91亚色

2厂尝骋叠罢蚕滨础+听is an umbrella term used to denote people of various sexual orientations and gender identities. The letters stand for two spirit, lesbian, gay, bisexual, trans/transgender, queer/questioning, intersexual and asexual. 鈥淭he placement of two spirit (2S) first is to recognize that Indigenous people [sic] are the first peoples of this land, and their understanding of gender and sexuality precedes colonization. The 鈥�+鈥� is for all the new and growing ways we become aware of sexual orientations and gender diversity.鈥� (Adapted from听, University of British Columbia)

• Context and usage: Rates of representation of the 2SLGBTQIA+ community at 91亚色 are collected through self-identification data for employees.听
• See also Gender Identity and Expression and Sexual Orientation

Ableism听may be defined as a belief system, analogous to racism, sexism, or ageism, that sees persons with disabilities as being less worthy of respect and consideration, less able to contribute and participate, or of less inherent value than others. Ableism may be conscious or unconscious, and may be embedded in institutions, systems or the broader culture of a society. It can limit the opportunities of persons with disabilities and reduce their inclusion in the life of their communities.听(Source:听听Ontario Human Rights Commission, June 27, 2016)

• Context and usage: The University seeks to counter ableism, partly through its听
• See also Accessibility听and Disability.

Accessibility refers to the degree to which physical, pedagogical and administrative structures are (re)designed to enable the full, meaningful and equitable engagement of all community members (as defined in this document). Accessibility is also the degree to which persons with disabilities can access a device, service or environment without barriers. Accessibility is also a process: it is the proactive identification, removal and prevention of barriers to persons with disabilities. (From the Glossary on Accessible Customer Service eLearning by the Council of Ontario Universities) Accessibility includes, but is much broader than, physical access to buildings. It also includes, for example, designing for physical, financial, sensory, social, and language-level access. (91亚色 DEDI Strategy)

• Context and usage: The University鈥檚 policy on accessibility observes the standards laid down by the听听(础翱顿础).
• 厂别别听91亚色鈥檚 AODA Compliance.

Ageism is often a cause for individual acts of age discrimination and also discrimination that is more systemic in nature, such as in the design and implementation of services, programs and facilities. Age discrimination involves treating persons in an unequal fashion due to age that is contrary to human rights law. (Source: , Ontario Human Rights Commission)

• Context and usage: The definition of age under the听91亚色 Human Rights听policy adopts the Ontario Human Rights Code definition.

础苍迟颈-谤补肠颈蝉尘听refers to taking proactive steps to fight racial inequity. It differs from other approaches that may focus on multiculturalism or diversity, because it acknowledges that systemic racism exists and actively confronts the unequal power dynamic between groups and the structures that sustain it.

• Context and usage: See also Race and Racism.

叠别濒辞苍驳颈苍驳听describes values and practices where no person is left out of our circle of concern. Belonging means more than having just access; it means having a meaningful voice and the opportunity to participate in the design of political, social, and cultural structures. Belonging includes the right to both contribute and make demands upon society and political institutions. (Source:听)听

• Context and usage: 鈥�91亚色 will work towards creating a more inclusive and equitable community where everyone feels a sense of belonging and that they are respected.鈥� (91亚色 DEDI Strategy).  
• See also Inclusion.

颁濒补蝉蝉颈蝉尘听is a prejudice against or in favour of people belonging to a particular social class, resulting in differential treatment. (From the听)

• Context and usage: While social class or economic background is not a code ground under the Ontario Human Rights Code, receipt of public assistance (in housing) is. The EDI strategy also mentions the context of accessibility, including 鈥渇inancial accessibility鈥�: Accessibility includes, but is much broader than, physical access to buildings. It also includes, for example, designing for physical, financial, sensory, social, and language-level access. (91亚色 DEDI Strategy)

Colonialism听is an intentional process by which a political power from one territory exerts control over a different territory. It involves unequal power relations power relations policies and/or practices of acquiring of acquiring full or partial political control over other people or territory, occupying the territory with settlers, and exploiting it economically. (Source:听)听听

• Context and usage: The University Academic Plan,听听补苍诲听91亚色’s Framework on Black Inclusion听all听refer to understanding the impact of colonization and an active process of decolonizing curriculum in order to pursue inclusive excellence and advance equity.听

颁谤别别诲听In the Ontario Human Rights Code and 91亚色鈥檚 Human Rights Policy and Procedures, rights pertaining to religion and spirituality are referred to as 鈥渃reed,鈥� which consists of religious beliefs and practices. It may also include non-religious belief systems that, as with religion, substantially influence a person鈥檚 identity, worldview and way of life. (Adapted from the听听)

• Context and usage: Creed is a prohibited ground for discrimination under 91亚色鈥檚 Human Rights Policy. See also the policy on Academic Accommodation for Students鈥� Religious Observances for more information on the University鈥檚 commitment to respecting the religious beliefs and practices of all members of the community, and making reasonable and appropriate accommodations to adherents for observances of days of religious significance.

