Leading a Diverse Workforce 205

accent

The distinctive way a person speaks, often associated with their geographic or cultural background. Discrimination based on accent may violate Title VII, as it may be part of an employee's national origin.

accessible

Describing environments, systems, and services that are designed to be usable by all people, including those with disabilities. Accessible workplaces provide individualized tools and support so that everyone can successfully participate in the organization and perform their job.

acute

A condition that is typically short-term but severe, like a serious injury or sudden illness. While not always covered by disability protections, if an acute condition causes substantial limitations, even temporarily, it may be protected under the ADA.

ADA

Americans with Disabilities Act. A federal law prohibiting discrimination against individuals with disabilities in all areas of public life, including employment. The ADA requires employers to provide reasonable accommodations and prohibits decisions based on stereotypes or assumptions about disabilities.

Age Discrimination in Employment Act

ADEA. Prohibits discrimination against employees and applicants age 40 or older in hiring, promotion, discharge, compensation, and other employment decisions. The Age Discrimination in Employment Act prohibits age-based harassment, assumptions about ability, or forced retirement.

Americans with Disabilities Act

ADA. A federal law prohibiting discrimination against individuals with disabilities in all areas of public life, including employment. The Americans with Disabilities Act requires employers to provide reasonable accommodations and prohibits decisions based on stereotypes or assumptions about disabilities.

ancestors

An individual's family lineage or ethnic heritage. Ancestry is protected as part of national origin under Title VII.

asexual

A person who experiences a lack of sexual attraction to others. While not always visible, asexual individuals may still experience discrimination or exclusion based on societal expectations for sex, attraction, and relationships.

assigned female at birth

AFAB. Designated as being of the female sex at birth, typically based on a physician's inspection of the external genitalia. Not everyone who is assigned female at birth identifies as female.

assigned sex at birth

The medical discernment of an infant's sex, typically determined by a healthcare provider's examination of the newborn's external genitalia. Assigned sex at birth may also be called birth sex, natal sex, or biological sex and is not the same as gender.

attention deficit hyperactivity disorder

ADHD. A neurodevelopmental disorder affecting attention, impulse control, and executive function. When ADHD substantially limits major life activities, it is protected under the ADA, and employers must consider reasonable accommodations, such as flexible scheduling or reduced distractions.

autism

A spectrum of disorders that affects communication, behavior, and social interaction in varying degrees. Under the ADA, autism is recognized as a disability when it significantly impacts major life functions, and employees with autism may benefit from accommodations like clear communication, noise reduction, or structured work routines.

bi-racial

Being a member of two distinct racial backgrounds. In the workplace, bi-racial employees are protected from discrimination based on their racial identity under Title VII of the Civil Rights Act (1964).

bisexual

A person who experiences romantic or sexual attraction to more than one gender. Title VII prohibits employment discrimination based on sexual orientation, including against bisexual employees.

caregiver

The status of providing support to family members, such as children, elderly parents, or individuals with disabilities. While caregiver status is not a protected category under Title VII, related forms of discrimination may fall under sex or caregiver discrimination.

caste

A position in a social hierarchy that impacts access to opportunities and is often based on family lineage, income, education, or a combination of factors, especially in South Asian cultures. While not directly protected under federal laws, policies that disproportionately affect individuals from low-income backgrounds may cause indirect discrimination, particularly if they intersect with protected classes like race, disability, or national origin.

Christian traditions

A religious belief or practice rooted in Christianity, which has historically influenced U.S. societal norms and workplace calendars. Under Title VII, employers must not favor Christian holidays or practices over those of other religions and must provide reasonable accommodations for religious observances of all faiths, including non-Western religions.

chromosomal

The biological makeup of an individual's sex chromosomes, generally XX or XY. While chromosomal differences may determine sex at birth, the law increasingly recognizes that sex discrimination protections extend beyond biology to gender identity and expression.

chronic

A condition that is long-lasting and often persistent, such as arthritis, asthma, or lupus. Many chronic illnesses qualify as disabilities under the ADA if they significantly limit life activities.

cisgender

A person whose gender is the same as the one they were assigned at birth. Cisgender is a scientific term using the Latin prefix "cis," which means "on the same side of."

