A note on definitions, acronyms and abbreviations

Throughout this paper we have used a range of different acronyms relating to diversity and inclusion – largely based on the variations used by the interviewees. The ‘standard’ acronyms seem to vary over time and depending on where the organisation is on the journey from a diversity focus to an inclusion, culture and belonging focus.

The main terms used by organisations in this research are below, and a brief description of their distinct roles below.

• EDI – Equality or Equity, Diversity and Inclusion.
• DEI – Diversity, Equality or Equity, and Inclusion.
• ICB – Inclusion, Culture and Belonging.
• DIB – Diversity, Inclusion and Belonging.
• CD&I – Culture, Diversity and Inclusion.

In Brief:

• Diversity – The range of differences between people, including race, gender, ethnicity, and more. 
• Equity considers the different needs that an individual may have or need to complete a given task fairly. Giving people the resources and support they need to be on a level playing field.
• Equality – focuses on giving everyone the same opportunity or task. Equalitys assumes that everyone starts in the same place. Equity is giving people what they need to make the same of the opportunity and achieve the same outcome.
• Inclusion – Creating a welcoming environment where people feel valued and respected, and have their voices heard. 
• Belonging – The feeling of being accepted and part of a community, where people can be themselves and feel safe. 

In addition a variety of imperfect acronyms and phrases are used to represent ethnic diversity. Many of these are reflective of the way the underlying data has been historically collected which does not do justice to the modern awareness we have of the ethnic, racial, religious and cultural dimensions of our colleagues. However some terminology used within this research includes:

• BAME – Black, Asian, Minority Ethnic.
• BME – Black and Minority Ethnic.
• Ethnically Diverse –  mixture of people from various ethnic and cultural backgrounds or identities.
• Different ethnic groups – as above.
• Global majority – a term used to describe people of Indigenous, African, Asian, or Latin American descent, who make up about 85% of the world’s population. Considered in some quarters to be a more empowering term however it is not without its detractors – with some preferring United Kingdom Minority Ethnic as a way of being more specific about the local context and challenge.

Language is an area that can cause some concern particularly around ‘saying the wrong thing.’ However in our research we found that where the inclusion and culture were there, this was significantly less of a concern. The best thing to do in any situation is to refer to the actual ethnic classification that you are talking about. Beyond that, your staff and any race network or ERG you have should be able to advise on a form of words that best reflects your workforce, goals and community.

Some more information on why language is important in being more specific and impactful in solutions, is here  https://equalities.blog.gov.uk/2022/04/07/why-we-no-longer-use-the-term-bame-in-government/

An up to date list of ever changing acronyms in this space can be found here.