ABOUT THE LEXICON 

[This Lexicon is pasted from the Inclusion Hub - original post here]

This is an internal document for CBC employees* who wish to better understand words and phrases that are commonly used in the equity, inclusion, diversity, and belonging space. It is only a snapshot of the most requested words and phrases we have received from staff, so it is not meant to be exhaustive. 

There were several sources for this document. They can be found in a resources section at the bottom of the page. Where words and phrases do not have sources, their definitions were derived from members of the CBC Equity & Inclusion team. 

We recognize that words may have multiple interpretations and that words often evolve. For instance, “BIPOC”, a term that is included in this lexicon, is not accepted by everyone and is generally avoided unless in a quote or approved by the individual it is describing. A suggested guideline would be to ask the person or people involved if possible what term they prefer.

The Lexicon is a living document. We welcome feedback from users of this guide.  Language evolves and your input will help us keep this lexicon current. If you have any suggestions on other words or phrases to include, or have feedback on this document, please send your comments to equityandinclusion@cbc.ca

*This lexicon is an internal resource meant for education. It does not replace or impact the CBC Language Guide for our external content.

Accessible 

A building, facility, structure, program, activity, resource, product etc. that is readily usable, or the extent to which it is readily usable, by a person with a disability.

Ally

Rooted in the term “alliance”, an ally is anyone from a dominant or majority group that is working towards ending oppression by supporting and advocating for those in equity-deserving groups. An ally may belong to another equity-deserving group but be working in support of a group to which they do not belong. See also: Intersectionality (below)

Anti-Black Racism

The ongoing prejudice and discrimination directed at Black people or people of African descent. Anti-Black racism is embedded in our systems and institutions, impacting educational outcomes, career progression, health outcomes, and racial profiling in law enforcement.

Anti-Indigenous Racism

The ongoing prejudice and discrimination directed at Indigenous Peoples. Anti-Indigenous racism is systemic and institutional existing in federal policies such as the Indian Act and the residential school system.

BIPOC

Black, Indigenous, People of Colour. This acronym has been commonly used to describe individuals who are not considered white. However, today the preferred term is Racialized (see below)

Brave Space

A term that emerged as a concept out of the critiques of safe spaces. (See below) A brave space encourages dialogue. It is conceptualized around recognizing differences and holding each person accountable to do the work of sharing experiences and coming to new understandings.

More information on Brave Spaces/Safe Spaces here.

Classism

The belief that a person's social or economic station in society determines their value in that society, behavior that reflects this belief, prejudice or discrimination based on, and the systemic oppression of lower and middle classes to the benefit of the upper class. See also: Socioeconomic privilege (below)

Code-switching

Historically, the term code-switching refers to the process of switching from one language or dialect to another depending on the social context. The term has evolved to refer to the process of changing behavior, appearance, mannerisms, and/or language to conform to societally appropriate standards for a specific context. Code-switching in its modern form is most often performed by members of marginalized groups to avoid being stigmatized and associated with negative stereotypes of their group.

Colourism/Shadism

The discriminatory practice of preferring people with fair or lighter skin over dark skin. Colourism/shadism is based on European beauty standards and is rooted in racism. Also practiced by members of the same racial and ethnic group.

Coping Mechanisms

Coping mechanisms are the strategies people often use in the face of stress and/or trauma to help manage painful or difficult emotions.

Disability 

Disability means any impairment, including a physical, mental, intellectual, cognitive, learning, communication, or sensory impairment—or a functional limitation—whether permanent, temporary, or episodic, evident or not, that, in interaction with a barrier, hinders a person’s full and equal participation in society.

Discrimination

The intentional or unintentional denial of equal treatment, civil liberties, and opportunity to individuals or groups with respect to education, accommodation, health care, employment, and access to services, goods, and facilities. Can occur based on ancestry, place of origin, ethnic origin, citizenship, creed, record of offenses, race, color, nationality, sex, age, religion, gender identity, gender expression, political affiliation, marital or family status, and sexual orientation, physical, developmental, or mental disability. 

Individual discrimination

The unequal and prejudiced treatment of individuals based on their identity or membership of a particular group. 

Systemic/institutional discrimination 

Systemic discrimination is institutionalized. Systemic discrimination is embedded and practiced in social institutions: government, policies, religion, education, and organizations. Results in the exclusion and stereotyping of the targeted groups.

