itself can be exclusionary and we always advocate for clarity, there is a case for broadening our vocabulary. It’s all part of our education in this area. Language isn't just about communication; it's about building bridges of understanding and empathy. Words become ideas and ideas become actions.
Here’s our guide to some of the words that help us have meaningful conversations:
Active Bystander - A person who becomes actively involved in a situation where someone else requires help.
Ally - A person who is not a member of an under-represented group who takes action to support that group(s).
Bias - Making unfair and oversimplified assumptions about an individual or group based on appearance or characteristics.
Bystander - A person who does not become actively involved in a situation where someone else requires help.
Bullying - Repeated use of harmful or intimidating language and behavior that undermines or humiliates someone, which may involve abuse of power and persist over time
Discrimination - Treating an individual differently or less favourably because of a protected characteristic (their sex, sexuality, age, ethnicity, faith, disability etc.) .
Diversity - Encompasses the range of human differences, including but not limited to race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, and political ideologies.
Equality - The provision of each individual or group of people with the exact same opportunities and resources to develop and progress.
Equity - recognizes that everyone has different circumstances and a different context, and allocates the resources and opportunities needed for that individual to reach an equal outcome.
Harassment - Unwanted conduct (actions or comments) that violates an individual’s dignity and creates an intimidating, hostile, degrading, or offensive environment for that individual.
Incivility - Impolite, rude, or offensive comments or behaviours. Examples of workplace incivility include insulting comments, being talked over, interrupted, or ignored.
Inclusion - Involves creating an environment where all individuals feel valued, respected, and supported, and where diverse perspectives and experiences are welcomed and embraced.
Intersectionality - The idea that our identities are made up of multiple, intersecting differences such as sex, race and disability, which may multiply our opportunity and also our disadvantage.
Microaggression - Indirect or subtle discrimination against someone because of their difference, such as race or ethnicity, expressed through comments, actions, or environmental exclusions.
Psychological Safety - The belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns or errors.
Sponsorship - An arrangement where a senior member of staff works with an individual to support their career progression because they believe in their potential.
Stereotyping - A belief about a particular type of person or group of people, that is not always informed by facts and often derogatory.
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At Half the Sky, we help solve sensitive workplace problems. Contact us to discuss any of the issues outlined above in confidence. Or find out more about the different ways we can help shape a healthy internal culture.
