Diversity and Inclusion…Key Gender Identity Terms and Concepts you need to know.

Gender parity has been a much-discussed topic across the globe for several years now. Not only do inequalities exist in the community, but the workplace, government, extending to the world of sports and in the arts. In a world where men dominate in all spheres, it is essential to acknowledge the role women play in the economy. A recent study revealed that women account for half the world’s working-age population. At the same time, another report acknowledged that advancing gender equality can add up to $12 trillion to global growth by 2025.

Advantages of diversity and inclusivity

With the globalist nature of our world today, embracing cultural and gender diversity in the workplace is essential for businesses to remain relevant and competitive internationally. We can learn from diverse groups so much, therefore creating an atmosphere of creativity and innovation.

Diversity terminology

As the topic of diversity and inclusion has gained momentum, so has the terminology associated with it. Words are powerful, and we can speak things into existence. What better way to do this than to use gender-inclusive language to encourage acceptance of diversity and inclusion.

• Ally – this is an individual who stands up for the marginalized people in society.
• Affirmative Action – this is the practice of favoring groups of people who have been discriminated against in the past.
• Amplification – these are techniques a person uses to give a member of a less dominant group more credit by repeating their message.
• Androgyne – a person who identifies or expresses gender outside of their gender binary.
• Cisgender – this term is used to describe people whose gender identity is the same as that which they were born with.
• Corporate social responsibility –  is when an organization undertakes to positively impact the community through various means, including donations and community development.
• Emotional tax – this is a combination of being alert to protect against bias, feeling different in the workplace because of your gender, race or ethnicity. The effects this has on your health, well-being and ability to succeed at work.
• Equality is treating everyone the same way by putting everyone on equal footing or providing equal opportunities.
• Equity – this involves working towards fair outcomes for people or groups by treating them in ways that consider their uniqueness.
• Intersectionality –  is the knitting of social identities such as gender, race, ethnicity, social class, religion, and sexual orientation, resulting in unique experiences, opportunities, and barriers.
• Neurodiversity – the concept that there is great diversity in how people’s brains are wired and work. And that neurological differences should be valued in the same way we respect any other human variation.
• Non–binary – a category for a fluid constellation of gender identities beyond the woman and man gender binary.
• Unconscious bias – an implicit association often based on false, inaccurate or incomplete information and include the personal histories we bring to the situation.
• Work-life effectiveness – this is a talent management strategy that focuses on doing the best work at the best time with the best talent. This helps businesses create flexibility, creating mutually beneficial solutions for both employers and employees.
• Workplace inclusion – this involves creating an environment where all employees belong, contribute and thrive. This takes deliberate and intentional Action.

The terminology for diversity and inclusion is quite extensive and is growing periodically. The above terms are but a few of the most commonly used words in the workplace. As we strive for a more equal world in terms of treatment and opportunities, may we always be aware of situations that create possible bias and aim to be better than the past generations?