Useful terminology
This is here to help you understand more about the language used to discuss equity, diversity and belonging. It contains a list of key terms and definitions.
We’ve developed this glossary together with colleagues and members from the RCOT EDB Reference Group and the expert advisory groups, in conjunction with the development of our Equity, Diversity and Belonging strategy.
These aren’t our definitions; we have drawn them from other organisations’ learning such as Stonewall, Scope, National Institute for Health and Care Research (NIHR), Equality and Human Rights Commission, The Law Society and Diverse Educators, as well as other NHS and Government sources. Where used, direct quotes or close paraphrases are explicitly referenced.
It’s not an exhaustive list and will evolve. We’ll update the list as needed. Contact hello@rcot.co.uk if you have any suggestions.
Ableism is ‘discrimination in favour of non-disabled people including a denial of accessibility and/or institutionalised discrimination’ (Scope).
An affinity group is formed around a shared social identity, interest or common goal. Individuals may formally or informally belong to an affinity group. Independent of RCOT, the AbleOTUK, BAMEOTUK and LGBTQIAOTUK affinity groups formed during 2020/21, and have since worked with us, as critical friends, alongside our expert advisory groups.
An ally is someone who recognises and uses their privilege in solidarity with, and support of, people and/or groups experiencing injustice, discrimination or oppression. An ally is committed to ongoing learning and critical self-reflection to inform their consistent action to challenge injustice, discrimination or oppression, often referred to as allyship.
Anti-bias refers to proactively identifying and counteracting bias, or potential bias, to oppose unfair discrimination against people based on characteristics, identities, backgrounds or experiences.
Anti-racism is an active commitment to work against racial injustice and discrimination. Anti-racism involves actions to identify and oppose racism and consciously, intentionally working to challenge and change structures, policies, processes and beliefs which perpetuate, have perpetuated or risk perpetuating racism in any, and all forms.
An asexual/ace person is someone who doesn’t experience, or seldom experiences, sexual attraction. Some asexual people experience romantic attraction, some don’t. Asexuality/ace is also used as an umbrella term to describe lack of, seldom or varied experiences of sexual and/or romantic attraction; asexuality is a spectrum.
Authenticity is when our actions and words are aligned with our complex and intertwining identities, beliefs and values. We are as true and optimal selves, without adaptation, masking or editing.
B.A.M.E stands for Black, Asian and Minority Ethnic (Minoritised Ethnic is another term used) and B.M.E stands for Black and Minority Ethnic. These acronyms are often used as umbrella terms referring to people of non-white ethnicities in the UK. Their emphasis on certain minority ethnic groups (Black and Asian) also overlooks groups such as the ‘mixed’, Gypsy, Roma and Traveller and ‘other white’ ethnic minority groups. B.A.M.E and B.M.E as umbrella terms are also criticised for amalgamating the diversity of all ethnic groups and conflating specific experiences and need.
Biphobia is discrimination against bisexual people and/or bisexuality in general. It’s based on prejudice, ignorance or negative attitudes, beliefs or views about bi people and/or bisexuality.
Bisexual/bi is an ‘umbrella term used to describe a romantic and/or sexual orientation towards more than one gender’ (Stonewall).
Cisgender (cis) is a term used to describe people whose gender identity is aligned with that assigned at birth. Cis is the antonym of trans; non-trans is sometimes used with the same meaning.
Cisnormativity is the assumption that all, or almost all, people are cisgender.
Code switching is shifting and adapting the way you speak and/or act depending on the social setting and context.
Culture is a system of beliefs, values, attitudes and assumptions about life that guide behaviour and are shared by a group of people.
Deadname is a term used to refer to someone’s birth name following a name change, for example as part of gender transition. Some people dislike the term and prefer to use the phrase ‘birth name’. To address or refer to someone by their deadname, intentionally or otherwise, is deeply disrespectful and invalidating.
Disability is described in the Equality Act 2010 as ‘you’re disabled if you have a physical or mental impairment that has a ‘substantial’ and ‘long-term’ negative effect on your ability to do normal daily activities’ (Great Britain Parliament, 2010).
Disablism is ‘discrimination or prejudice against disabled people. Both ableism and disablism describe disability discrimination, but the emphasis is different’ (Scope).
Discrimination is the unjust, inequitable or prejudicial treatment of people or groups and/or communities of people in response to characteristics of differing needs, identities, backgrounds and experiences. According to the Equality Act 2010, discrimination may be subtle or overt and take multiple forms including, but not restricted to, direct discrimination, indirect discrimination, harassment and victimisation.
Diversity means recognising, respecting, valuing and celebrating different and intersections in needs, identities, backgrounds, experiences and perspectives. It’s the key to breaking down cultural and institutional barriers and fostering a culture of creativity and innovation. There are many intersecting dimensions of diversity used to differentiate groups and people from one another, such as differences in race and ethnicity, socioeconomic, geographic backgrounds and/or people with different opinions, religious beliefs, political beliefs, sexual/romantic orientations, heritages and life experiences.
