Diversity, Equity and Inclusion Glossary of Terms

A

Term	Description
Ally/allyship	Rooted in the term “alliance”, an ally is an individual in a position of privilege or power who makes consistent efforts to understand, uplift, empower, and support equity-deserving groups. An ally is not a member of the group but seeks to stand in solidarity with an equity-deserving group to end oppression, discrimination and/or prejudice.
Ableism	Ableism is discrimination that favours “able-bodied” people, or people without disability. Ableism prioritises the needs of people without disability. A building designed without a ramp or a lift for people who require them, a lack of captions for a meeting, and stadiums without low-sensory spaces are all examples of ableism.
Accessibility	Accessibility is the ability to access and benefit from a process, system, service, or product. If something is accessible, then anyone can directly access or use it, regardless of their ability, location, language, culture, time and resources, or any other differentiating factor that contributes to the diversity of our communities. Accessibility is proactive and strives to remove barriers during the design stage of an event, program, or service. Accessibility is about planning to create an inclusive environment for all.
Accommodation	Accommodation is reactive and strives to remove barriers caused by inaccessible design. This ensures people with disabilities have the same access as people without disabilities. Accommodation is about eliminating barriers for an individual upon request.
Ageism	Ageism arises when age is used to categorize and divide people in ways that lead to harm, disadvantage, and injustice. It can take many forms including prejudicial attitudes, discriminatory acts, and institutional policies and practices that perpetuate stereotypical beliefs.
Adultism	Discrimination or exclusion of young people based on the belief that younger people are less valuable or less capable.
Anglo-Celtic background	‘Anglo-Celtic’ describes those cultural backgrounds that are English, Scottish, Welsh and Irish.
Anti-racism	Anti-racism involves actively attempting to combat racist policies, practices, culture and ideas. Anti-racism is about more than being ‘not racist’. It involves active decisions that seek to combat injustice and promote racial equity. It can be helpful to think of anti-racism as a skill set that we can all develop and use to promote a better, more equitable society.
Asexual	A sexual orientation that reflects little to no sexual attraction, either within or outside relationships. People who identify as asexual can still experience romantic attraction across the sexuality continuum. While asexual people do not experience sexual attraction, this does not necessarily imply a lack of libido or sex drive.

B

Term	Description
Bias	Bias is an inclination, prejudice, preference, or tendency towards or against a person, group, thing, idea, or belief. Biases are usually unfair or prejudicial and are often based on stereotypes, rather than knowledge or experience. Bias is usually learned, although some biases may be innate. Bias can develop at any time in an individual’s life.
BAME	Stands for Black, Asian and minority ethnic.
BIPOC	Stands for Black, Indigenous, (and) People of Colour.
BME	Stands for Black and minority ethnic.
Bisexual	Bisexual means being attracted to the gender the same as your own, and to other genders. Some people use it to mean "attracted to two or more genders".
Biphobia / Homophobia / Lesbophobia / Panphobia / Queerphobia	Refers to negative beliefs, prejudices, stereotypes, and fears that exist towards bisexuals, homosexuals, pansexual and queer people. It can range from the use of offensive language to bullying, abuse and physical violence; and can include systemic barriers, such as being denied housing or being fired due to a person's sexual orientation.
Binary (gender binary)	The classification of gender into two distinct, opposite forms of masculine and feminine, whether by social system or cultural belief.
Brotherboy	A term used by Aboriginal and Torres Strait Islander people to describe gender diverse people who have a male spirit and take on male roles within the community. Brotherboys have a strong sense of their cultural identity.