Decolonizing is a foundational principle of 91亚色鈥檚 Decolonizing, Equity, Diversity and Inclusion Strategy. Decolonizing refers to the processes of deconstructing colonial systems, institutions, logic and practice to transform social and political relations with Indigenous Peoples. It is a collective approach that centres and values Indigenous knowledges in service of the reestablishment of Indigenous sovereignty and the repatriation of Indigenous land and ways of life.

• Context and usage: 91亚色 is committed to recognizing and redressing how academic institutions perpetuate colonialism. 
• See entry for Colonialism

DEDI An abbreviation for 鈥渄ecolonizing (or decolonization), equity, diversity and inclusion.鈥� The term 鈥渄ecolonizing鈥� added before “EDI” highlights the importance of approaching EDI through a critical perspective that frames the work within an anti-oppression and anti-colonial framework. The terms equity, diversity and inclusion are often grouped together to describe efforts to create more supportive, representative and equitable environments. Equity, diversity and inclusion are three distinct values that support and uphold each other. In presenting all together, DEDI also addresses some of the limitations of previously using terms like 鈥渄iversity,鈥� 鈥渆quality鈥� or 鈥渕ulticulturalism鈥� on their own.

• See separate entries for Decolonizing, Equity, Diversity and Inclusion.

顿颈蝉补产颈濒颈迟测听should be interpreted in broad terms. It includes both present and past conditions.听听Disabilities shall be defined as those conditions so designated under the听Ontario Human Rights Code.听Disabilities may be visible or nonvisible (sometimes referred to as invisible or hidden). Visible disabilities are disabilities that are easily observed or recognized. For example, persons who are blind and use guide dogs or persons with mobility disabilities who use wheelchairs have visible disabilities. Nonvisible disabilities, on the other hand, are disabilities that are not readily apparent. Persons with learning disabilities or mental health disabilities, persons with medical conditions such as diabetes, and many persons with hearing loss have nonvisible disabilities. Likewise, disabilities may be temporary or permanent. (Source:听)

• Context and usage: For more information, see the 91亚色 Policy on Academic Accommodation for Students with Disabilities, the 91亚色 Policy on Accommodation in Employment for Persons with Disabilities, and .

顿颈蝉肠谤颈尘颈苍补迟颈辞苍听Any form of unequal treatment based on an听Ontario Human Rights Code听ground, whether imposing extra burdens or denying benefits. Discrimination may be intentional or unintentional. It may involve direct actions that are discriminatory on their face, or it may involve rules, practices or procedures that appear neutral but disadvantage certain groups. Discrimination may take obvious forms, or it may happen in very subtle ways. Even if there are many factors affecting a decision or action, if discrimination is one factor, that is a violation of this policy. (From:听)听

• Context and usage: The university鈥檚 Human Rights Policy adopts the definition and interpretation of discrimination under the Ontario Human Rights Code. 

Diversity听is a foundational principle of 91亚色鈥檚 DEDI strategy. It refers to the presence of difference and variety of personal experiences, values and worldviews that arise from difference of culture and circumstance. Such differences include race, ethnicity, sexual orientation, gender identity and expression, disability, age, class, religion and spirituality, geographic and international affiliations and more.听

• Context and usage: Diversity and Inclusivity are among the five core values of the university. The university supports and encourages diversity through the identification and removal of barriers and biases, and the creation of workplaces and learning environments that are free of harassment and discrimination. (91亚色 DEDI Strategy)
• When using the word 鈥渄iverse,鈥� it should only be applied to an entire collective (e.g. 鈥渢he entire student body is diverse鈥�) and not for a subset of a collective, nor as a euphemism for historically, persistently or systemically marginalized people (e.g. 鈥渄iverse students were less likely to feel sense of belonging鈥�). The latter usage assumes that the other part of the collective is 鈥渘ot diverse,鈥� which is rarely accurate and can imply that certain identities or aspects of diversity are fundamentally different from the rest of the group. (Adapted from )
• See also Ways of knowing.

