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Washington State Glossary for Inclusive & Equitable Workplaces

Welcome to the 4th version of the Glossary for Inclusive & Equitable Workplaces, previously known as the Diversity, Equity, Inclusion and Belonging glossary!

The intent of this glossary is to provide state employees with a compilation of equity-related terms and their meanings. When we have a shared vocabulary and agree on the meaning of the words we use, we are better able to collaborate across departments, teams, and the communities that we serve.

Words carry meaning, power, and impact. It is important that we understand the meanings, recognize the power, and demonstrate reflection, continual learning, and accountability for the impact of the words we use in Washington State government. It is also important to understand that the human beings who are educating us about these terms are living the identities and experiences described in this glossary.

Because people are continually evolving, the words we use to describe them need to evolve as well. This resource is meant to support the work of improving access, advancing equity, and eliminating systemic racism and other forms of oppression from the work we do. This is not meant to serve as a primary resource in any specialized area such as law, medicine, or academia.

Thank you to the Washington State Business Resource Groups, the Washington State DEI Council Glossary Workgroup, The Department of Health, Department of Enterprise Services, Office of Equity, OFM Communications for your hard work and dedication to this body of work. The work that was poured into this version will directly impact those who experience disparities, exclusion, and systemic oppression in the workplace. Thanks to your vital contribution to this work our state will have a practical resource guiding us to maintain a growth mindset while affirming and embodying diversity, equity, inclusion, antiracism, and belonging every step of the way.

You may request a Glossary Edit if you would like a term added to or a definition edited in this glossary. Please note that the review committee meets quarterly to review these submissions and is committed to the shared-power process, so these edits make take several months to research and to respond to.

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Termsort descending Definition
Deaf

A person who usually has no useful residual hearing, including profound or complete hearing loss. Often, the person will use sign language as their primary mode of communication. This group of people are culturally Deaf and use the capital “D” when writing the term. When referring to the audiological status of deaf, the use of a lowercase “d” is used. Similarly, people who are audiologically deaf (using the lowercase “d”) generally use their residual hearing with speechreading, amplification, hearing aids and/or cochlear implants, and other hearing assistive technology.  See Hard of Hearing8.

  • 8. Having reduced or deficient hearing ability, which can manifest as mild, moderate, or severe hearing loss.
Deaf Disabled

D/deaf person who has an additional disability, such as cerebral palsy, autism, ADHD, blindness, etc.

DeafBlind

Rare condition in which an individual experiences combined hearing and vision loss, significantly limiting their access to both auditory and visual information.

Developmental Disability

A group of conditions that arise due to a brain or spinal impairment in the physical, learning, language, or behavior areas, which begins during the developmental period of life (before age 22), may impact day-to-day functioning, and usually lasts throughout a person’s lifetime. Examples include autism spectrum disorder, spina bifida, cerebral palsy, and intellectual disabilities, and can include a long-term physical or cognitive/intellectual disability or both. 

Disability

Having a physical or mental condition differing from that of the society norm (including cognitive, intellectual, and neurodevelopmental), having a history of such a condition, or being perceived as having such a condition that may limit one or more major life activities. Disabilities do not necessarily limit people unless society imposes assumptions that do not account for the variation in people’s abilities.
• Medical Model of Disability – Under a medical model of disability, this is often called an “impairment” that disables a person from interacting with and/or experiencing the able-bodied world without interruption or need for additional resources, tools, and/or aids. This model has spurred advances in rehabilitation where management of the disability is aimed at a cure, though the model is also paternalistic. Note that much of the United States’ legal language in relation to disability utilize the medical model term “impairment” (e.g., Americans with Disabilities Act, Family Medical and Leave Act, laws related to Reasonable Accommodations, etc.). Despite their usage of “impairment,” this term is generally considered insensitive and inaccurate by many in disability communities and their allies. It is therefore recommended that it not be used unless the disabled individual referred to self-identifies a preference to be addressed using that term.
• Moral Model of Disability – The moral model of disability refers to the attitude that people are morally responsible for their own disability as a reflection of the person’s or their family’s character, deeds, thoughts, and karma, either as a mark of wrong-doing or evil or, alternatively, as a reflection of their higher power’s will or choosing of them. Language associated with this model is largely emotional (e.g., “afflicted,” “suffers from,” “burdensome,” etc.). Societal reflections of disability heavily influenced by the media reinforce depiction of disabled characters as pitiable, pathetic, sinister, evil, criminal, maladjusted, burdensome to family and society, unable to live a successful life, and/or better off dead or, alternatively, depict a disabled person who goes beyond usual human levels and is therefore heroic (e.g., a wheelchair user who climbs a particularly high mountain). This model can spur renewed faith and is also known to bring shame.
• Social Model of Disability – In the social model of disability, the environmental barriers that hinder people with disabilities from full participation are considered disabling (not the individual experiencing a disability). This model fosters community and social action, with the collective responsibility of society to remove societal barriers for the equitable participation by all community members, though this model also highlights systemic ableism.
• People with Disabilities – People with functional challenges that affect one or more major life activities.