Diverse Perspectives

Exploring diverse perspectives requires the ability to recognize the origins and influences of one's cultural heritage and identity to engage and learn from perspectives and experiences different from one's own. 

Diversity 

Diversity is about the individual. It is about the variety of unique dimensions, qualities, and characteristics we all possess, and the mix that occurs in any group of people. Race, ethnicity, age, gender, sexual orientation, religious beliefs, economic status, physical abilities, life experiences, and other perspectives can make up individual diversity. Organizational diversity means having a workforce inclusive of different backgrounds and national origins, which ideally reflects the community in which the organization exists.

Equality

Where everyone is treated the same regardless of individual diversity and needs.

Equity

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 we must acknowledge and make adjustments to imbalances

Equity-Deserving Groups 

Groups of people who have been historically disadvantaged and underrepresented. These groups include but are not limited to the four designated groups in Canada—women, visible minorities, Indigenous Peoples, people with disabilities, and people with diverse gender identities and sexual orientations. A common recent term was equity-seeking groups, but today equity-deserving is the preferred term.

Glass Ceiling

A "glass ceiling" is a colloquial term for the social barriers preventing members of equity-deserving groups (see above) from career promotions and other opportunities. 

Identity-first Language

Identity-first language is language use that places the disability identity first. For example, ‘disabled person’ instead of ‘person with a disability’. Identity-first language is preferred by many people with disabilities, particularly those who view their disability as an important part of their identity. However, it is best to only use this type of language if you know that it is what the person prefers. Contrast with Person-first language (below). 

Inclusion

Inclusion is creating a culture that embraces, respects, accepts, and values diversity. It is a mindful and equitable effort to meet individual needs so everyone feels valued, respected, and able to contribute to their fullest potential. Where diversity occurs naturally, creating the mix in the organization, inclusion is the choice that helps the mix work well together.

Intent vs Impact 

The distinction between someone’s intent (what they meant to do) and their impact (its effect on someone else).

Intersectionality 

The concept of intersectionality describes how systems of inequality based on gender, race, ethnicity, sexual orientation, gender identity, disability, class, and other forms of discrimination “intersect” to create unique dynamics and effects. All forms of inequality are mutually reinforcing and must therefore be analyzed and addressed simultaneously to prevent one form of inequality from reinforcing another.

Marginalized 

Members of society who face exclusion due to societal and systemic barriers. This is no longer a preferred term. See also: Equity-deserving groups (above) and Under-represented minorities (below).

Microaggression 

Small interactions with people or the environment that expose bias towards marginalized groups. While microaggressions may be unintentional, they can have cumulative negative effects on an individual’s well-being and sense of belonging. Examples include asking a racialized person “Where are you really from?” or a woman in a meeting being repeatedly spoken over or dismissed by her male colleagues.

Person-first Language 

Language that emphasizes the person as an individual first and with less emphasis on their disability. For example, ‘person with a disability’ instead of ‘disabled person’. Person-first language should be used unless you know that an individual prefers identity-first language. Contrast with Identity-first language (above).

Power 

Unequally distributed access to privileges such as information, opportunity, and resources, and the ability to influence decisions, rules, standards, and policies to benefit oneself or one’s social group. Power, and the level of power possessed by any individual or group, affects their ability to live comfortable, safe lives. Power is relational and it works between individuals, cultures, institutions, and social groups.

Psychological Safety

The feeling of being safe to express ideas, feelings, and questions or to make mistakes without repercussions. 

Psychologically Safe Workplace

A work environment where every practical effort is made to avoid reasonably foreseeable injury to the mental health of employees.

Racialized

The term “racialized” is a sociological concept closely related to racism. People seen as belonging to racialized minorities are people who could be perceived as being socially different from, for example, the racial or ethnic majority. In Canada, the term “racialized minority” usually refers to non-white people. The word “racialized” stresses the fact that race is neither biological nor objective but is a concept that is societal in origin. See also: BIPOC (above)

Safe Space

A “safe space” is a space where people feel psychologically safe and can express honest impressions, thoughts, and attitudes without fear of ridicule. A safe space is a place (in person or virtually) that doesn’t incite judgment based on identity or experience—where the expression of both can exist and be affirmed without fear of repercussion and without the pressure to educate. A safe space can be as small as between two people or can be expanded to include all members of a larger team, network, department, or organization. It can even be an expectation of the organizational culture overall. See also: Brave space (above). 

