About Designated Diversity Groups

Definitions

Consistency of language and better understanding of equity, diversity, inclusion, and accessibility will be supported by the following lexicon. Increased understanding and use of these terms will enhance employees’ cultural competency. 

Accessibility

Accessibility is the standard practice of making information, programs, services, support systems, products, and physical and digital environments easily accessible, available, and barrier-free to persons with diverse abilities. Accessibility is about treating individuals with respect and dignity. It promotes social inclusion, accommodates individual identities, and supports personal development and organizational successes.

Cultural Competence 

The ability to appreciate, interact with, and show respect to cultures of belief systems different from one’s own. Organization facilitates an environment for employees to build an understanding between each other, are respectful and open to different cultural perspectives and are aware of their own world view and inherent biases. Cultural competency promotes a sense of belonging, fundamental to equity, diversity, and inclusion of all employees within an organization.

Discrimination

Refers to the unfair and prejudicial action, whether intentional or not, that deprives a person or group of people of or limits their access to opportunities, advantages and resources that are available to other members of society because of their race, national or ethnic origin, skin color, age, sex, sexual orientation, gender identity/expression, marital status, family status, immigration status, creed, religion, political belief, genetic characteristics, physical/mental ability, income level, source of income, and conviction or record suspension.

Diversity

Diversity is the range of visible and invisible qualities, experiences and social and cultural identities that shape who we are, how we think and how we engage with, and are perceived by the world. These can be along the dimensions of age, skin colour, gender, national origin, ethnicity or physical/mental ability, and also includes other dimensions such as economic status, sexual orientation, gender identity, education level, family status, thinking styles, geographic location, first language, immigration/refugee status, socio-economic background, religious/spiritual beliefs, or political ideologies and many more. They can also include differences such as personality, style, capabilities, and thoughts/perspectives.

Equity

Equity is the principle of fairness that considers people’s unique experiences, individual diversity, lived experiences, and ensures that they have access to appropriate resources, services, programs, and opportunities that are necessary for them to attain their full potential. Equity also aims to create a positive, intersectional, and psychologically safer organizational culture that eliminates barriers for all individuals.

Inclusion

Inclusion is an attitude and approach that embraces diversity in the workplace where all employees feel valued and have a sense of belonging within an organization that applies the principles of equity and fairness in all aspects of its policies, practices, procedures, and service delivery. An inclusive environment enables individuals and groups to feel safe, respected, engaged, motivated, and valued, for who they are and for their contributions toward organizational and societal goals.

Neurodivergent

Neurodivergent is a nonmedical term that refers to the diversity or variation of cognitive and mental function in how some people naturally think, understand information, experience, and interact with the world. Neurodiversity encompasses many different types of conditions; individuals may present differently and have unique support needs.

Organizational Culture

Refers to the mutual beliefs, values, and expectations of members of an organization. Determinants include an organization’s structure, leadership, mission, and strategy which provide employees with a sense of unity and purpose. Organizational culture is dynamic, based on the needs of the organization, organizational culture is subject to ongoing change and development. 

Racism

Refers to the belief that one ethnic group of people is superior to another based off physical characteristics and abilities. Racism occurs when individuals or groups are disadvantaged or mistreated, whether conscious or not, based on their perceived race and/or ethnicity, frequently expressed through prejudice, discrimination, hostility, and even violence.

Self-identification

Self-identification also called self-declaration, is the process by which an individual chooses to voluntarily disclose their identity, that is, whether they belong to any of the diversity groups that are currently underrepresented in the workplace or have historically been disadvantaged in fully participating in the community due to various barriers. This process may include declaring their race, ethnicity, gender identity, sexual orientation, veteran status, disability status or geographical location (e.g., living in rural or urban PEI), among other dimensions of individual diversity.

Definitions of Designated Diversity Groups:

2SLGBTQIA+ 

2SLGBTQIA+ is an acronym for Two-Spirit, Lesbian, Gay, Bisexual, Transgender, Transsexual Queer/Questioning, Intersex, Asexual and others. It refers to a population of people united by having gender identities or sexual orientations that differ from the heterosexual and cisgender majority. This acronym and many 2SLGBTQIA+ terms are always evolving, and it is important to be respectful and use the terms that an individual or people prefer.

Black/Racialized and Culturally Diverse Groups

Members in a racialized group are persons other than Indigenous persons, who are non-white in color/race regardless of place of birth. They are diverse groups, and may include those whose ancestry is South Asian, East Asian, Black, Southeast Asian, Middle Eastern, Latin American, etc. This definition replaces the “visible minority” which is considered outdated.

Immigrants/Newcomers

Immigrants are persons residing in Canada who were born outside of Canada, excluding temporary foreign workers, Canadian citizens born outside Canada and those with student or working visas.

Newcomers to Canada who have established residential ties with Canada may be protected persons (including refugees) within the meaning of the Immigration and Refugee Protection Act; people who have applied for or received permanent resident status from Immigration, Refugees and Citizenship Canada.

Indigenous Peoples

Indigenous peoples refers to First Nations, Métis, and Inuit people in Canada, as recognized under Section 35 of the Constitution Act, 1982.

Persons with Disabilities

A person living with a disability is someone who has a severe and prolonged recurring medical condition, which may be physical, cognitive, mental, sensory, emotional, or developmental, which results in an impairment, activity limitation, or a participatory restriction. An impairment is a problem in body function or structure; an activity limitation is a difficulty encountered by an individual in executing a task or function, while a participatory restriction is a problem experienced by an individual in involvement in life situations.

Women in Leadership and Management, and All genders in Non-Traditional Occupations 

Traditionally the distribution of women and men in the workforce generally revealed a pattern of women working in support and services roles and men in leadership and decision-making roles. Occupational participation reveals similar clustered patterns of genders in technical and professional careers. Non-traditional occupations are jobs that have been traditionally filled by one gender.

Youth

Youth are defined as those age 16 - 29.