A Common DEI Language: Reference Guide
Updated 10/4/2021
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“It is critically important for every single one of us to study and come to understand racism in all
of its manifestations…and part of that understanding is defining terms. The first step [to having
conversations about race, racism and being anti-racist] is ensuring there is a common
vocabulary. You can’t really talk about anything without a common language—those set
definitions. The first step to [safe and productive] conversation is to define terms, so everyone
can be on the same page.”
Dr. Ibram X. Kendi
At AMC, we are committed to building a shared diversity and inclusion language that serves as
the foundation for having open, trusting and transparent conversations with our colleagues and
with our teams. We want to ensure that members of the AMC community are equipped with the
tools they need to speak inclusively and to keep current with the ever-evolving language
associated with DEI. Our goal is not to tone police or to make sure everyone is being
“politically correct.” Rather, our focus is on ensuring we treat one another with human decency,
dignity and respect.
We encourage people to lead with courage, compassion and curiosity. We know we won’t
always get it right, so we also know that we must learn to acknowledge our mistakes and
apologize with humility and vulnerability. Language is constantly evolving; just as we adjust and
adapt to other changes in language—such as all the ways in which we have integrated
language about technology into our lexicon—be sure to approach learning DEI vocabulary with
a growth mindset.
This document is a reference guide to find well-researched and vetted information and consider
it to be a living document. We ask people to share their questions and feedback, so we can be
responsive to folks’ needs ([email protected]).
This is a dense, ever-growing document. Revisit it. Come back to it again. Use it as an ongoing
reference. To help with searching, please utilize the Table of Contents below. You may also
want to use Ctrl F to search for words, phrases and terms.
TABLE OF CONTENTS
Reflection Questions
Inclusive Language – What Is It?
Definitions
Questions You Might Have About Language
General
Race and Ethnicity
Gender and Sexuality
Disabilities
Common Words, Phrases and Idioms to Avoid
You Will Make Mistakes! What to Do When That Happens
References
A Common DEI Language: Reference Guide
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Reflection Questions
It can be challenging to integrate new language and vocabulary, especially when we are worried
about making mistakes or offending people. As you focus on having a growth mindset about
adapting to new language, here are some reflection questions to hold close:
1. What have I learned in the past that makes me shy away from discomfort?
2. How do my upbringing, values and lived experiences inform how I think about diversity,
inclusion and words/phrases that make me feel confused or uncomfortable?
3. How can I commit myself to taking steps to change my language? Who can help hold
me accountable?
4. If I mess up, how can I forgive myself and ask forgiveness from others with grace and
humility?
5. How can I build new habits around the new words and phrases I’m learning?
Inclusive Language
We seek to speak inclusively and put people at the center of our language.
INCLUSIVE LANGUAGE…
▪
Puts people first and never intentionally excludes people from a group
▪
Is free from words or phrases that explicitly or implicitly stereotype, discriminate or
express prejudice
▪
Centers the wants and needs of people who have historically been and/or currently are
excluded, marginalized and decentered by those in the majority
▪
Is defined by those who are marginalized
USING INCLUSIVE LANGUAGE…
▪
Makes people who are typically marginalized feel included and valued
▪
Demonstrates respect for people’s humanity and a belief in the value of inclusion of all
▪
Can help to build trust across lines of difference
▪
Requires an ongoing commitment to learning and evolving to support marginalized
communities
▪
Means sometimes you’ll still mess up and will need to apologize!
Definitions
This list is ever-evolving and ever-growing. This is just a starting point, as we continue to
build our shared and common D&I language.
ALLYSHIP requires action. It is an active and consistent practice of using your power and
privilege to drive inclusion for all.
ANTI-RACISM is the conscious decision to identify and challenge racism on a daily basis.
It requires ongoing self-awareness and self-reflection.
BIPOC stands for Black, Indigenous and other people of color.