Social Innovation

New solutions (products, services, models, markets, processes, etc.) that simultaneously meet a social need more effectively than existing solutions and lead to new or improved capabilities and relationships and better use of assets and resources.

Socioeconomic Privilege

Benefits available to an individual due to their income, education, level of financial security, and perceptions of class and status based on these factors (socioeconomic status). See also: Classism (above). 

Systemic Racism

This is an interlocking and reciprocal relationship between the individual, institutional, and structural levels which function as a system of racism. These various levels of racism operate together in a lockstep model and function together as a whole system. These levels are: 

• Individual (within interactions between people) 

• Institutional (within institutions and systems of power)

• Structural or societal (among institutions and across society)

In many ways “systemic racism” and “structural racism” are synonymous. If there is a difference between the terms, it can be said to exist in the fact that a structural racism analysis pays more attention to the historical, cultural, and social-psychological aspects of our currently racialized society.

Tokenism

Focusing on a limited representation of equity-seeking groups for the appearance of being inclusive without any action towards meaningful inclusion.

Two-Spirit (2-Spirit)

Two-Spirit (2-Spirit) Two-Spirit was a term introduced by Elder Myra Laramee in 1990 at the third annual Native American and Canadian Aboriginal LGBT people gathering in Winnipeg. It is “an English umbrella term to reflect and restore Indigenous traditions forcefully suppressed by colonization. Traditions that honour the fluid and diverse nature of gender and attraction and its connection to community and spirituality. It is used by some Indigenous People rather than, or in addition to, identifying as LGBTQI”. The teachings, roles, and responsibilities of a Two-Spirit person differ from community to community. Not all queer Indigenous people use this term, but Two-Spirit is an identity specific to being Indigenous and can only be claimed by Indigenous people.

More information on 2-Spirit is here. 

2SLGBTQ+ and Other Queer Acronyms 

2SLGBTQ+ is an acronym that stands for Two-Spirit, Lesbian, Gay, Bisexual, Transgender, Queer and Questioning. A plus sign or asterisk added to any acronym indicates the inclusion of identities not explicitly included in the acronym. Today this version is considered the preferred default. However, there are many acronyms that may be preferred by different individuals. The following is a comprehensive but incomplete list of acronyms:

• LGBT: Lesbian, Gay, Bisexual, and Transgender. 

• LGBTQIA: Lesbian, Gay, Bisexual, Transgender, Queer and/or Questioning, Intersex, and Asexual and/or Ally. 

• LGBTIQAPD: Lesbian, Gay, Bisexual, Transgender, Queer and/or Questioning, Intersex, Asexual and/or Ally, Pansexual, and Demisexual. 

• LGBT*IQ: Lesbian, Gay, Bisexual, Trans*, Intersex, and Queer and/or Questioning. 

• QTIPOC: Queer, Trans, and Intersex People of Colour. The term acknowledges the intersectionality of race, gender, and sexual orientation. Other terms include QTIBIPOC (Queer, Trans, and Intersex, Black and Indigenous People of Colour), QPOC (Queer People of Colour), and QTPOC (Queer and/or Trans People of Colour). 

• QUILTBAG: Queer and/or Questioning, Undecided, Intersex, Lesbian, Trans*, Asexual, Two-Spirit, Bisexual and/or Allied and Gay and/or Genderqueer. 

• SGL: Same Gender Loving. This is a term sometimes used by the Black community to express their sexual orientation without relying on terms and symbols of European descent.

• SOGI: Sexual Orientation and Gender Identity. This term is most often used within the United Nations and international human rights context and is inclusive of all sexual orientations and gender identities. 

• SOGIESC: Sexual Orientation, Gender Identity, Gender Expression, Sex Characteristics. Similar to SOGI, it is an acronym that is intended to be inclusive of all forms of the mentioned identities. 

• TGNC/TGNCNB: Transgender and Gender Non-Conforming. “NB” may be added for non-binary identities.

Under-Represented Groups 

Groups that are not proportionally represented in positions of economic influence and leadership, including on corporate boards and in senior management. These groups include women, racialized persons, those who identify as LGBTQ2+, First Nations, Inuit and Métis Peoples, and people with disabilities. See also: Equity-deserving groups (above).

White Privilege

White privilege refers to the unquestioned and unearned set of advantages, entitlements, benefits, and choices bestowed on people solely because they are white. Generally, white people who experience such privilege do so without being conscious of it.

More information on white privilege is here.