Disability Inclusion

Inclusion of people with disabilities in everyday activities through ensuring equal opportunities for participation in all aspects of life. Inclusion means providing opportunities in an equitable, similar way to peers who do not have a disability, empowering those with disabilities to engage with everyday activities to the best of their abilities and desires. Disability Inclusion also involves encouraging and supporting people with disabilities to have roles similar to their peers who do not have a disability. 

Disability Justice

Disability Justice is a framework based on the understanding that all bodies are unique and essential and have strengths and needs that must be met. It holds a vision born out of collective struggle, confronting and subverting colonial powers in the struggle for life and justice, resisting all forms of oppression, and working to achieve a world where all can flourish. It values and celebrates disabled individuals in all their myriad beauty. The framework has 10 principles: Intersectionality, Leadership of Those Most Impacted, Anti-Capitalist Politic and Commitment to Cross-Movement Organizing, Recognizing Wholeness, Sustainability, Commitment to Cross-Disability Solidarity, Interdependence, Collective Access, and Collective Liberation. Disability Justice was coined by Patty Berne of Sins Invalid (and Mia Mingus and Stacy Milbern, three women of color, who eventually united with Leroy Moore, Eli Clare, and Sebastian Margaret) to challenge radical and progressive movements to more fully address ableism. This movement was founded predominantly by people of color to address issues such as police brutality of disabled people of color, particularly Black disabled people, that were excluded or dismissed by the mainstream Disability Rights Movement. “This movement sought to address folks experiencing intersectional oppression, such as disabled people of color, immigrants with disabilities, queers with disabilities, trans and gender non-conforming people with disabilities, people with disabilities who are houseless, people with disabilities who are incarcerated, people with disabilities who have had their ancestral lands stolen, amongst others.” 

Disablism

A set of assumptions (conscious or unconscious) and practices that promote the differential or unequal treatment of people because of actual, perceived, or non-apparent disabilities. See Ableism9.

  • 9. The quality or state of having — or being perceived as having — the physical, mental, or legal means or skill or power to do something. Ability is not permanent, can fluctuate throughout one’s life, and is another aspect of diversity in our communities. Disabilities do not necessarily limit people unless society imposes assumptions that do not account for the variation in people’s abilities
Discrimination

Consists of the negative behavior toward a person based on negative attitudes one holds toward the group to which that person belongs, or positive behavior toward a person based on positive attributes one holds toward the group to which that person belongs.

Diversity

Describes the presence of differences within a given setting, collective, or group. An individual is not diverse — a person is unique. Diversity is about a collective or a group and exists in relationship to others. A team, an organization, a family, a neighborhood, and a community can be diverse. A person can bring diversity of thought, experience, and trait (seen and unseen) to a team — and the person is still an individual. See Workforce Diversity10.

  • 10. Workforce Diversity means a collection of individual attributes that together help agencies pursue organizational objectives efficiently and effectively. These include, but are not limited to, characteristics such as national origin, language, race, color, disability, ethnicity, gender, age, religion, sexual orientation, gender identity, socioeconomic status, veteran status, political beliefs, communication styles, and family structures. The concept also encompasses differences among people about where they are from, where they have lived, and their differences of thought and life experiences.
Dominant Culture

The most institutionally normalized power that is widespread and influential across societal structures and entities in which multiple cultures are present. See Culture11 and White-Dominant Culture12.

  • 11. The summarization of the attitudes, values, and behaviors that define who we are as a people. Culture provides a template with which meaning is determined. It is the blueprint for living in a society.
  • 12. Culture defined by white people with social and positional power, enacted both broadly in society and within the context of social entities such as organizations.