C

Term	Description
Carer / Caregiver	Carers are people who provide unpaid care and support to family members and friends who have a disability, mental illness, chronic condition, terminal illness, an alcohol, or other drug issue or who are frail aged.
Cultural Appropriation	Originally coined to describe the effects of colonialism, cultural appropriation generally entails adopting aspects of a minority culture by someone outside the culture, without sufficient understanding of its context or respect for the meaning and value of the original. Cultural appropriation done in a way that promotes disrespectful cultural or racial stereotypes is considered particularly harmful.
Cultural Awareness	Cultural awareness is a basic understanding that there is diversity in cultures across the population.
Cultural Competence	Cultural competence is the ability to participate ethically and effectively in personal and professional intercultural settings. It requires knowing and reflecting on one’s own cultural values and world view and their implications for making respectful, reflective, and reasoned choices, including the capacity to imagine and collaborate in cross-cultural contexts. Cultural competence is ultimately about valuing diversity for the richness and creativity it brings to society.
Cultural Diversity	Cultural diversity means having a mix of people from different cultural backgrounds – it can include differences in cultural/ethnic identity (how we identify ourselves and how others identify us), language, country of birth, religion, heritage/ancestry, national origin, and/or race. This cultural diversity definition recognizes that: Cultural diversity has multiple aspects. Cultural diversity includes both objective and subjective aspects of people’s cultural background. Cultural diversity includes cultural identity.
Cultural Humility	Cultural humility is a lifelong journey of self-reflection and learning. It involves listening without judgment and being open to learning from and about others. It involves learning about our own culture and our biases. Cultural humility is a building block for cultural safety. It is an overarching principle that is threaded through our learning and acts as the process by which change can occur.
Cultural Identity	The definition of groups or individuals (by themselves or others) in terms of cultural or subcultural categories (including ethnicity, nationality, language, religion, and gender). In stereotyping, this is framed in terms of difference or otherness. See also ethnic identity; gender identity; identity; lifestyle; national identity.
Cultural Load	Cultural load is the (often invisible) load borne by Aboriginal and Torres Strait Islander people in the workplace, where they are either the only Indigenous person or one of a small number of Indigenous people. This creates an additional workload associated with, for instance, being consistently expected to respond to all things relating to Aboriginal and/or Torres Strait Islander people in the workplace and speak on behalf of all Aboriginal and Torres Strait Islander people.
Cultural Safety	An environment that is safe for people: where there is no assault, challenge, or denial of their identity, of who they are, and what they need. It is about shared respect, shared meaning, shared knowledge, and experience of learning, living, and working together with dignity and truly listening.
Cultural Sensitivity	Cultural sensitivity grows when we start to see the influences of our own culture and acknowledge that we have biases. This can be an eye-opening experience, and it may take courage and humility to walk this path. Cultural sensitivity is NOT about treating everyone the same. With cultural awareness and sensitivity comes a responsibility to act respectfully.
Cultural Sensitivity in Healthcare	The purpose of cultural sensitivity in healthcare is to create a space where ideal health outcomes are available for everyone, and prejudice is non-existent. Cultural sensitivity embraces and engages with everyone’s different cultural identities and values, which ultimately creates an environment that is optimally comfortable and productive.
CARM	The term culturally and racially marginalized (CARM) refers to people who are not white. Research shows this group experiences racial marginalization. This includes people who are Black, Brown, Asian, or any other non-white group, who face marginalization due to their race. The term “culturally” is added because these people may also face discrimination due to their culture or background – e.g., a woman who is a Muslim migrant from South Sudan may face discrimination because of her race and her religion and cultural background.
CALD	The term ‘culturally and linguistically diverse’ (CALD) refers to people from a range of countries and ethnic and cultural groups. It includes people of non–English-speaking backgrounds as well as people born outside Australia but whose first language is English and encompasses a wide range of experiences and needs. CALD is a much broader category than CARM and often extends to people who can be racialized as white, even if they are not from an Anglo-Celtic background. For example, a Ukrainian migrant or someone who was born in Australia to Ukrainian parents. This term prioritizes cultural and linguistic explanations of difference and is therefore insufficient for any meaningful discussion or understanding of race and racism.
Chosen Name	A chosen name is the use of a first, middle, and/or last name that is different from a person’s legal name. A chosen name might better reflect someone’s gender identity, their cultural and/or social identity. It might be a nickname, an Australian name, or an Anglicized version of their legal name.
Cisgender	A person whose gender identity corresponds with their chromosomal karyotype and/or the gender they were assigned at birth.