Equality refers to providing the same access, opportunities and resources for all, irrespective of differences in needs, identities, backgrounds, experiences and perspectives.
Equality legislation: The Equality Act 2010 covers everyone in England, Scotland and Wales and protects people from discrimination (direct or indirect), harassment and victimisation. Under the Equality Act, ‘there are nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation’ (Great Britain Parliament, 2010). The Equality Act does not apply to Northern Ireland. In Northern Ireland, equality and anti-discrimination law is not yet consolidated into one single act. Equality areas are age, disability, gender/sex (including trans), race, religious belief/political opinion, and sexual orientation. There are several pieces of legislation covering the above equality areas, all underpinned by Section 75 of the Northern Ireland Act 1998 (Equality Commission for Northern Ireland, 2023).
Equity recognises differences and complexity in circumstances, experiences and needs. It means treating people differently to achieve fairness by being flexible and responsive to access, opportunities and resources. Like occupational therapy, equity is about understanding and recognising individual needs. It’s about everyone having what they need to make the most of life.
Ethnicity refers to the social characteristics and/or long-shared experiences that a group of people may have in common, for example national, regional, religious, cultural origins and experiences, and heritage.
Gay refers to a man who has a romantic and/or sexual orientation towards men. ‘Gay is also a generic term for lesbian and gay sexual orientation, for example homosexuality; some women define themselves as gay rather than lesbian’ (Stonewall).
Gender, in western society, is often expressed in binary terms of masculinity and femininity and is often assumed from assignment at birth. Gender is largely socially and culturally determined, is inherently intertwined with/expressed through occupational participation and engagement and is different to sex characteristics (Stonewall). See also gender expression; gender identity; non-binary.
Gender binary is the socially constructed, Westernised idea that someone’s gender can be one of two options, either male or female.
Gender expression is the external manifestation and expression of a person’s gender identity, which is inherently intertwined with occupation. Gender expression, typically through appearance, dress and occupational engagement, is often guided by societal and cultural expectations and traditions.
Genderfluid refers to gender identity and/or expression which may not be fixed.
Gender identity is a person's innate sense of their own gender or none. A person’s gender identity may or may not align with that assumed and assigned at birth and may align with the gender binary or not (see non-binary).
Heteronormativity is the assumption that all, or almost all, individuals are heterosexual/straight.
Heterosexual/straight: describes ‘a man who has a romantic and/or sexual orientation towards women, or to a woman who has a romantic and/or sexual orientation towards men’ (Stonewall).
Homophobia is the fear or dislike of, and/or discrimination against, individuals or groups of people, based on prejudiced or negative attitudes, beliefs or views about non-heterosexual sexual/romantic orientations. Homophobia may specifically refer and relate to gay and/or lesbian people, or more broadly towards the LGBTQIA+ community.
Institutional racism, also known as systematic racism, is the collective failure of an organisation to provide an appropriate, equitable and professional service and support to people because of their colour, culture, heritage or ethnic origin. It refers to processes, attitudes and behaviours, intentional or otherwise, which amount to perpetuated discrimination and disadvantage through prejudice, ignorance and stereotyping.
Intersectionality is a term often used to describe intersecting, intertwining and overlapping aspects of identity and experience, for example gender, disability, race, ethnicity, social class, religion, sexual orientation, or gender identity. ‘Scholar Kimberle Crenshaw first used the term when explaining the multi-layered, cumulative discrimination experienced by Black women as a result of the intersection of racial and gender-based discrimination’ (The Law Society). A lens of intersectionality is needed for a more nuanced understanding of discrimination and disadvantage; intersectionality acknowledges as the potential cumulative effect of multiple intersecting underrepresented identities.
Intersex people’s sex characteristics may not be definitively binary male or female. Many intersex people are assigned either male or female at birth and may undergo surgical intervention at a young age with or without consent. Some intersex people do not identify as the gender they were assigned at birth, for example transgender. Some intersex people may identify as male, female or non-binary.
A lesbian is a woman who has a romantic and/or sexual orientation towards women (Stonewall). Some women define themselves as gay rather than lesbian.
LGBTQIA+ is the inclusive acronym for Lesbian, Gay, Bisexual, Trans(gender), Queer, Intersex, Asexual. The ‘+’ is encompassing and representative of the range and spectrum of diverse gender identities and/or sexual/romantic orientations and/or absence of either.
Lived experience is individual knowledge, insight and perspective gained through direct involvement and/or experience; through living and personally experiencing, given characteristics or circumstances.
