Glossary

A person who is not a member of a marginalized or disadvantaged group but who expresses or gives support to that group.

Unfair and prejudiced treatment towards others.

Condition of being composed of differing elements or qualities such as, age, class, ethnicity, gender, health, race, sexual orientation, religion, physical size, job and function, education level, physical and mental ability, personality traits, and other human differences.

Treating everyone the same without discrimination.

Unbiased treatment offering varying levels of support based on need. It accepts that some groups have more advantages than others and attempts to correct such differences between groups.

Conscious attitude or belief in favour of or against one thing, person, or group compared with another, usually in an unfair or negative way.

The brain's automatic association of attitudes and stereotypes about particular groups that influence our judgment, decision-making, and behaviour towards these groups, often without conscious awareness.

Processes that help everyone in the workplace be valued and respected, and therefore feel visible, heard and considered.

Pronouns that people ask others to use in reference to themselves. They may be plural, gender-neutral pronouns such as they, them, their(s). Or, they may be ze (rather than she or he) or hir (rather than her(s) and him/his). Some people state their pronoun preferences as a form of allyship.

An unearned, sustained, and sometimes invisible advantage or benefits given to people based on them fitting into a specific group. It is grounded on social systems that empower some at the expense of others.

Words to refer to a person after initially using their name. Gendered pronouns include she and he, her and him, hers and his, and herself and himself.

Conscious knowledge of ones own character, feelings, strengths, weaknesses, skills, values, motives, biases, and desires.