D

Term	Description
Deaf	Having little to no functional hearing, even with amplified sound. This is the preferred term for people who are deaf, rather than "hearing impaired".
“Big-D” Deaf	People who are deaf may refer to themselves as “Deaf” with a capital “D” (colloquially referred to as “big-D Deaf”). When capitalized, Deaf is “a sociological term referring to those individuals who are medically deaf or hard of hearing who identify with and participate in the culture, society, and language of Deaf people, which is based on Sign language.”
“Small-d” deaf	People who are deaf may refer to themselves as “deaf” with a lower-case D (colloquially referred to as “small-d deaf”). When lower-case, deaf refers to “people who are medically deaf but who do not necessarily identify with the Deaf community.”
D/deaf	A collective noun that refers to “Deaf” people (see “Big-D” Deaf) and “deaf” people (see “small-d deaf”).
Disability (social model)	Disability arises from the way people with disability interact with the world. Individuals encounter physical barriers, digital barriers and barriers of attitudes and communication. These barriers impact on an individual’s ability to equitably participate in society.
Disability (medical model)	Medical model of disability sees disability as an individual deficit, a deviation from the ‘norm’. Under the medical model, experts intervene to treat, care for, and protect people with disability. The social model rejects the medical model of disability. The power relations inherent in the medical model of disability are commonly referred to as ableism. The medical model is all about what a person cannot do and cannot be.
Disability (legal definition)	Disability, in relation to a person, means: total or partial loss of the person’s bodily or mental functions; or total or partial loss of a part of the body; or the presence in the body of organisms causing disease or illness; or the presence in the body of organisms capable of causing disease or illness; or the malfunction, malformation, or disfigurement of a part of the person’s body; or a disorder or malfunction that results in the person learning differently from a person without the disorder or malfunction; or a disorder, illness or disease that affects a person’s thought processes, perception of reality, emotions or judgment or that results in disturbed behaviour; and includes a disability that: presently exists; or previously existed but no longer exists; or may exist in the future (including because of a genetic predisposition to that disability); or is imputed to a person. To avoid doubt, a disability that is otherwise covered by this definition includes behaviour that is a symptom or manifestation of the disability.
Discrimination	Discrimination happens when a person, or a group of people, is treated less favourably than another person or group because of their background or certain personal characteristics. This is known as ‘direct discrimination’. It is also discrimination when an unreasonable rule or policy applies to everyone but has the effect of disadvantaging some people because of a personal characteristic they share. This is known as ‘indirect discrimination’. Discrimination can be against the law if it is based on a person’s age, disability, race, including colour, national or ethnic origin or immigrant status, sex, pregnancy, marital or relationship status, family responsibilities or breastfeeding, sexual orientation, gender identity or intersex status.
Diversity	Diversity refers to the mix of people in an organisation - that is, all the differences between people in how they identify in relation to their: Social Identity e.g., being Māori, being of Aboriginal and/or Torres Strait Islander origin, age, gender, caring responsibilities, LGBTIQ+ status, culture or faith. Professional Identity e.g., profession, education, organisational level, location. These aspects come together in a unique way for each individual and shape the way they view and perceive their world and workplace.
Dead name	A term used by some trans people to describe the name they were given and known by prior to affirming their gender and/or coming out.

E

Term	Description
Equality	Equality is recognising that, as human beings, we all have the same value. This means, we all have the same rights, we should all receive the same level of respect, and have the same access to opportunities. This isn’t just a nice idea - there are actual laws supporting this.
Equity	Equity is about everyone achieving equal outcomes. We all have the same value and deserve a good life, but we all start from a different place. We are also all wonderfully different and experience the world in our own unique way. It’s because of these differences that we sometimes need to be treated differently for us all to live safely, healthily, happily…and equally!
Ethnicity	Ethnicity refers to the shared identity or similarity of a group of people on the basis of one or more distinguishing characteristics, such as common history, culture, language, and geographic origin.