Employment equity听is an ongoing planning process used by an employer to:

• Identify and eliminate barriers in employment procedures and policies.
• Put into place positive policies and practices to eliminate systemic barriers.
• Ensure appropriate representation of four federally designated groups throughout all occupations and at all levels within the organization.听In Canadian employment equity legislation, disadvantaged groups have been defined as Indigenous people, women, people with disabilities, and racialized people. 91亚色 as an institution recognizes these four categories as well as the umbrella category of 2SLGBTQIA+ people.
• Foster a climate of equity and attract talent to the organization. (Adapted from听)听

• Context and usage: 91亚色 is committed to Employment Equity and monitors the representation of the above designated groups. See the听Annual Employment Equity Report听for more information.

Equity听is a foundational principle of 91亚色鈥檚 DEDI strategy.听Equity refers to the fair treatment, access, opportunity and advancement for students, faculty, instructors, and staff at every stage of educational and career development.听Taking equity as a guiding principle听means that the University will respect and value the differences of our members by actively identifying and removing barriers, including structural barriers, to ensure that historically excluded groups have the same opportunity to fully flourish at 91亚色.听(91亚色 DEDI Strategy)

• Context and usage: In the university context, equity requires the creation of opportunities for historically, persistently, or systemically marginalized populations of students, staff, instructors, and faculty to have equal access to education, programs, and growth opportunities that are capable of closing achievement gaps. This requires recognizing that there are existing inequities; not everyone is starting from the same place or history, and that deliberate measures to remove barriers to opportunities may be needed to ensure fair processes and outcomes. (Source: )  

Equity-deserving groups are communities that experience significant collective barriers in participating in society. This could include attitudinal, historic, social and environmental barriers based on age, ethnicity, disability, economic status, gender, religion, nationality, race, sexual orientation and transgender status etc. Equity-deserving groups are those that face discrimination or barriers to equal access, opportunities and resources and actively seek social justice and reparation. (Source: )

• Context and usage: 91亚色 has opted to use the term 鈥渆quity-deserving鈥� rather than 鈥渆quity-seeking.鈥�
• See also Underrepresented Populations and Historically Excluded Groups.

Gender expression refers to how听a person publicly or outwardly expresses or presents their gender identity. This can include physical expressions, such as outward appearance, and can be presented through hair, make-up, dress, voice and body language, or behaviour. A person鈥檚 chosen name and pronouns are also common ways of expressing gender. In different ways and at different times, people can change how they express their gender identity.听

• Context and usage: In addition to the ways in which individuals choose to express their gender, the way other people perceive someone鈥檚 gender expression, can also significantly impact a person鈥檚 experience. Gender expression was added to the Ontario Human Rights Code as a code ground to protect against discrimination. 
• Gender expression is also a protected ground under the Ontario Human Rights Code and the 91亚色 Human Rights Policy. See also .

Gender identity听is听a person鈥檚 internal and individual experience of gender. It is a person鈥檚 sense of being a woman, a man, both, neither or anywhere along the gender spectrum. Gender identity does not corelate with a person鈥檚 assigned sex or to their sexual orientation.听A person鈥檚 gender identity may change over time. A person鈥檚 current gender may differ from the sex a person was assigned at birth and may differ from what is indicated on current legal documents. Examples of gender identities include: woman, man, cisgender (including cisgender man or woman), transgender, nonbinary, gender nonconforming. (Adapted from:听听补苍诲听)

• Transgender: A person whose gender identity differs from the sex they were assigned at birth may identify as transgender, for example. It can be used as an umbrella term to refer to a range of gender identities and experiences. 
• Cisgender: A person whose gender identity aligns with the sex they were assigned at birth. 
• Non-binary: A person who self-identifies as non-binary may have a gender identity in between or beyond 鈥渕an鈥� or 鈥渨oman鈥� or have no gender, either permanently or for some of the time. Non-binary gender identity is understood as broader, less defined and potentially more fluid. ()
• Context and usage: Gender identity is also a protected ground under the Ontario Human Rights Codeand the 91亚色 Human Rights Policy.
• See also Gender expression and 2SLGBTQIA+

Harassment听is defined as “engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome.鈥� ()

• Context and usage: At 91亚色, harassment is defined in accordance with relevant policy, code, regulation, or collective agreement applicable to the person(s) or incident(s) at issue. The definition of harassment from the Ontario Human Rights Code, as amended, also applies to community members in respect of services, housing, and employment.
• For more information, consult 91亚色鈥檚 . Resources at 91亚色 include  for human rights code based concerns, the  for issues pertaining to sexual harassment and  (OSCR) for students. 