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INCLUSIVE BEHAVIORS
▪
Express curiosity
▪
Demonstrate compassion
▪
Act with intention
DIVERSITY is your individual differences, characteristics and experiences that make you unique
and distinct. These characteristics are both:
▪
Inherent: what you are born with
▪
Acquired: influenced by the experiences you’ve had and the choices you’ve made
INCLUSION happens when everyone acts with intention to ensure that you can be the best
version of yourself, you feel valued and that you belong, and you know you can thrive. A culture
that is intentionally inclusive:
▪
Is safe
▪
Is accessible
▪
Affirms your individual social identities, experiences, contributions and perspectives
▪
Continuously adapts and responds, fostering ongoing learning and empathy
INTERSECTIONALITY, coined by Professor Kimberlé Crenshaw, describes how race, class,
gender and other social identities “intersect” with one another; it is a lens through which you can
see where privilege and power—or lack thereof—interlocks and intersects. Stated another way,
it is the complex and cumulative way in which the impact of multiple forms of discrimination
combine, overlap and/or intersect in the experiences of marginalized individuals or groups.
MARGINALIZED means you are on the fringes of society, excluded or isolated due to the
systems that uplift and/or grant access to resources to those who are in the majority and/or
privileged groups.
MICROAGGRESSIONS are the everyday verbal, nonverbal and environmental slights, snubs
or insults—whether intentional or unintentional—that communicate hostile, derogatory or
negative messages that target people solely based upon their marginalized group membership.
PREJUDICE is a judgment or belief that is formed on insufficient grounds before facts are
known or in disregard of a facts that contradict that judgment or belief. We can learn and
unlearn prejudices.
PRIVILEGE is a set of unearned benefits due to belonging to a specific social group, including
race, gender, sexual orientation, etc., that are not afforded to other groups, such as white
privilege.
RACISM is a prejudice against someone or a group of people based on race, and that prejudice
is reinforced by systems of power. Racism operates at four levels:
▪
Structural/systemic
▪
Institutional
▪
Interpersonal
▪
Internalized
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UNCONSCIOUS BIAS refers to a bias that happens automatically, is outside of our control and
is triggered by our brain making quick judgments and assessments of people, information and
situations, influenced by our background, environment, and personal experiences. Unconscious
biases often run contrary to our conscious beliefs.
WHITE FRAGILITY, coined by Robin DiAngelo, is the defensive reaction white people have
when their ideas about race and racism are challenged. It is a state in which even a minimum
amount of racial stress becomes intolerable, triggering a range of defensive moves, [including]
the outward display of emotions such as anger, fear and guilt.
Questions You Might Have About Language
Language is imperfect, especially when we’re talking about diversity and inclusion. Words and
phrases and ideas related to DEI are ever-evolving, updating and adapting. The answers
provided below are based on research and perspectives shared by the people most impacted
by these words and definitions. What is considered “appropriate” or “correct” today could literally
change and update tomorrow, so we are constantly checking ourselves and our research to
make sure we’re staying as current and up-to-date as possible.
That said, on an individual to individual basis, you should be checking to understand what
language people prefer. Someone who is Black may prefer to be referred to as African
American; while one person in the LGBTQIA+ community may prefer to use the word, “queer,”
someone else in the community may not. Respect people’s individual choices.
We, like you, will make mistakes. That’s OK. We’re all striving to be better colleagues and
people, and to be human is to be flawed. We ask for grace and feedback.
GENERAL
Question
Answer
Is it OK to use “diverse” to describe a single
person?
“Diverse” means variety within a group.
Therefore, one individual person, place,
thing, etc. cannot be diverse – there is no
such thing as a “diverse” person.
“Diverse” is often used as a euphemism for
“Black” or “person of color,” but diverse is not
a synonym for those phrases. You can have
a diverse group of people, but a single
person is not “diverse.”
What is the difference between “minority” and
“marginalized” and “underrepresented,” and
what should I be saying?
“Minority” refers to a small fraction of the
population around race, gender, sexual
orientation, religion, etc. It is the
quantification of a group, and it is an out-
dated, though still frequently used in media,
term.
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“Marginalized,” as noted above, refers to
access to resources, and this is based on
power and privilege.
“Underrepresented” refers to a subset of a
population that holds a smaller percentage
within a significant subgroup than the subset
holds in the general population.
Minority and underrepresented refer to
quantification.