G

Term	Description
Generations	Groups of people born in specific time frames, set based on historical events, historic birth rates, and other factors. Generations are often assumed to have similar shared experiences, ideals, and attitudes, leading to the application of generalizations and stereotypes based on generation.
Silent generation	People born between 1925 to ~1945. People of the silent generation were children during the Great Depression and World War II.
Baby boomers	People born between ~1946 to 1964. Baby boomers make up a large portion of the current workforce and are reaching retirement age.
Generation X	People born between 1965 to 1980. The portion of this generation born between 1966 and 1971 are sometimes referred to as “baby busters.”
Millennials	People born between ~1981 to ~1996. Millennials are the children of baby boomers and grew up throughout the rise of technology.
Generation Z	People born between ~1997 to ~2011. This generation is most characterized by the existence of social media throughout their lives.
Generation Alpha	People born between ~2010 to 2025. Generation Alpha is the most recent cohort and are the children of millennials.
Gay	An individual who identifies as a man and is sexually and/or romantically attracted to other people who identify as men. The term gay can also be used in relation to women who are sexually and romantically attracted to other women.
Gender	A social and cultural construct recognizing and distinguishing the different attributes of individuals, including their norms, behaviors, roles, and responsibilities, as well as their relationships with each other.
Gender accommodating/sensitivity	Being aware of not only gender differences but also respectfully and sensitively adjusting and adapting to these differences.
Gender balance	A human resource issue calling for equal participation of genders in all areas of work (including at senior positions) and in initiatives that organizations lead or support.
Gender-based constraints	Constraints that individuals face that are a result of their assigned gender at birth or their chosen gender identity.
Gender disparities	Statistical differences (often referred to as “gaps”) between genders, often between men and women, or boys and girls, that reflect an inequality in some quantity.
Gender expression	How someone expresses their sense of masculinity and/or femininity externally.
Gender fluid	Means that a person’s gender identity is not fixed. Some gender fluid people feel very masculine on some days, and feminine on others, while some live free from definition entirely.
Gender gap	Disproportionate differences between genders, particularly as reflected in attainment of development goals, access to resources, and levels of participation. A gender gap indicates gender inequity.
Gender identity	Gender identity is an individual's sense of whether they are a man, woman, nonbinary, gender fluid, or a combination of one or more of these identities. It’s part of an individual's sense of self.
Gender inequity	Legal, social, and cultural situation in which gender determines different rights for individuals, reflected in their unequal access to or enjoyment of rights.
Gender neutral	Anything – a concept, an entity, a style of language, behavior – that is not associated with any gender.
Gender norms	Accepted attributes and characteristics of gendered identity for a specific society or community. They are the standards and expectations to which gender identity generally conforms.
Gender parity	A numerical concept concerning relative equality in terms of numbers and proportions of different genders.
Gender questioning	An individual that is not yet able to identify their gender due to either being unsure, still exploring, or concerned about applying a social label to themselves for various reasons.
Gender roles	Social and behavioral norms that, within a specific culture, are widely considered to be socially appropriate for individuals of a specific sex.
Gender stereotyping	Ascribing certain attributes, characteristics, and roles to people or individuals based on their gender.

H

Term	Description
Heteronormative / Heteronormativity	The assumption by individuals or society that everyone is heterosexual, that heterosexuality is the default, “normal”, or superior.
Heterosexual	A person who is sexually or romantically attracted to people of the opposite sex.
Homosexual	A person who is sexually or romantically attracted to people of their same sex.

I

Term	Description
Identity Strain	A term coined by Diversity Council Australia refers to the strain employees feel when they themselves or others, view their identity as not meeting the norms or expectations of the dominant culture in the workplace. The concept draws on literature investigating the efforts and energies members of minorities groups expend negotiating and managing their identity in the workplace to avoid the negative consequences of discrimination, harassment, bias, and marginalisation. It also draws on other identity literature that demonstrates employees can feel pressure to change how they present themselves at work if they feel their identity and values do not conform with those of the organisation
Inclusion	Inclusion is getting this mix to work: Inclusion occurs when diverse people are respected, connected, progressing, and contributing to organisational success. Respected: Inclusion occurs when diverse people at work feel valued and respected for who they are. Connected: Inclusion occurs when diverse people feel connected to their co-worker, treated as an insider, and so have a sense of belonging. Progressing: Inclusion occurs when divers people at work have opportunities to develop their career and progress. Contributing: Inclusion occurs when divers people can contribute their talents and energies to the organisation. Importantly, this definition of inclusion focuses on characteristics which have a demonstrable link to positive business outcomes (e.g., productivity, performance, engagement, innovation). Inclusion occurs when people feel, and are, valued and respected. Regardless of their personal characteristic or circumstance, and where they: have the opportunity to fulfil their individual and combined potential have access to opportunities and resources can contribute their personal best in every encounter can contribute their perspectives and talents to improve their organisation can bring far more of themselves to their jobs have a sense of belonging.
Intended partner	Refers to a person and their spouse or de facto partner, who enter into a surrogacy arrangement with another person who will carry a child on their behalf
Intersectionality	‘Intersectionality’ refers to the ways in which different aspects of a person’s identity can expose them to overlapping forms of discrimination and marginalisation. Intersectionality refers to the way that multiple aspects of diversity (e.g., our age, care-giving responsibilities, disability status, sexual orientation, and gender identity) come together or ‘intersect’ to form part of our identity – and therefore our experience of inclusion at work.
Intersex	Differences in sex development or ‘intersex’ encompasses a broad range of congenital variations in the development of sex characteristics. Intersex denotes a number of different variations in a person’s physical, hormonal or genetic characteristics that do not match strict medical definitions of female or male sex.