Civil Rights Act of 1964

A landmark federal legislation that prohibits discrimination on the basis of race, color, religion, sex, national origin, and other traits in employment, education, and public accommodations. The Civil Rights Act of 1964, or CRA (1964), includes Title VII, which specifically addresses employment discrimination and established the Equal Employment Opportunity Commission (EEOC) to enforce the law.

class

A position in a social hierarchy that impacts access to opportunities and is often based on family lineage, income, education, or a combination of factors. While not directly protected under federal laws, policies that disproportionately affect individuals from low-income backgrounds may cause indirect discrimination, particularly if they intersect with protected classes like race, disability, or national origin.

codes

Given meaning by the social rules, conventions, or symbolic systems that guide how people behave, speak, or present themselves. Codes can affect how someone expresses or interprets gender, race, and other traits.

cognitive

Relating to learning, understanding, thought, experience, and the senses. Cognitive ability cannot reliably be assumed based on someone's age.

color

Skin color, complexion, or tone. Color is a protected class under Title VII, and is not always related to race or national origin.

CRA

A landmark federal legislation that prohibits discrimination on the basis of race, color, religion, sex, national origin, and other traits in employment, education, and public accommodations. The CRA (1964), or the Civil Rights Act of 1964, includes Title VII, which specifically addresses employment discrimination and established the Equal Employment Opportunity Commission (EEOC) to enforce the law.

cultural background

The traditions, customs, and social behaviors that individuals inherit from their family or community. Cultural background is often included under race or national origin for Title VII protections.

culture

The shared values, beliefs, customs, and behaviors of a particular group. Title VII prohibits discrimination based on cultural practices that are linked to protected characteristics like national origin or religion.

diabetes

A chronic health condition affecting blood sugar regulation. Under the ADA, individuals with diabetes are considered to have a disability if the condition substantially limits one or more major life activities.

disability

A physical or mental impairment that substantially limits one or more major life activities. Disability includes conditions like mobility impairments, visual or hearing impairments, chronic illnesses, and mental health disorders.

discloses

To reveal or make known. If an employee discloses a disability, they must do so through the appropriate channels, such as human resources, to obtain accommodations and ensure their needs are documented correctly.

discrimination

The act of treating an individual unfairly or unequally based on a protected characteristic. Title VII of the Civil Rights Act of 1964 prohibits discrimination in hiring, firing, promotions, compensation, and other aspects of employment.

diversity

Characterized by differences between people in a given setting, including race, ethnicity, gender, age, sexual orientation, disability, and cultural background. In the workplace, diversity brings a range of perspectives and experiences that can enhance creativity, problem-solving, and decision-making.

Diwali

One of the most important holidays in Hinduism that is also celebrated by Sikhs, Jains, and some Buddhists. Observance of Diwali, or the Festival of Lights, may involve religious ceremonies, family gatherings, and cultural rituals.

dress

The clothing, headwear, accessories, and other items someone chooses or is required to wear, which may be influenced by religion, culture, or gender identity. Under Title VII, employers must accommodate religious dress practices, such as hijabs, turbans, or modest clothing, unless doing so would impose undue hardship or put the employee in danger.

EEOC

Equal Employment Opportunity Commission. A federal agency responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee based on the protected classes in Title VII of the Civil Rights Act (1964). The EEOC investigates discrimination complaints, mediates disputes, and files lawsuits to protect individuals' rights.

