Defining DEIS
The resources below provide definitions and recommended terms to use in constructing
strategic plans for diversity, equity, inclusion, and a sense of belonging (DEIS)
at Michigan Tech. Of course, the moment we use these terms, we might immediately wonder,
"What does all this mean?" Not surprisingly, various definitions for each of these
terms exists. However, a few common themes emerge that can help us work toward common
goals:
Diversity is often referred to as simply "what is." Diversity is the various backgrounds, lived
experiences, values, and worldviews that stem from differences in culture and circumstance.
This includes race, ethnicity, gender and gender expression, age, religion, language,
disability, sexual orientation, socioeconomic status, geographic region, and more.
Some of these identities may be marginalized in the broader society. As our society
has grown more diverse, our understanding of how these varied identities face barriers
to success also increased. Each of these identities, often in combination with others,
requires a complex understanding of the institutional and societal context and distinctive
responses to encourage success.
Equity is the active process of identifying and eliminating or reducing the structural barriers
related to race, class, disability and gender and other identities that limit access
or prevent full participation in our institutions; it requires understanding the root
cause(s) of disparities, identifying the barriers, and redressing, particularly, the
exclusion of historically underrepresented groups within our society. Equity works
to ensure justice, access, opportunity, and advancement for individuals within the
policies, practices, procedures, processes, and distribution of resources by institutions
or systems.
Inclusion is the intentional act to include difference and create environments where any individual
or group is welcomed, respected, supported, valued, and given the opportunity to fully
participate. Inclusion fosters a sense of belonging through centering, valuing, and
amplifying the voices and perspectives of all individuals and includes eliminating
practices and behaviors that marginalize groups of people or individuals.
Belonging is the extent to which people know and feel that they are valued, respected, included,
and celebrated for their individual and unique contributions and identities. When
you experience a sense of belonging, you feel like you’re an integral part of a community
where you can explore and grow with others who will support you.
Access is having the unfettered ability to take full advantage of the resources and
opportunities available.
Recommendations on Usage
None of the definitions and recommended terms below are intended to be authoritative.
Experts and members of various identity groups disagree on what some terms mean and
how they should be used. However, writers can and should use these resources as a
primer to begin the conversation—in good faith, with the intent of applying the best
terms possible. Aside from some terms that are obviously offensive, we are all learning, and we should be gracious to those who make honest mistakes.
Finally, the material below is not exhaustive, and, ultimately, writers will need
to make their own decisions about definitions and terms. As always, everyone is encouraged
to consult with Engagement and Belonging on specific questions.
When in doubt—ask your source!
Traditionally, when used as designations of racial/ethnic groups, black and white
have not been capitalized. Today, some are capitalizing Black, but not white—though arguments exist to capitalize both. On the other hand, African American, Asian American, and other group names are capitalized.
However units decide to handle this issue, it should be done thoughtfully and consistently.
Again, no hard and fast rules exist—but terms can have gray areas and change over
time. For example, the term minority was commonly used decades ago, but today it is
considered pejorative, and it will likely become inaccurate in America in the coming
decades (an alternative option is to say diverse/racial ethnic groups). Underrepresented
is another example that is common today, but may not be accurate in all situations—for
instance, Asian Americans are not technically underrepresented in certain environments
where the term is sometimes applied to them. Underrepresented/underserved is sometimes
used as a cover term to identify all diverse racial/ethnic groups.
Another consideration is using terms as nouns or adjectives. A term like “the disabled”
should be avoided in favor of “disabled people” (see also reclamation of identity-first language). Saying Black people and White people is better than saying Blacks and Whites. Generally,
hyphenate racial descriptors when used as adjectives (e.g., Asian-American students),
but not as nouns (e.g., Asian Americans). More specifically, transgender and trans
are appropriate as nouns, but never use transgendered.
Specific Identities
Acronym for lesbian, gay, bisexual, transgender, and queer. The Q generally stands
for queer when LGBTQ organizations, leaders, and media use the acronym. In settings
offering support for youth, it can also stand for questioning. LGBT and LGBTQ+ are
also used, with the + added in recognition of all non-straight, non-cisgender identities.
Both are acceptable, as are other versions of this acronym. The term “gay community”
should be avoided, as it does not accurately reflect the diversity of the community.
Rather, LGBTQ community or LGBTQ+ community are recommended.
For years, Native American seemed like a good choice, but some native people prefer
American Indian (despite its inaccuracy) because it distinguishes them from anyone
who might refer to themselves as “native” Americans because they were born in the
United States. As an overall term, Indigenous Americans may be the best designation,
but native peoples almost always prefer to be identified by their nation or tribal
community (e.g., the Ojibwe Nation or Keweenaw Bay Indian Community) when possible.
Within the disability community, terms such as handicapped and wheelchair-bound are
offensive. Avoid words that imply that disabled people are victims, such as “suffers
from.” Some differences may seem confusing, but it’s not hard to understand why “person
with a mental health condition” is preferred over “mental patient.”
Designations for Black people are quite fluid today. Some object to the term African
American because not all Black people who are American citizens strongly identify
with this term (for example, those who trace their ancestry to the Caribbean). Some
Africans also find the term pejorative. Black people or Black Americans (assuming
all included in the group are American citizens) may be the best choice.
Asian American is almost universally recognized as the preferred term.
Given the number of Spanish- and Portuguese-speaking countries in the Americas, it
is not surprising that it is difficult to find a single term to describe people whose
origins include these many countries. Hispanic refers to Spain and doesn't accurately
describe Brazilians, whose heritage goes back to Portugal. Latino, like Hispanic,
is Eurocentric, and it also has a masculine ending in the Spanish and Portuguese languages
(though gender in these languages has less to do with human gender than it does in
English). The most acceptable term is Latinx, but only a tiny minority of native speakers
use it—and most haven’t even heard of it. Further, Latinx is hard to pronounce, especially
for Spanish and Portuguese speakers, and many consider it to be an imposed term. Latine
has been proposed as an alternative, but it is even less well known than Latinx. Engagement
and Belonging recommends using Latinx but acknowledges its limitations.
Selected Web Resources