L

Term	Description
LGBTIQA+	LGBTIQA+ is an evolving acronym that stands for lesbian, gay, bisexual, transgender, intersex, queer/questioning, asexual. Many other terms (such as non-binary and pansexual) that people use to describe their experiences of their gender, sexuality and physiological sex characteristics. In Australia, we often see LGBTIQA+SB to explicitly include Sistergirl and Brotherboy, identities used by trans and gender-diverse Aboriginal and Torres Strait Islander peoples.
Lesbian	A woman who is sexually or romantically attracted to other women and not to people of other genders.
Legal name	A person's name that is usually the name given at birth and recorded on the birth certificate but that may be a different name that is used by a person consistently and independently or that has been declared the person's name by a court.

M

Term	Description
Mental Health	Mental health is a state of mental well-being that enables people to cope with the stresses of life, realize their abilities, learn well, and work well, and contribute to their community. It is an integral component of health and well-being that underpins our individual and collective abilities to make decisions, build relationships and shape the world we live in.
Merit and meritocracy	Meritocracy was a term coined by British sociologist, Lord Michael Young, in 1958 when describing a future where merit, expertise and intelligence trumped social class assigned by birth. His son subsequently highlighted that meritocracy can also be exclusionary and used as a way of “legitimising and perpetuating privileged status”. Meritocracy is an ideology in which individuals are selected or rewarded based on their abilities, talents, effort, and accomplishments. A meritocracy assumes everyone has an equal opportunity to develop their talents and skills. However, the playing field is uneven, and individuals may experience limited opportunities due to structural inequalities, e.g., around gender, race, ethnicity, sexuality and socioeconomic status. Systemic barriers can prevent some individuals from fully developing their potential. In a workplace context, “merit” comprises an individual’s past performance and their potential. While past performance may be ascertained through such factors as years’ experience and formal qualifications, this can be limiting since less experience may not mean reduced capability; rather, it may reflect a lack of opportunity. Further, an individual’s potential is subjectively determined and is open to bias of decision-makers. Reframing merit through the lens of equity and inclusion means striving to determine an individual's past performance and future potential through objective examination and interrogation of bias, through all stages of selection and recruitment processes, with consideration to inequities faced and opportunities given to individuals.
Microaffirmation	A microaffirmation is a small gesture of inclusion, caring or kindness. They include listening, providing comfort and support, being an ally and explicitly valuing the contributions and presence of all. It is particularly helpful for those with greater power or seniority to “model” affirming behaviour.
Microaggression	A comment or action that unconsciously or unintentionally expresses or reveals a prejudiced attitude toward a member of a marginalized group, such as a racial minority. These small, common occurrences include insults, slights, stereotyping, undermining, devaluing, delegitimizing, overlooking or excluding someone. Over time, microaggressions can isolate and alienate those on the receiving end and affect their health and wellbeing.
Man	A term used to describe someone who self-identifies as a man or as masculine based on what is important to them as an individual—including gender roles, behaviour, expression, identity, and/or physiology.
Masculinities / Femininities	These are dynamic socio-cultural behavioural categories used in everyday language that refer to certain behaviours and practices recognised within a culture as being “feminine” (stereotypically carried out by women) or “masculine” (stereotypically carried out by men). They change with culture, religion, class, over time and with individuals and other factors. The values placed on femininities and masculinities vary with culture also. Any person may engage in forms of femininity and masculinity. As an example, a man can engage in what are often stereotyped as “feminine” activities, such as caring for a sick parent or staying home to raise children.
Misgendering	Referring to someone by words or language that is not affirming for them, such as using a former name or pronoun, or making assumptions about their appearance.