Historically/structurally/systemically听excluded individuals and groups听refers to those people or groups who have been excluded or disenfranchised throughout history, and whose legacy includes day-to-day barriers that contributed to past, and perpetuate current, inequities which compound over time.听In Canadian employment equity legislation, these disadvantaged groups have been defined as Indigenous people, women, people with disabilities, and racialized people. 91亚色 as an institution also recognizes these four categories as well as the umbrella category of 2SLGBTQIA+ people as historically underserved and/or excluded.听Systems, policies, practices, culture, behaviours, and beliefs continue to maintain these barriers. It is often not an individual intentional, but rather a systematic, effort to discriminate. It is an unconscious, unrecognized practice of doing things as they have always been done (and recreating the historical exclusions). At times, the term 鈥渦nderserved鈥� is also used to specifically describe the lack of services or accessibility of services for, or acknowledgement of, historically excluded groups.听(Source:听)

• Context and usage: 91亚色 acknowledges that there are historically underserved and underrepresented populations. We recognize that policies, practices, informal processes and language created by and for particular groups of people, with a default norm in mind, produce structural barriers that limit access and inclusion for other individuals and groups.
• See also Underrepresented Populations and Employment Equity.

Homophobia听is the fear, hatred, discomfort with or mistrust of people who are lesbian, gay, or bisexual听and/or who express themselves in ways that challenge traditional gender roles. Homophobia may stem from a fear of associating with people from the 2SLGBTQIA+ community and/or of being perceived as gay, lesbian or bisexual themselves.听(Source:听;听)

Human rights听are听a universal entitlement that all people should have access to freedom, justice and protection from discrimination and harassment, and that people should have equal access to a climate that preserves the dignity and worth of individuals and groups.听In Ontario, the听 prohibits actions that discriminate against people based on a protected ground (age, ancestry, colour, race, citizenship, ethnic origin, creed, disability, family status, marital status, gender identity, gender expression, receipt of public assistance, record of offences, sex, and sexual orientation), in a protected social area (accommodation/housing, contracts, employment, goods, services, and facilities, membership in unions, trade, or professional associations).听

• Context and usage: Every member of the 91亚色 community is protected by 91亚色鈥檚 Human Rights Policy and Procedures. You can reach out to a  if you have any questions, concerns, or need assistance relating to matters impacting your human rights. For definitions of the Code grounds listed in the definition above, please see 91亚色鈥檚 Human Rights Policy and Procedures. 

Inclusion听is a foundational principle of 91亚色鈥檚 Equity, Diversity and Inclusion Strategy. It听refers to enabling all individuals on our campuses to fully enjoy the opportunities the University has to offer, and ensure people feel a sense of belonging. It means valuing and cultivating full and meaningful engagement of historically and structurally excluded individuals and groups in a healthy and affirming climate.听

• Context and usage: The听91亚色 Academic Plan, the听Policy on Academic Accommodation for Students with Disabilities, and the听Framework on Black Inclusion听affirm the importance of inclusion and inclusive design.听
• See also Belonging.

Indigeneity听refers to the inherent rights and entitlements of Indigenous Peoples.听听

• Context and usage: For more information, see the .

Indigenous听The term 鈥淚ndigenous鈥� encompasses First Nations, M茅tis and Inuit Peoples, either collectively or separately, and is a preferred term in international usage, e.g. the 鈥淯.N. Declaration on the Rights of Indigenous Peoples.鈥� In its derivation from international movements, it is associated more with activism than government policy and so has emerged, for many, as the preferred term.