Eid

Two major Islamic holidays, Eid al-Fitr and Eid al-Adha, that involve prayer, family gatherings, and community events. Under Title VII, employers are required to reasonably accommodate an employee's request for time off to observe religious holidays like Eid, unless it imposes undue hardship.

epilepsy

A chronic brain condition that causes recurring seizures. Epilepsy causes the brain to produce abnormal electrical signals and is recognized as a disability under the ADA.

Equal Employment Opportunity Commission

EEOC. A federal agency responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee based on the protected classes in Title VII of the Civil Rights Act (1964). The Equal Employment Opportunity Commission investigates discrimination complaints, mediates disputes, and files lawsuits to protect individuals' rights.

Equal Pay Act of 1963

A law that prohibits employers from paying men and women differently for performing the same work in the same workplace. The Equal Pay Act of 1963 attempts to address sex- and gender-based wage disparities and applies regardless of job title.

equality

The state of being equal or the same, especially in status, rights, and opportunities. Equality in the workplace provides the same equipment, training, and treatment to all employees regardless of their background or characteristics, which places some employees at a disadvantage.

equity

Ensuring just treatment, opportunities, and advancement for all individuals, while striving to identify and eliminate barriers that lead to unequal treatment. Equity in the workplace requires recognizing that different individuals may need different resources or support to have the same opportunity to succeed.

feminine

Traits, appearances, and behaviors traditionally associated with women, such as caretaking or gentleness. Feminine expression varies across time and cultures, so being biologically female is not a requirement for being feminine, and there is no single, correct way to act feminine.

gay

A person, often a man, who is romantically or sexually attracted to people of the same gender. Under Title VII, discrimination against gay individuals is prohibited as a form of sex-based discrimination.

gender

The roles, behaviors, and identities associated with being male, female, both, or neither. Under Title VII, discrimination based on gender, including nonconformity with gender norms, is prohibited.

gender bias

Any unfair treatment or assumptions based on a person's gender or gender identity. Gender bias can affect hiring decisions, promotions, evaluations, and workplace interactions and is prohibited under Title VII.

gender non-conforming

GNC. A person who does not adhere to societal expectations or norms traditionally associated with the gender they were assigned at birth. Gender non-conforming people include transgender, nonbinary, and other people who are not cisgender men or women, but it can also include cisgender people who don't fit the binary categories of masculine or feminine.

generation labels

Terms used to describe age cohorts, such as Baby Boomer, Millennial, and Gen Z. Generation labels should be avoided in workplace discussions to reduce the risk of age discrimination and hurtful stereotyping.

genes

A biological unit of heredity found in DNA. While genetic science offers valuable medical insights, it also raises discrimination risks.

genetic information

Any detail about an individual's genetic tests, family medical history, and participation in genetic services. Title VII and the Genetic Information Nondiscrimination Act (GINA) prohibits employers from using genetic information in hiring, firing, or promotion decisions.

Genetic Information Nondiscrimination Act

GINA. A federal law enacted in 2008 that prohibits discrimination based on genetic information in health insurance and employment. The Genetic Information and Nondiscrimination Act prohibits employers from using DNA test results or family medical history to make decisions about hiring, promotions, or coverage.

grooming

Personal appearance standards. Grooming practices, such as wearing a natural hairstyle or growing a beard, are often influenced by race, religion, national origin, or gender identity.

harassment

Any unwelcome conduct based on a protected characteristic, such as race, color, religion, or sex, that creates a hostile, intimidating, or offensive work environment. Under Title VII, harassment is a form of discrimination.

hijabs

A headscarf worn by some Muslim women as a religious expression of modesty. Under Title VII, employers must reasonably accommodate religious dress practices like wearing a hijab, unless doing so would cause undue hardship or put the employee in danger.

Hindu

Someone who practices Hinduism, one of the world's oldest religions, originating from the Indian subcontinent. Hindu employees, like employees of any faith, are entitled to religious accommodations, such as time off for religious observances and allowances for religious attire.