N

Term	Description
Neurodiversity	Neurodiversity describes the idea that people experience and interact with the world around them in many different ways; there is no one "right" way of thinking, learning, and behaving, and differences are not viewed as deficits. The term neurodiversity is often considered an umbrella term for many alternative thinking styles including ADHD, Autism, Dyslexia, Dyspraxia and Dyscalculia. For some, the term is considered to include any type of mind that diverges from dominant societal norms, standards and expectations and incorporates further experiences such as OCD, C-PTSD, Fetal Alcohol Spectrum Disorders and more. It’s important to use the term neurodiversity rather than labelling people with deficits or disorders, as neurodivergent people bring so many unique talents and strengths to the table.
Non-binary	This is an umbrella term for any number of gender identities that sit within, outside of, across or between the spectrum of the male and female binary. A non-binary person might identify as gender fluid, trans masculine, trans feminine, agender, bigender etc.

Term

Description

Neurodiversity

Neurodiversity describes the idea that people experience and interact with the world around them in many different ways; there is no one "right" way of thinking, learning, and behaving, and differences are not viewed as deficits.

The term neurodiversity is often considered an umbrella term for many alternative thinking styles including ADHD, Autism, Dyslexia, Dyspraxia and Dyscalculia.

For some, the term is considered to include any type of mind that diverges from dominant societal norms, standards and expectations and incorporates further experiences such as OCD, C-PTSD, Fetal Alcohol Spectrum Disorders and more.

It’s important to use the term neurodiversity rather than labelling people with deficits or disorders, as neurodivergent people bring so many unique talents and strengths to the table.

Non-binary

This is an umbrella term for any number of gender identities that sit within, outside of, across or between the spectrum of the male and female binary. A non-binary person might identify as gender fluid, trans masculine, trans feminine, agender, bigender etc.

O

Term	Description
Open relationship	A relationship where the people involved are seeking or open to romantic or sexual activity outside of the relationship. The term can apply to a couple (two people) or an already polyamorous relationship with more than two people. People in an open relationship may or may not consider themselves polyamorous, particularly if the relationship is only open in terms of sexual activity.
Othering	We define “othering” as a set of dynamics, processes, and structures that engender marginality and persistent inequality across any of the full range of human differences based on group identities.

P

Term	Description
Partner	A gender-neutral term for someone with whom a person is in a relationship with
Polyamory / Polyamorous	Polyamory, or consensual nonmonogamy, is the practice of having multiple intimate relationships, whether sexual or just romantic, with the full knowledge and consent of all parties involved. Polyamory is generally not gender-specific; anyone can have multiple partners of any gender.
Privilege	An unearned, sustained advantage that comes from race, gender, sexuality, ability, socioeconomic status, age, and other differences.
Psychological Hazard	Psychosocial hazards arefactors in the design or management of work that increase the risk of work-related stress and can lead to psychological or physical harm.
Psychological Safety	Psychological safety is the shared belief that it's ok to speak up and take interpersonal risks. These interpersonal risks may take the form of contradicting others, asking questions, or sharing new or alternative ideas. In a complex, multidisciplinary environment such as the healthcare system, psychological safety enables effective communication and promotes the delivery of safe and reliable care to patients. Psychological safety is a precursor to feeling included and lays the groundwork for genuine inclusion. Without psychological safety, you can’t have a truly inclusive culture.
Pansexual	Pansexual means attracted to (or has the potential to be attracted to) people of all genders. Binary or not.
Pronouns	A pronoun is a word that refers to either the people talking (I or you) or someone/something that is being talked about (like she, it, them, and this). Pronouns like he, she and they specifically refer to the people that you are talking about. Gendered Pronouns – She and He are gendered pronouns. She is typically used by female-identifying people. Similarly, He is typically used by male-identifying people. Both of these are sometimes used by people who don’t identify as male or female. Gender Neutral Pronouns - They, them, theirs are common gender neutral pronouns. These are basically pronouns that don’t imply ‘male’ or ‘female’. Gender neutral pronouns are typically used by gender diverse and non-binary identifying people.

R

Term

Description

Race

The idea of race is a modern one and emerged in 16th-17th century Europe. It refers to the idea that humans can be organised into distinct biological ‘races’ with defined physical and social traits. Today, it is widely accepted that biological categories of race do not exist. However, that does not mean that race, as a concept, is no longer relevant. This is because ideas of race (and ideas that are racist) were foundational to the development of many of today’s laws, cultures and societies, with certain racial identities perceived and positioned as superior to others.

