Diversity, equity and inclusion (DE&I) are crucial elements of modern leadership, especially within people management. Understanding the language of DE&I helps leaders foster an environment where everyone can thrive.  

But, just as business evolves, so does the language of DE&I. Below are some key terms that every people leader should know and actively integrate into their leadership practices. Be sure to revisit these terms often in the context of your business goals and workforce trends. 
 

Psychological safety ⚠️

Psychological safety is the foundation of an inclusive workplace. It refers to the confidence employees have that they can speak up, share ideas, and even make mistakes without fear of being judged or punished. Leaders who cultivate psychological safety promote a culture of openness and innovation, where employees feel valued and respected. 

Microaggressions 😡

Microaggressions are small, often unintended, comments or behaviours that subtly undermine or diminish someone's identity or experiences. Though they may seem insignificant, these actions can have a lasting negative impact on workplace culture, eroding trust and inclusion. Leaders should be vigilant in recognising and addressing these issues to foster a respectful environment. 

Neurodiversity 🧠

Neurodiversity refers to the understanding that individuals process and interpret information in unique ways. This includes various cognitive differences, such as autism, ADHD and dyslexia. Recognising neurodiversity means valuing all types of thinkers and creating inclusive processes that support employees with varied cognitive styles and needs. 

Unconscious bias 🤔

Unconscious bias, also known as implicit bias, refers to the ingrained stereotypes or preferences that influence our judgments without us being aware of them. These biases can impact hiring, promotions and everyday interactions in the workplace. While everyone has unconscious biases, leaders must actively work to recognise and mitigate them to ensure fair treatment for all employees. 

Proximity bias 📍

Proximity bias occurs when leaders favour employees who are physically closer to them, such as those who work in the same office, over remote or geographically dispersed team members. This can lead to unfair advantages for some employees. In today’s hybrid and global work environment, it’s crucial for leaders to be aware of this bias and ensure all employees, regardless of location, receive equal opportunities. 

Affinity bias 👯‍♂️

Affinity bias occurs when people gravitate toward others who are similar to them, often in terms of background, interests or identity. This bias can lead to hiring and promotion decisions that favour those with shared experiences over those who are different, ultimately undermining diversity efforts. 

Gender identity ⚥

Gender identity is a person’s internal sense of their gender, which may or may not correspond to the sex assigned at birth. It’s essential for leaders to respect and support employees’ gender identities, which may include acknowledging and using the correct names and pronouns. 

Self-identification 🙋

Self-identification occurs when individuals voluntarily share aspects of their identity, such as gender pronouns or sexual orientation, with others. As a leader, creating an environment where employees feel comfortable self-identifying is vital. This demonstrates respect for their individuality and supports a more inclusive work culture. 

Tokenism 🏆

Tokenism occurs when organisations or individuals make superficial efforts to include members of underrepresented groups without truly valuing or integrating their perspectives. Leaders should avoid tokenism by ensuring that DE&I initiatives are meaningful and result in real organisational change rather than symbolic gestures. 

Intersectionality 🏳️‍🌈

Intersectionality refers to the idea that individuals can experience multiple forms of discrimination simultaneously based on their overlapping social identities, such as race, gender, sexuality and class. Leaders must recognise that an individual’s experiences of oppression or privilege are complex and multifaceted, requiring a nuanced approach to DE&I efforts. 

Inclusion vs. belonging 🫂

While inclusion refers to actively including diverse individuals in workplace processes and decision-making, belonging takes it a step further. Belonging is the sense that individuals feel truly accepted, valued, and integral to the organisation's culture. Leaders should aim to foster both inclusion and belonging to create a supportive and thriving workplace. 

Cultural competence 🔯

Cultural competence is the ability to understand, appreciate, and effectively interact with people from different cultures and backgrounds. For leaders, this means being open to learning about different cultural practices, respecting them and integrating this knowledge into management practices to foster an inclusive environment. 

Equity vs. equality 🟰

While these terms are often used interchangeably, they have distinct meanings in a DE&I context. Equality involves treating everyone the same, regardless of individual needs. Conversely, equity focuses on fairness, which means providing individuals with the specific resources and opportunities they need to achieve the same outcomes as others. Equity is essential in addressing historical and systemic disadvantages. 

Inclusive language 💬

Inclusive language avoids expressions or terms that might exclude or offend certain groups. This involves using gender-neutral terms, avoiding assumptions about people’s backgrounds or identities and being mindful of how language shapes workplace culture. For example, using "partner" instead of "husband" or "wife" ensures you’re inclusive of diverse relationships. 

Leaders today are tasked with creating workplaces that are not only diverse but also equitable, inclusive and accessible. Understanding these DE&I terms is just the beginning of that journey. By actively promoting inclusivity and reducing biases, leaders can build stronger, more resilient teams that drive both individual and organisational success.