The ¾ÅÉ«ÊÓƵ Libraries has adopted the following definitions of Equity, Diversity, Inclusion, and Accessibility.

Equity 

Equity, unlike the notion of equality, is not about sameness of treatment. It denotes fairness and

justice in process and in results. Equitable outcomes often require differential treatment, resource redistribution, and removal of systemic barriers to achieve a level playing field among all individuals and communities. Equity is a proactive process that creates fair access, opportunities, and respectful treatment of all people in a diverse community, recognizing the disadvantage of marginalized individuals and groups. Equity is achieved through improving transparency and designing policies, practices, and principles that serve to remove biases and obstacles that limit the full participation of marginalized groups by acknowledging unequal starting places and addressing the imbalance. Based on definitions by CARL, ¾ÅÉ«ÊÓƵ, CRCC, and Universities Canada

Diversity 

Diversity should be understood as uniting rather than dividing. The term calls upon us to appreciate both differences and interconnectedness, and to recognize and respond to systemic and institutionalized discrimination. Embracing diversity relies on a recognition that the human condition hosts a range of unique attributes, qualities, and experiences anchored in, for example, to race, Indigenous identity, class, gender identity or expression, sexuality, disability, ethnicity, and religion. Discussions about diversity linked to access and equity require knowledge and understanding of historical and contemporary experiences of oppression and exclusion.

Diversity is advanced by a supportive and nurturing environment to invest in collective success and to develop a positive framework for inclusion. Diversity creates value in an organization and should be recognized, pursued, and evidenced through recruitment, retention, professional development, services, and spaces that are representative of our diverse voices.

Based on definitions by CARL, ¾ÅÉ«ÊÓƵ

Inclusion

Inclusion is defined as the practice of ensuring that all individuals are valued and respected for their contributions and are supported equitably in a culturally safe environment. It is an intentional act of including voices and perspectives from diverse groups, especially from marginalized groups and the intersectionalities within, to implement philosophies, policies, practices, and procedures that create a respectful, fair, equitable, and welcoming environment. Inclusion calls for recognizing, reducing, and removing barriers to participation created by social disadvantage or oppression. The outcome of the act of inclusion is Belonging, an individual state of well-being whereby members from marginalized groups have a sense of comfort, acceptance, and support from their colleagues and administrators; are heard, valued, and recognized; play an integral role in designing the structures where they will function and can meaningfully contribute at all levels.

Based on definitions by Universities Canada, CRCC, CARL, ¾ÅÉ«ÊÓƵ

Accessibility

Accessibility is a foundational principle necessary for the removal of barriers to equitable participation in all aspects of life by people who have a long-term, persistent or recurring physical, mental, sensory, psychiatric, or learning impairment. It requires designing environments, programs, services, and products from the outset, so they are accessible to people living with various abilities. Accessibility is grounded in the recognition that what constitutes a disability barrier varies across visible and invisible ability differences. 

From U Calgary, ¾ÅÉ«ÊÓƵ 

Sources

  • Canada Research Coordinating Committee (CRCC). Best Practices in Equity, Diversity and Inclusion in Research Practice and Design.  
  • Canadian Association of Research Libraries (CARL). Definitions for Equity, Diversity, Inclusion, and Belonging.
  • ¾ÅÉ«ÊÓƵ. Equity, Diversity & Inclusion (EDI) Strategic Plan 2020-2025, p. 3.  /equity/files/equity/mcgill_strategic_edi_plan_2020-20251.pdf
  • Universities Canada. Building a Race-Conscious Institution: A Guide for University Leaders Enacting Anti-Racist Organizational Change, p. 7.
     
  • University of Calgary Office of Equity, Diversity, and Inclusion. The Language of EDI – Glossary.