The definition of race includes colour, nationality, descent and ethnic, ethno-religious or national origin.

Racism

A belief that racial differences produce or are associated with inherent superiority or inferiority. Racially based prejudice, discrimination, hostility or hatred. Institutionalized racism, also known as systemic racism, refers to forms of racism that are engrained in society or organizations. It is when entire racial groups are discriminated against, or consistently disadvantaged, by larger social systems, practices, choices or policies.

Racial literacy

Racial literacy refers to the ability to recognise and understand how race and racism inform society.

S

Term	Description
Spouse	A gender-neutral term for someone with whom a person is in a relationship with. Usually refers specifically to a legally married partner.
Surrogacy	Surrogacy is an arrangement in which a woman (the surrogate) agrees to carry and give birth to a child on behalf of another person or couple (the intended parent/s).
Surrogate	A surrogate, sometimes also called a gestational carrier, is a woman who conceives, carries and gives birth to a child for another person or couple (intended parent/s). The surrogate agrees to give the child to that person or couple after the birth.
Stereotype	An assumption about a certain group, and the notion that the assumption applies to all members of the group. Stereotypes can be positive but are generally negative and ignore the diversity that exists within a group.
Structural discrimination	A form of discrimination resulting from policies, despite apparently being neutral, that have disproportionately negative effects on certain societal groups.
Structural barriers	Structural barriers are obstacles that impact specific people or groups of people and reinforce inequality of outcome. They may come in the form of policies, practices, ideologies, or patterns of behaviour that systematically disadvantage marginalised groups.
Sexual orientation	refers to an individual's sexual and romantic attraction to another person. This can include, but is not limited to, heterosexual, lesbian, gay, bisexual and asexual. It is important to note, however, that these are just a handful of sexual orientations - the reality is that there are an infinite number of ways in which someone might define their sexuality. Further, people can identify with a sexuality or sexual orientation regardless of their sexual or romantic experiences. Some people may identify as sexually fluid; that is, their sexuality is not fixed to any one identity.
Sex	Refers to the biological and physiological reality of being males or females, according to physical, hormonal, or genetic features utilised by strict medical definitions.
Sistergirl	A term used by Aboriginal and Torres Strait Islander people to describe gender diverse people that have a female spirit and take on female roles within the community. Including looking after children and family. Many Sistergirls live a traditional lifestyle and have strong cultural backgrounds.

T

Term	Description
Tokenism	Something that a person or organization does that seems to support or help a group of people who are treated unfairly in society, such as giving a member of that group an important or public position, but which is not meant to make changes that would help that group of people in a lasting way.
Trans and gender diverse	These are inclusive umbrella terms that describe people whose gender is different to what was presumed for them at birth. Trans people may position ‘being trans’ as a history or experience, rather than an identity, and consider their gender identity as simply being female, male or a non-binary identity. Some trans people connect strongly with their trans experience, whereas others do not. Processes of gender affirmation may or may not be part of a trans or gender diverse person’s life.
Transition	Transition may involve social, medical and/or legal processes to affirm a person’s gender identity.
Transphobia	Transphobia is a term that describes a range of irrational fears, negative attitudes and unreasonable feelings that a person may feel towards another person or a group of people due to their transgender, gender questioning or gender diverse status, identity and/or expression. Transphobia phobia can lead people to discriminate against, stereotype, ostracise, harass, or even act with violence towards others, simply because they are different to them.

V

Term	Description
Visible minorities	An ethnic or racial group whose members are visibly distinguishable from those of the predominant ethnic or racial group in a society; (usually) spec. a non-white ethnic or racial group.

W

Term	Description
White Centering	Belief that white culture, values and norms are the normal center of the world
White Supremacy	The term ‘white supremacy’ can often conjure up images of violent extremist groups. But white supremacy can also be much more commonplace than that. It can mean the way that stories, religions, identities, values, languages and cultures practiced and embodied by Australians of Anglo-Celtic, and some European ancestries are considered to be the norm in Australian society, with everyone else framed as ‘other’.
Woman	A term used to describe someone who self-identifies as a woman or as feminine based on what is important to them as an individual - including gender roles, behaviour, expression, identity, and/or physiology.

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