E, E, D, I, B, J... Which is it?
EDI Key definitions:
The essential glossary
We know the acronyms can feel confusing. What order should they go in? Is it Equality or Equity? And where does the “J” come from?
Creating a more equitable, diverse and inclusive workplace begins with a shared understanding of the language we use. Yet the terminology surrounding Equity, Diversity and Inclusion (EDI) can often feel overwhelming or used inconsistently.
This glossary brings together the most relevant, widely used and internationally recognised EDI definitions, offering clear explanations for anyone looking to deepen their understanding.
And remember: there is no single “correct” version. At DiversitiQ, we use Equity, Diversity & Inclusion, but you might prefer a different order or terminology - and that’s completely okay.
Equality, Equity, Diversity & Inclusion:
The core concepts
Equality
Ensuring everyone has equal access to opportunities, resources and fair treatment. In the UK, equality is underpinned by the Equality Act 2010, which legally protects individuals from discrimination across nine protected characteristics.
Equity
Recognising that individuals may have different starting points and therefore may require different levels of support or adjustments to achieve fair outcomes.
Diversity
The presence of differences within a group. This can include identities, backgrounds, experiences and perspectives. Diversity can be visible (e.g., race, disability) or non-visible (e.g., socio-economic background, neurodiversity).
Inclusion
Creating an environment where everyone feels valued, respected, supported and able to contribute fully. Inclusion is about culture, behaviour and belonging. Individuals who feel included will feel comfortable to be authentic in their surroundings.
Belonging
The natural outcome of successful inclusion; when people feel accepted, safe and connected within a group or organisation.
Justice
Justice goes beyond equity by focusing on removing the systemic barriers that create inequality in the first place. While equity provides individuals with the support they need to access fair outcomes, justice works to change the structures, policies and practices that cause disadvantage so that support is no longer needed.
Core theories & everyday EDI terms
Intersectionality
A framework recognising that people may face overlapping or interconnected forms of discrimination (e.g., a Black disabled woman’s experience differs from that of someone with only one characteristic).
Microaggressions
Subtle, often unintentional comments or behaviours that communicate bias or exclusion (e.g., stereotyping or dismissive remarks).
Bias
(unconscious & conscious)
Unconscious bias: Automatic, unintentional stereotypes affecting decisions. We have no control over these thoughts.
Conscious bias: Deliberate discriminatory attitudes or behaviours. We have taken an active approach to think about these.
Cultural competence
The ability to understand, communicate and work effectively with people from different cultures and backgrounds.
Tokenism
Performative or surface-level actions that appear inclusive but lack genuine commitment to systemic change. For example, putting up a poster of a Disabled worker, but not employing individuals with disabilities.
Marginalised groups
Communities who experience exclusion from mainstream social, economic or political life because of systemic barriers. This often relates to groups with protected characteristics, including people marginalised due to age and religion, but can also include individuals with immigration status or language barriers.
Terms commonly heard in the workplace
Psychological safety
A culture where people feel safe to speak up, raise concerns, admit mistakes and challenge ideas without fear of negative consequences.
Employee Resource Groups (ERGs) / Staff networks
Employee-led groups that provide peer support and influence change.
Pay equity
Ensuring fair pay regardless of gender, ethnicity or other identities.
Inclusive leadership
Leadership that prioritises listening, equity, psychological safety and diverse perspectives.