Instead of using “minority” as a noun, use
“marginalized” as a verb when referring to a
group or a person who is a part of a
community that are not considered part of the
group that has privilege.
What is cultural appropriation, and why is it a
problem?
Cultural appropriation happens when
someone in one community adopts an
element or elements of another culture, and
this can be particularly fraught and
challenging when it is someone from a
privileged background. This can feel like
diminishing an entire culture and its
significance down to a novelty or aesthetic.
It isn’t about shaming anyone; rather, it’s
about listening to the people from the culture
you’re interested in and having genuine
respect for and understanding of something
that’s not your own. And, just remember – no
one person speaks for the entire community,
so even if one person thinks it’s OK, that
doesn’t make it OK.
RACE AND ETHNICITY
Question
Answer
Should I say, “African American” or “Black”?
Black; not every person who is Black is also
African American.
Should I capitalize the “B” in Black?
Yes! In fact, the AP just changed its style
guide to ensure the “B” is capitalized.
According to the VP of standards for the
Associated Press, “the lowercase black is a
color, not a person.”
Do Latinx and Hispanic mean the same
thing? And why do people say, “Latinx”?
People who are Latinx are from Latin
America, and people who are Hispanic are
from countries where Spanish is the primary
language. You could be Latinx AND Hispanic,
or one or the other, but they are not
interchangeable terms.
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Latinx is a non-binary phrase to encompass
all genders.
Oh, and Latinx and Hispanic are ethnic
identities, not racial categories. So, you could
be white AND Hispanic, or Black AND Latinx.
What does URM stand for?
Underrepresented minority; in tech and
academic spaces, Black and Latinx people,
as well as women, are considered URMs.
The category of URM is based on population
size, so, for example, people who are Asian
are considered to be overrepresented in tech
spaces because their population numbers
tend to be higher than the US population
numbers.
How should I refer to Native Americans?
Whenever possible, Native people prefer to
be called by their specific tribal name. When
speaking broadly, people tend to be OK with
Native American, American Indian and
Indigenous American.
Are people from India considered Asian?
Yes! Indian Americans fall within the very
broad umbrella of Asian American.
“Redlining” is a term that describes the
practice of completing every trail on a map, in
a trail network or park, etc.
“Redlining” also “refers to a discriminatory
pattern of disinvestment and obstructive
lending practices that act as an impediment
to ho
me ownership among African Americans
and other people of color.” Learn More.
This is a case of one word that can mean
two very different things, but one of the
uses evokes proactively racist and
exclusionary practices. With that in mind,
try ‘tracing the trails’.
Should I use the term citizen science or citizen
scientist? Some of our participants may not be
citizens of the US.
Community science is a more inclusive
term that is more inclusive. Community
scientist may also be used.
GENDER AND SEXUALITY
Question
Answer
What does LGBTQIA stand for?
Lesbian
Gay
Bisexual
Transgender
Queer (sometimes, the Q also stands for
“questioning”)
Intersex
Asexual
What does “cisgender” mean?
Cisgender refers to people whose gender
identity aligns with the sex they were
assigned at birth.
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What does “transgender” mean?
Transgender refers to people for whom their
gender identity differs from the sex they were
assigned at birth.
Please note, not everyone who is
transgender goes through a medical
transition.
What does “non-binary” mean?
Non-binary refers to gender falling outside of
the categories of “man” and “woman”
What is “gender identity”?
Gender identity is one’s deeply held, internal
sense of their gender.
What is “gender expression”?
Gender expression is how people express
their gender identity outwardly through many
vehicles, such as name, pronouns, clothing,
etc.
I’ve noticed some people share their
pronouns in their e-mail signatures or share
them when introducing themselves. Why are
they doing this?
Sometimes, we make assumptions about
one’s gender based on a variety of cues,
such as name and appearance. By
proactively sharing our pronouns, we ensure
that we are not misgendered and prevent
people from making assumptions about us.
Also, please note, it is outdated to say
“preferred” pronouns. Saying “preferred”
makes it seem like using someone’s
pronouns is optional when, in reality, using a
person’s pronouns is the most basic need
they have to feel safe and to exist in public
spaces.
I’ve heard people use “they/them/their/theirs”
as singular. This is not what I grew up
understanding!