Microaggressions, whether overt, subtle, indirect or unintentional, are expressions of racism, sexism, ableism and/or other forms of discrimination. Microaggressions are underpinned by hostility, prejudice and/or negative attitudes and generally take the form of discreet verbal, behavioural or environmental insults or exclusions.
Misgendering, either intentional or otherwise, is invalidation and disrespect of someone’s gender and identity through use of incorrect pronouns, language and/or making incorrect assumptions.
Neurodiversity is a broad term to describe a range of natural variations of the human brain and the various ways the brain can work with, process and interpret information.
Non-binary is an umbrella term for gender identities that fall outside of, or don’t sit comfortably with, the often-assumed binary gender of male or female. Non-binary people may or may not identify as trans.
Pansexual/panromantic (pan) refers to ‘a person whose romantic and/or sexual attraction towards others is not limited by sex or gender’ (Stonewall).
Power, in the context of EDB, relates to the position and capacity to decide what is best for, or exercise control over, others and/or to influence or determine, inequitably, who will have access to resources. Power is closely related to privilege and social hierarchies.
Privilege relates to power dynamics and invisible social hierarchies. Privilege operates on personal, interpersonal, cultural and institutional levels, advantaging dominant groups or communities, and disadvantaging and/or risking discriminating against underrepresented or minority groups or communities.
Pronouns are frequently used when referring to another person without necessarily using their name. Pronouns are often assumed from name and/or appearance and commonly aligned with the gender binary of male (he/him/his) or female (she/her/hers). We also frequently refer to anyone, neutrally, using they/them/theirs. Failing to use someone’s correct pronouns, the pronouns that an individual uses consistent with their gender identity, is misgendering them. This is disrespectful and often detrimental. For trans/non-binary people, allies sharing and/or respecting pronouns, and/or avoiding assumptions, are simple cues towards understanding, inclusion and safety.
Protected characteristics are the nine specific aspects of a person’s identity as defined and protected from discrimination by the Equality Act 2010. Under the Act, these are: ‘age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation’ (Great Britain Parliament).
Queer is an umbrella term for a range of people who are not heterosexual and/or cisgender, and/or a term used in avoidance of specific labels of sexual/romantic orientation and/or gender identity. Though queer has history as a derogatory term and still has challenging connotations for many, it has more recently been reclaimed by the LGBTQIA+ community as a positive, affirming term. Many people now use queer community as a synonym for LGBTQIA+ community, though this is an individual preference.
Race is a categorisation that is based mainly on physical attributes or traits, similar appearances or skin colour, for example, Black or White. In the Equality Act 2010, the protected characteristic of ‘race’ is defined as including colour, ethnic or national origin, or nationality (Great Britain Parliament).
Racism is the fear or dislike of, and/or discrimination against, individuals or groups of people, based on prejudiced, derogatory negative attitudes, beliefs or views with respect to race.
Reasonable adjustments is described by the UK government as ‘employers must make reasonable adjustments to make sure workers with disabilities, or those with physical or mental health conditions, are not substantially disadvantaged when doing their jobs.’ (UK Government).
Safe spaces are social environments where people or groups of people, or communities, can feel confident that, whilst in that space, they are safe from exposure to discrimination, criticism, harassment, or any other emotional or physical harm as a result of differing needs, identities, backgrounds, experiences and perspectives.
Sex refers to traits such as genetalia, internal reproductive organs, chromosomes and hormones. In Western society, sex is typically viewed as binary and assigned at birth on the basis of primary sex characteristics (genetalia). See also: intersex.
Sexual fluidity refers to sexual and/or romantic orientation and/or expression which may not be fixed.
Spectrum is a term used to ‘cover a variety of identities that have a root commonality or shared experience’ (Stonewall). This may refer to many of the discreet dimensions of diversity such as gender identities, sexual orientations and/or neurodiversity.
Status quo refers to current state; the way things are.
Transgender/trans is an umbrella term to describe people whose gender is different to, or does not sit comfortably with, the assignment that was made at birth. In its most inclusive and encompassing sense, trans is the antonym of cisgender (cis), and encompasses a range of gender identities diverse from those assigned at birth, including non-binary identities.
Transphobia is the fear or dislike of, and/or discrimination, against individuals or groups of people, based on prejudiced or negative attitudes, beliefs or views about transgender people and/or trans identities. This includes hostility expressed towards people who don’t conform to cultural and/or societal expectations of gender expression, or, in Western society, neatly aligned with an assumed gender binary.
Unconscious biases are judgements and associations we all hold, beyond our conscious awareness. They’re our own underlying perceptions and perhaps internally constructed stereotypes about various social and identity groups that can impact on our attitudes and behaviours without us realising.
References
Where they are direct quotes or near direct quotes, the references have been included by the definitions.
Diverse Educators (2021) Our DEI Glossary
Equality Act Guidance Great Britain Parliament (2010) Equality Act 2010 HM Government (2022)