DEI-Glossar

50 DEI terms explained simply

In today’s globalized world, the topics of diversity, equality and inclusion (DEI) are becoming increasingly important. But what do these terms really mean and how can they be implemented in practice? Our comprehensive DEI glossary with 50 carefully explained technical terms offers you a clear and concise overview of the most important concepts and strategies in the field of DEI.

Whether you’re looking to advance your career, make your organization more diverse, or simply deepen your knowledge, these easy-to-understand definitions will help you understand the basics and reap the benefits of a diverse and inclusive environment.

>> Accessibility:
Accessibility of products, services and environments for all people. Eliminates physical and digital barriers. Promotes inclusion.

>> Affirmative Action:
Measures to promote disadvantaged groups. Aims at equal opportunities. Important for correcting historical injustices.

>> Age Diversity:
Mixing different age groups in teams and organizations. Use experiences and fresh perspectives. Promotes intergenerational learning.

>> Allyship:
Support and solidarity from allies in marginalized groups. Actively campaigns against discrimination. Promotes shared commitment to justice.

>> Anti-Discrimination Policies:
Policies against discrimination in the workplace and in society. Protect marginalized groups. Promote a respectful environment.

>> Cognitive Diversity:
Different thinking styles and problem-solving approaches. Increases the ability to innovate. Promotes creative solutions.

>> Cultural Awareness:
Sensitivity and knowledge of cultural differences. Promotes respectful interactions. Important for global cooperation.

>> Cultural Competence:
Ability to communicate effectively with people from different cultures. Promotes respectful and productive interactions. Essential for global collaboration.

>> Cultural Diversity:
Diversity of cultural expressions and traditions. Enriches societies. Promotes mutual respect and understanding.

>> Cultural Exchange:
Exchange of ideas, traditions and values between different cultures. Promotes understanding and cooperation. Enriches social experiences.

>> Cultural Sensitivity:
Awareness and respect for cultural differences. Promotes harmonious and effective collaboration. Important for multicultural teams.

>> DEI Training:
Diversity, equity and inclusion training. Increases awareness and competence. Promotes respectful interaction.

>> Disability Inclusion:
Integration of people with disabilities in all areas of life. Removes barriers and promotes equality. Increases social participation.

>> Diverse Perspectives:
Different perspectives and ideas that arise through diversity. Increase creativity and problem-solving ability. Promote innovation.

>> Diverse Talent Pipeline:
Ensuring a diverse applicant base for future positions. Promotes long-term diversity. Important for sustainable DEI strategies.

>> Diversity Management:
Strategies for promoting and using diversity in organizations. Increases performance and satisfaction. Essential for sustainable success.

>> Diversity Metrics:
Key figures for measuring diversity in organizations. Help evaluate DEI initiatives. Promote transparency and accountability.

>> Diversität:
Diversity of cultural backgrounds, experiences and perspectives. Promotes innovation and creativity. Central to an inclusive work environment.

>> Employee Resource Groups (ERGs):
Networks for employees with common interests or backgrounds. Support inclusion and networking. Promote professional development.

>> Empowerment:
Strengthening and enabling individuals to develop their potential. Aims at self-determination and participation. Creates lasting change.

>> Equal Opportunity:
Equal opportunities for everyone regardless of personal characteristics. Prevents discrimination. Creates a level playing field.

>> Equity vs. Equality:
Difference between equity and equality. Equity takes individual needs into account. Equality strives for equal conditions.

>> Ethnic Diversity:
Diversity of ethnic backgrounds in a community or organization. Enriched by different perspectives. Promotes innovation and creativity.

>> Gender Diversity:
Recognition and appreciation of different gender identities. Promotes equality and diversity. Reduces gender stereotypes.

>> Gender Identity:
Inner perception of one’s own gender. Regardless of biological gender. Recognition promotes psychological well-being.

>> Gender Pay Gap:
Difference in pay between men and women. Reflects structural inequalities. Fighting promotes economic justice.

>> Gleichberechtigung:
Fair treatment and equal opportunities for everyone, regardless of gender, ethnicity or age. The aim is to eliminate inequalities. Creates equal opportunities.

>> Implicit Bias:
Unconscious stereotypes and biases that influence behavior. Reduces objectivity and fairness. Training helps to recognize and reduce these.

>> Inclusive Design:
Designing products and services that can be used by everyone. Considers diverse needs and abilities. Promotes accessibility.

>> Inclusive Education:
Education systems that support all students regardless of their backgrounds. Eliminate educational inequalities. Promotes equal opportunities.

>> Inclusive Hiring:
Hiring practices that promote diversity and equality. Avoiding bias and discrimination. Increases talent diversity.

>> Inclusive Language:
Use of language that includes and respects all people. Avoid discriminatory terms. Promotes respectful communication.

>> Inclusive Leadership:
Leadership style that promotes diversity and inclusion. Relies on participatory decision-making processes. Creates an integrative working atmosphere.

>> Inclusive Policy:
Policies that promote diversity and inclusion. Relies on transparency and equal treatment. Supports sustainable organizational development.

>> Inclusive Workplace:
Work environment in which all employees feel valued and included. Reduces barriers and promotes equal opportunities. Increases employee satisfaction.

>> Inklusion:
Active inclusion of all people in communities and workplaces. Promotes a sense of belonging and appreciation. Increases engagement and satisfaction.

>> Intersektionalität:
Overlap of different forms of discrimination such as racism and sexism. Considers complex identities. Promotes holistic understanding of justice.

>> LGBTQ+ Rights:
Rights and recognition of LGBTQ+ people. Includes legal protection and social acceptance. Essential for a just society.

>> Microaggressions:
Everyday, often unconscious, discriminatory statements or actions. Hurts and marginalizes those affected. Awareness helps avoid such behaviors.

>> Pay Equity:
Equal pay for equal work regardless of gender, ethnicity or other factors. Eliminates wage inequality. Promotes economic fairness.

>> Racial Equity:
Fair treatment and equal opportunities regardless of skin color. Eliminate systemic racism. Increases social justice.

>> Representation:
Visible presence of various groups in all areas of society. Promotes identification and role models. Important for social justice.

>> Social Equity:
Fair and equitable distribution of resources and opportunities in society. Eliminates social inequalities. Promotes social cohesion.

>> Social Inclusion:
Inclusion of all people in social activities. Reduces social exclusion. Promotes a sense of community.

>> Social Justice:
Justice and equality in social, economic and political matters. Fight discrimination and injustice. Creates fair living conditions.

>> Stereotypes:
Simplified and often incorrect assumptions about groups. Lead to prejudice and discrimination. Education helps to break down stereotypes.

>> Systemic Racism:
Embedded racist structures and practices in societies. Creates and maintains inequalities. Fighting it requires comprehensive reforms.

>> Unconscious Bias:
Unconscious biases that influence decisions. Often subtle and invisible. Awareness of this helps to make fair decisions.

>> Workplace Diversity:
Diversity of the workforce in terms of gender, ethnicity, age.

>> Tokenism:
Superficial inclusion of people from marginalized groups to maintain the appearance of diversity. Often without real power or influence. Prevents true inclusion and can lead to frustration and alienation for those affected