That’s totally OK. Change is hard, but yes,
“they/them/their/theirs” are singular pronouns,
just like “he/him/his” and “she/her/hers.”
How do I ask someone their pronouns? I feel
uncomfortable!
If you feel nervous asking someone their
pronouns, try introducing yourself with your
name and your pronouns. This may open up
space for the other person to share. Or, you
can just use “they/them/their/theirs” until they
share their pronouns with you.
I heard that saying “guys” or “gals” is not
inclusive. Why? What should I say instead?
These terms are not gender neutral and
exclude people who do not identify with the
gender binary.
You can say, “folks,” “you all” and “everyone.”
I hear people keep referring to women as
“females,” especially when they’re talking
about demographics and data—is that OK?
The use of “female” can be seen as
pejorative. “Female” is a scientific term
referring to the sex of a species, whereas,
“woman” refers specifically to female human
beings.
Additionally, not all women were assigned the
female sex at birth, so conflating “female”
with “woman” can erase people who are
gender non-conforming and transgender.
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Is it OK to say “queer”?
Some people within the LGBTQIA+
community have reclaimed “queer.” Once
considered pejorative, some people within
the community use queer as an overarching
term that includes both gender identity and
sexual orientation. That said, not everyone
within the community has embraced or is OK
with this term.
DISABILITIES
Question
Answer
Should I say, “disabled” or “special needs” or
“differently abled”?
People with disabilities prefer the term
“disabled.”
What does “person-first language” mean
versus “identity-first language”?
Typically, guidance is that we use language
that is “person-first” when speaking about
people with disabilities. For example, a
person with autism. However, within the
community, some people prefer “identity-first
language;” for example, autistic person.
What am I supposed to say instead of
“handicapped”?
Please try out “accessible,” instead. For
example, “accessible parking” or “accessible
restroom.”
How do I ensure I’m being respectful when I
speak about people with disabilities?
Focus on what people can do versus what
they cannot. For example, instead of
“wheelchair-bound,” say, “someone who uses
a wheelchair.
Also, avoid language like “defect,” “invalid,”
“victim” or “afflicted by.” Avoid using “normal”
as the opposite of someone who has a
disability.
Common Words, Phrases, and Idioms to Avoid with Suggested
Replacements
We know language evolves constantly, and we are not trying to control how people speak or
what they say. Rather, we know that words and phrases that were at one time considered
socially acceptable may evolve into no longer being appropriate. It’s important that we
scrutinize our language and consider the origins of certain words, phrases, and idioms. Just
because one person may be comfortable, doesn’t mean another person will be – and vice
versa. What may be acceptable to people within a community, may not be acceptable if said or
used by someone outside of the community, and we know that no community is a monolith, so
people will disagree within the umbrella of a community. We acknowledge that this is hard and
complicated! We offer the below as opportunities for you to interrogate meaning and for you to
consider how you can work to be more inclusive of all experiences, identities, and
perspectives.
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Harmful to…
Try this instead…
Asians
▪
Enthusiastic
▪
Excited
religions
▪
Ninja (Japanese people)
▪
Specialist
▪
Expert
▪
An authority
▪
An ace
▪
“It’s been awhile!”
▪
“I haven’t seen you in
forever!”
▪
“I can’t go for that!”
▪
“I can’t do that for you.”
This is considered a slur. Please do
not refer to Asian people as
“Oriental.”
The Black
community
Grandfathering
▪
Exempt from the new rule…
policy… etc.
▪
Excused
▪
Legacied in
Tell it like it is
▪
Betrayed
▪
Cheated
▪
Stuck-up
▪
Arrogant
▪
Conceited
▪
Bully
▪
Ruffian
This is an outdated term that is no
longer used to describe Black
people or other people of color.
Please do not use this word to
describe BIPOC.
▪
Hecklers
▪
Critics
▪
“The rowdy ones”
▪
Squeaky wheel
▪
“I couldn’t understand
them.”
▪
“They were mumbling.”