• Context and usage: For more information, see the .
• See also Indigeneity

Intersectionality听is a foundational principle of 91亚色鈥檚 DEDI Strategy.听This term describes the听interconnected nature of social categorizations such as race, class, disability, sexual orientation and gender identity as they apply to a given individual or group. Intersectional identities create overlapping and interdependent systems of discrimination or disadvantage. (Adapted from the Oxford Dictionary Online).听

• Context and usage: The term was coined by lawyer, civil rights advocate, and critical race theory scholar Kimberl茅 Crenshaw to describe the 鈥渧arious ways in which race and gender intersect in shaping structural and political aspects of violence against women of color.鈥澨�()
• Applying an intersectional approach is an effective practice in many fields (e.g. equity work,听,听补苍诲听) because it听addresses the many barriers and disadvantages听that听individuals听may face.听听

Marginalization听is a social process by which individuals or groups are (intentionally or unintentionally) distanced from access to power and resources and constructed as insignificant, peripheral, or less valuable/privileged to a community or 鈥渕ainstream鈥� society.听(Source:听)

• Context and usage: 鈥�91亚色 intends to educate and empower all members of the community to think critically about systems of marginalization and oppression. This includes a deeper understanding of privilege and the need for everyone in the community.鈥� (91亚色 DEDI Strategy) 

• For more information on the connection between marginalization and race see听Addressing Anti-Black Racism: A Framework on Black Inclusion.
• See also Oppression.

Oppression听The obvious and subtle ways dominant groups unjustly maintain status, privilege and power over others, using physical, psychological, social, or economic threats or force. Oppression is often systemic andcan manifest in a variety of ways, including but not limited to, racism, sexism, homophobia, ableism, transphobia, and classism. Oppression often manifests in non-uniform ways, for example, oppression against women may manifest differently for different social groups in obvious and covert ways, and different forms of oppression can intersect.听(Adapted from听听补苍诲听).

• Context and usage: The Centre for Sexual Violence鈥檚  states that 鈥渞ecognizing oppression is important in creating a safer space [鈥�] where we all act with care and compassion to those around us.鈥�
• See also Marginalization, Privilege, and Intersectionality.

Patriarchy听The norms, values, beliefs, structures and systems that grant power, privilege and superiority to men, and thereby marginalize and subordinate others who are not men.听(Adapted from听). This type of power is socially constructed as opposed to anything biological or innate. ()

Persons with disabilities听Persons living with one or more temporary, long-term, or recurring disabilities.

• Context and usage: The 91亚色 DEDI Strategy uses the term person or people with disabilities, while understanding that not all people who live with a disability choose to use this term nor does this collective capture the nuances of disability across a broad spectrum of lived experiences.
• For more information, see 91亚色 Policy on Academic Accommodation for Students with Disabilities, 91亚色 Policy on Accommodation in Employment for Persons with Disabilities, and .
• See also Disability.

Privilege听refers to unearned power, benefits, advantages, access and/or opportunities that exist for members of the dominant group(s) in society such as men, white people, wealthy people and able-bodied and neurotypical people. Can also refer to the relative privilege of one group compared to another. (Adapted from the听)

• Context and usage: 鈥�91亚色 intends to educate and empower all members of the community to think critically about systems of marginalization and oppression This includes a deeper understanding of privilege and the need for everyone in the community to work toward equity and fairness.鈥� (91亚色 DEDI Strategy) This is echoed in the Anti-Black Racism Framework, where it is acknowledged that a strong, accountable and action-oriented way forward is required to dismantle the deeply ingrained structures of power and privilege that allow anti-Black racism to thrive.

Racialized听is derived from the term 鈥渞acialization鈥� coined by听. Using the term 鈥渞acialized鈥� rather than such terms as 鈥渧isible minority鈥� is one way of recognizing the problematic implications of using umbrella terms or individual racial or ethnic categories 鈥� such as Black, Asian, Latinx or Arab 鈥� with no clear context. One concern, if not the key concern in doing so, is unintentionally (if not uncritically) participating in further 鈥渘aturalizing鈥� these racial categories. In this sense, using 鈥渞acialized鈥� as a descriptive term draws attention to the social construct of 鈥渞ace鈥� and counters the assumption that ideas about race (or the effects of racism) are 鈥渘atural鈥� or biological. As Omi and Winant describe, racialization is a process of signifying the extension of racial meaning to a previously racially unclassified relationship, social practice or group. They note that racialization is an ideological historically specific process. Racial ideology is constructed from pre-existing conceptual or discursive elements and emerges from the struggles of competing political projects and ideas seeking to articulate similar elements differently. () Additionally, using such terms as 鈥渕inority鈥� does not account for historical exclusion or power dynamics; nor does it accurately depict demographic changes.听

