EDI Glossary
This glossary provides definitions of key terms related to equity, diversity, inclusion, accessibility, anti racism, and decolonization. It is intended to support a shared understanding of the language used across the University of 丁香园AV community and within EDI related policies, initiatives, and discussions. The glossary is a living resource and may be updated over time as terminology evolves and new concepts emerge.
Equity
The continuous approach of providing fair access and removing systemic barriers to participation for all underrepresented groups (e.g., racialized people, people with disabilities, 2SLGBTQ+ people, Indigenous peoples, women, etc.). Unlike equality, equity does not mean sameness of treatment, but instead differing treatment and redistribution of resources to level the playing field for all. Equity is also the measured experience of individual, interpersonal, and institutional success and well-being across all stakeholder populations and the absence of discrimination, mistreatment, or abuse for all.
Diversity
The variety of differences that shape the lived experiences of individuals and groups. These visible and invisible differences are based on dimensions of race, ethnicity, Indignity, gender identity and expression, sexual orientation, socioeconomic status, age, abilities, place of origin, language, marital/family status, and/or religious/spiritual beliefs, as well as their intersections. Diversity is also the demographic composition of an institution that all stakeholder populations, especially equity-deserving groups, trust to be representative and accountable. Diversity is a fact, and inclusion is a choice.
Inclusion
The ongoing, active process of welcoming, valuing, and sharing power with diverse, underrepresented groups (e.g., racialized people, people with disabilities, 2SLGBTQ+ people, Indigenous peoples, women, etc.). This intentional practice cultivates a sense of belonging for all. Unlike assimilation, inclusion does not require underrepresented individuals or groups to conform to the culture of the dominant group, but instead fosters intercultural dialogue and exchange. Inclusion is also the felt and perceived institutional environment that all stakeholder populations, especially equity-deserving groups, trust to be respectful and accountable. This environment is achieved through actions that explicitly address current and historical inequities.
Accessibility
The proactive practice of designing environments, systems, services, and information so that they can be used equitably by people with diverse abilities and needs. Accessibility recognizes that barriers—whether physical, digital, communicational, or attitudinal—can limit full participation in institutional life. Unlike reactive solutions that address barriers after they arise, accessibility focuses on preventing barriers through inclusive and universal design. Accessibility is also the institutional commitment to ensuring that all stakeholder populations can access opportunities, resources, and participation in a way that respects dignity, independence, and equality.
Belonging
The experience of feeling respected, accepted, and valued as a full member of a community or institution. Belonging emerges when individuals and groups see their identities, perspectives, and contributions reflected and affirmed within institutional culture, policies, and practices. Unlike simple participation or representation, belonging emphasizes the lived and emotional experience of connection, dignity, and safety within a community. Belonging is also the collective sense that all stakeholder populations, especially equity-deserving groups, trust that they can participate authentically and meaningfully without fear of marginalization or exclusion.
Workplace Accommodation
The adjustment or modification of policies, practices, environments, or job requirements to enable equitable participation for employees experiencing barriers related to disability, religion, family status, or other protected characteristics. Workplace accommodation recognizes that equal opportunity sometimes requires individualized supports to ensure employees can perform their roles effectively. Unlike accessibility measures that aim to remove barriers broadly, accommodation responds to specific situations where barriers persist for particular individuals. Workplace accommodation is also the institutional responsibility to provide reasonable and respectful solutions that uphold dignity, privacy, and full participation in the workplace.
Equity, Diversity, and Inclusion (EDI)
An integrated framework that guides institutional efforts to create fair, representative, and welcoming environments for all stakeholder populations. Equity focuses on removing systemic barriers and redistributing resources to achieve fair outcomes; diversity refers to the presence of varied identities, experiences, and perspectives; and inclusion emphasizes the active practices that ensure all individuals can participate meaningfully. Together, EDI recognizes that representation alone is not sufficient without equitable structures and inclusive cultures. EDI is also the ongoing institutional commitment to policies, practices, and accountability measures that advance justice, belonging, and well-being across the university community.