Indigenous
people
▪
Meeting
▪
Check-in
▪
Stand-up
▪
Huddle
▪
Group
▪
Team
Lowest-ranking person; person with
the least positional power
Protect ourselves
Keep things moving
Inuit
Go rogue
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Indigenous
People
(cont.)
▪
Ripped off
▪
Robbed
▪
Hustled
▪
Role model
▪
Inspiration
▪
Icon
▪
Patronus (from the Harry
Potter series)
▪
Native American
▪
American Indian
▪
Indigenous American
Jewish people
Inferior
▪
Hooray (only the “hip hip” is
considered problematic)
▪
Yay
The LGBTQIA+
Community
▪
“That’s bizarre!”
▪
“That’s silly!”
▪
“That’s weird!”
Intersex
▪
Transsexual
▪
Transgendered
▪
Transgender
▪
Trans
▪
Transfeminine
▪
Transmasculine
The best and most respectful thing
to do is to say nothing at all.
People with
disabilities
▪
Special needs
▪
Retar**d
▪
Dumb
▪
Stupid
▪
Moron
▪
Spastic
▪
Derp
▪
Pathetic
▪
Not cool
▪
Annoying
▪
Frustrating
▪
Irritating
▪
Ignorant
▪
Dense
▪
Silly
▪
Foolish
▪
Turn a blind eye…
▪
Blinded by…
▪
Turn a deaf ear to…
▪
Willfully ignorant
▪
Deliberately ignoring
▪
Paralyzed
▪
Frozen by
▪
Completely stuck
▪
“I feel overwhelmed!”
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People with
disabilities,
specific to
people with
mental or
emotional
disabilities
▪
Insane
▪
Nuts
▪
Psychotic
▪
Bonkers
▪
Deranged
▪
Lunatic
▪
Loony
▪
Schizophrenic
▪
Outrageous
▪
Ridiculous
▪
Absurd
▪
Silly
▪
Wild
▪
Ludicrous
▪
Bogus
▪
Asinine
As a note, some of these words are
explicit synonyms for “crazy,” and
there’s debate about if they’re
better… general consensus is
these are still better than
“crazy” but people have
different preferences
Also, please do not use
clinical language or labels to
“diagnose” other people’s
emotional states or behavior
or to describe your own.
▪
“This is so frustrating!”
▪
“I am so irritated!”
bus.”
▪
“They’re frustrating me.”
▪
“I am annoyed with that
person.”
▪
“What a
sociopath/psychopath.”
▪
“What a whack job/whacko.”
▪
“What a jerk!”
▪
“That person is being really
mean.”
▪
“They’re acting really
irrationally.”
▪
“I’m feeling really stressed!”
▪
“This is overwhelming!”
today”
▪
“I feel really out of sorts
today!”
▪
“I feel all over the place!”
▪
“I can feel my need to
control things coming out!”
Romani people
▪
Ripped off
▪
Fraud
▪
Shortchanged
▪
Swindle
Victims of
Assault
▪
Offended
▪
Defeated
▪
Shamed
Women-
identifying
people
▪
Impassioned
▪
Vehement
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You Will Make Mistakes! What to Do When That Happens
We all make mistakes! Staying grounded in a growth mindset creates the space for learning,
change and improvement. Changing, updating and adapting our language, especially when it
might be grounded in how we were raised or our personal values, can be difficult. We are
moving from unknowing to recognizing our mistakes to building new habits in how we speak.
It is all our responsibility to build inclusion and to be responsive to feedback when we might not
get it right. We proceed with good intent, but even with good intentions, sometimes our impact is
harmful. Let’s begin to normalize acknowledging when we screw up and apologizing. Being
open and vulnerable helps to build your credibility and trust with others.
IN THE MOMENT…
▪
That’s not what I meant to say… I am working on this! I meant to say…
▪
Oh, my bad! I’m sorry. I meant to say…
▪
I’m sorry; I wanted to say… instead.
ONGOING…
▪
Do your research; find resources online to help you build your knowledge and acumen.
▪
Ask! Just because a word or phrase is commonly used and accepted by a broader
community doesn’t mean that specifically applies to your colleague or direct report. Ask
people’s preferences.
▪
Acknowledge that you are learning and growing and that you are committed to change;
seek out feedback proactively.
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