• Context and usage: 91亚色 uses the term 鈥渞acialized鈥� in documents such as the Employment Equity survey to describe people of colour who previously were called 鈥渧isible minorities.鈥�

Racism听is a form of discrimination that is defined as any individual action or institutional practice that treats people differently because of their colour or ethnicity.听(Adapted from听) In some cases, people don鈥檛 even realize they have these beliefs. Instead, they are assumptions that have evolved over time and have become part of systems and institutions. (Adapted from the听). Race is also one of the protected grounds under the Ontario Human Rights Code.听

• Context and usage:听鈥淸91亚色] understand[s] and accept that racism and white supremacy have been part of academia since its inception. As a result, Black, Indigenous, and other racialized peoples have suffered in innumerable ways. We are sorry for the harm that Black students, faculty, instructors, staff, and community members have experienced. 91亚色 is committed to addressing systemic racism and will take steps to create change.鈥� (From the听Addressing Anti-Black Racism Framework)
• A specific form of racism is Anti-Black racism, which is pervasive and entrenched in Canadian society.Anti-Black racism is defined as 鈥減rejudice, attitudes, beliefs, stereotyping and/or discrimination that is directed at people of African descent and is rooted in their unique history and experience of enslavement and colonization.鈥� Anti-Black racism is embedded in all institutions and 91亚色 is not immune to this fact. As a site of knowledge creation and dissemination, it is essential that 91亚色 challenge and discontinue the reproduction and reinforcement of anti-Black racism.听(Adapted from the听Addressing Anti-Black Racism Framework)
• 厂别别听also听Discrimination.

Reconciliation refers to a process of building and sustaining respectful, ethical relationships between Indigenous Peoples and the rest of Canada based on mutual understanding and respect. It embraces new projects and processes arising out of our response to, but not limited by, the Truth and Reconciliation Calls to Action. (Adapted from 91亚色鈥檚 DEDI Strategy)

• Context and usage: The Indigenous Council听has emphasized the concept of reconciliation as core to the听.听
• See also Truth and Reconciliation Commission Calls to Action.

See Creed.

Sexism听is prejudice or discrimination based on sex and gender identity; behaviours, conditions or attitudes that foster stereotypes of social roles based on gender identity. In a patriarchal system, sexism is most commonly directed toward women or people read-as female. Sexism may be conscious or unconscious, and may be embedded in institutions, systems or the broader culture of a society. (Adapted听听补苍诲听, The Unicorn Glossary, 2018)听

• Context and usage: For more information, see 91亚色鈥檚 Human Rights Policy and Procedures.
• See also Discrimination and Gender Identity and Gender Expression.

Sexual orientation听refers to听a person’s internal sense of their sexual identity or self-identification as bisexual, straight, gay, pansexual, queer etc. (Adapted from Merriam Webster dictionary)听It is also a protected ground under听.听Sexual orientation or sexual identity is distinct from gender identity.

• Context and usage: 厂别别听91亚色鈥檚 Annual Employment Equity Statistical Report听补苍诲听91亚色鈥檚听Human Rights Policy and Procedures.
• See also 2SLGBTQIA+.

See Diversity.

Social justice听refers to creating a fair and equal society in which each individual matters, their rights are recognized and protected, and decisions are made in ways that are fair and honest. (Adapted from听) When arbitrary distinctions are made between individuals and groups in the assigning of basic rights, responsibilities, and opportunities, conditions of social justice are greatly diminished; when all members of society are given equal freedom to pursue their desired ends, social justice can potentially flourish. (From听)

• Context and usage: 91亚色鈥檚 commitment to social justice is stated in the 91亚色 Academic Plan and the Framework on Black Inclusion.

Transphobia听can include negative attitudes, feelings, fear, hatred of or aversion to trans people and communities. Transphobia is rooted in systems of oppression such as sexism, heteronormativity and patriarchy. Often transphobic behaviour is based on stereotypes, misconceptions or hate that are used to justify discrimination, harassment and violence toward trans people. (Adapted from:听) Gender identity and gender expression are also protected grounds according to the Ontario Human Rights Commission, which states that: 鈥淥rganizations should learn about the needs of trans people, look for barriers, develop or change policies and procedures and undertake training. This will help make sure trans people and other gender non-conforming individuals are treated with dignity and respect and enjoy equal rights and freedom from discrimination.鈥� ()

• Context and usage: For more information, see 91亚色鈥檚 Human Rights Policy and Procedures.

Truth and Reconciliation (TRC) Calls to Action听The Truth and Reconciliation Commission (TRC) provided those directly or indirectly affected by the legacy of the Indian Residential Schools system with an opportunity to share their stories and experiences. The听TRC听spent six years travelling to all parts of Canada and heard from more than 6,500听witnesses. At the closing event in 2015, the TRC released its Executive Summary, which included its findings and听听aimed at redressing the legacy of residential schools and advancing the process of reconciliation in Canada. (Adapted from)

• Context and usage: The  embraces reconciliation through projects and processes arising out of response to, but not limited by, the Truth and Reconciliation Calls to Action. 
• See also Reconciliation.

Unconscious bias Unconscious (or implicit, hidden) biases are mental processes or internalized schemas that operate outside of our consciousness, intentional awareness, or control. Unconscious biases include (but are not limited to):

• Affinity bias: The tendency to show favour and/or feel more kinship toward people who are more like us. It may be based on some aspect of identity that we share with that person, or it could be similar interests and backgrounds.
• Attribution bias: How people explain the behaviour or outcomes for themselves or others. For example, attributing a person鈥檚 success to their natural abilities, versus seeing that success as the result of luck or favoritism.
• Confirmation bias: The tendency to more easily accept, search for, interpret or favour information that aligns or agrees with one鈥檚 existing beliefs and opinions.
• Performance bias: An assessment of people鈥檚 competence based on some aspect of their appearance or identity.

(Adapted from the ,  and 

• Context and usage:听As part of 91亚色鈥檚 commitments to equity and greater inclusion, it has mandated training on unconscious bias for certain hiring committees.听
• 厂别别听, and the Centre for Human Rights, Equity and Inclusion鈥檚听

Underrepresented populations听are听individuals or groups with insufficient or inadequate representation in various aspects of university life, often determined when compared to their proportional composition in Canadian society, but in the university setting other considerations may also override strictly proportional representation.听Within the context of the university, they are also known as underserved populations. (Adapted from the听)

• Context and usage: 91亚色鈥檚 DEDI Strategy acknowledges that there are historically underserved and underrepresented populations in the university community. It recognizes that policies, practices, informal processes, and language created by and for particular groups of people, with a default norm in mind, produce structural barriers that limit access and inclusion for other individuals and groups. (91亚色 DEDI Strategy)
• See also Equity-Deserving Groups and Historically Excluded Groups.

Ways of knowing听broadly, the term pertains to epistemology or the theory of knowledge: how we know, what we know. However, the term 鈥渨ays of knowing鈥� has a distinctly critical, feminist and anti-colonial connotation. It emerges from various critical traditions that have challenged dominant and privileged ways of knowing. Critical perspectives are informed by the insight that听knowledge of any object is conditioned by the social and historical perspective of the knower and is also impacted by relationships of power. (Adapted from听)

• Context and usage: The embrace of diversity in ways of knowing as a core value of 91亚色 pertains to the promotion of cross-cultural and global openness and understanding. In this sense, diversity also encompasses difference or variety in education, perspectives, opinions, heuristics, disciplines, faculties, skills, and learning opportunities.
• Respect for Indigenous approaches to knowledge and learning is included as a key principle in the . 

White supremacy stems from the belief, conscious or unconscious, that white people are superior and should therefore dominate all other racialized groups. It is an ideology that assumes the inherent importance of white people, realities and knowledge.鈥� This notion of race emerged in the context of European imperial domination of nations and peoples deemed 鈥渘on-white鈥� and was used to establish a classification of peoples.听There is no legitimate scientific basis for racial classification. It is now recognized that notions of race are primarily centered on social processes that seek to construct differences among groups with the effect of marginalizing some in society.鈥� (As explained in听91亚色鈥檚 Addressing Anti-Black Racism: A Framework on Black Inclusion,听from OHRC Policy Guidelines, 2009, p.11. ohrc.on.ca Ontario Human Rights Commission)

• Context and usage: White supremacy is framed broadly in order to push back against the narrow and popular definition of the term which only equates it with specific types of racist violence enacted by fringe groups and therefore an exception to a generally 鈥渘on-racist majority.鈥� The broad definition is intended to include both conscious and unconscious ideas of white superiority. It also considers those actively and passively benefitting from systemic racism as directly implicated in maintaining white supremacist institutions. (Gilhorn, What Is White Supremacy?, 2022)
• See also Racism and Anti-racism.