HIPAA

Health Insurance Portability and Accountability Act. A U.S. law that protects medical records and other personal health information. HIPAA requires that employee health information be handled with confidentiality and only shared when necessary and legally permitted.

human resources

HR. The department in an organization responsible for managing employee relations, policies, hiring, and workplace compliance. Human resources professionals often address and escalate harassment and discrimination complaints.

identities

Any aspect of an individual's self-concept, including gender identity, sexual orientation, cultural identity, and personal values. Many identities are protected under federal, state, and local laws, and people can inhabit more than one identity at a time.

immigrant

An individual who moves from one country to another with the intention of settling permanently or temporarily. Immigrants to the United States are protected from discrimination based on national origin, race, and other characteristics under Title VII.

immigration status

Whether or not someone is an immigrant. While Title VII does not explicitly protect against discrimination based solely on immigration status, it does prohibit discrimination based on national origin, which often overlaps.

impairment

A condition that affects an individual's physical or mental health, such as a chronic illness, injury, or psychological disorder. Under The Civil Rights Act (1964) and the Americans with Disabilities Act (ADA), individuals with impairments that substantially limit one or more major life activities are protected from discrimination in employment and must be given reasonable accommodations.

incarceration history

Whether someone has been imprisoned or accused or found guilty of a crime. Some states and cities prohibit asking about incarceration history during early stages of hiring, especially when a criminal background check disproportionately excludes people of a certain race or national origin.

inclusive

The qualities of an environment that allow all employees, regardless of their backgrounds, identities, or abilities, to feel valued and respected. Inclusive workplaces actively remove barriers to participation and ensure that all individuals have equal access to opportunities and resources.

Indigenous

The original inhabitants of a region, such as Native American, Alaska Native, or Native Hawaiian groups in the U.S. Discrimination based on Indigenous identity, cultural practices, or tribal affiliation is prohibited under Title VII if it relates to national origin, race, color, or another protected class.

intersectional

Being characterized by overlapping, related, or combined identities, such as race, gender, class, sexuality, and disability. Everyone has multiple intersectional identities.

intersex

A person whose body, including their chromosomes and/or reproductive anatomy, does not fall strictly within the biological categories of male or female. Intersex individuals may face discrimination based on their perceived or actual sex, gender identity, or medical history.

invisible disabilities

A condition not immediately apparent to others, such as chronic illness, mental health disorders, or neurological differences. People with invisible disabilities are protected from discrimination, harassment, and indignity under federal law.

Jewish

Relating to someone who practices Judaism, one of the world's oldest religions, or who is part of the ethnoreligious group originating from the Israelites of ancient Israel and Judah. Jewish employees, like employees of any faith, are entitled to religious accommodations, such as time off for religious observances and allowances for religious attire.

just

In accordance with fairness, law, and morality. A just workplace is one where policies and practices are fair, transparent, and applied consistently to all employees, and where employees are treated with respect and dignity.

lesbian

A woman who is romantically or sexually attracted to other women. Under Title VII, discrimination against gay individuals is prohibited as a form of sex-based discrimination.

LGBTQIA

Lesbian, Gay, Bisexual, Transgender, Queer (or Questioning), Intersex, Asexual, and others . A group of people whose identities fall outside of heterosexual and/or cisgender norms. Members of the LGBTQIA+ community are protected from employment discrimination under Title VII as interpreted by the EEOC and the Supreme Court.

Lunar New Year

One of the most significant traditional holidays in many East and Southeast Asian cultures. Observance of Lunar New Year, also known as the Spring Festival or Tet, may involve ancestral rituals, family reunions, festive meals, and other celebrations.

marginalized

Relating to individuals or groups who are pushed to the edges of society and often excluded from full participation in social, economic, or political life. Marginalized people frequently face systemic barriers, discrimination, and unequal access to opportunities.

marital status

Whether a person is single, married, divorced, or widowed. Although not explicitly protected under Title VII, some state laws prohibit employment discrimination based on marital status.

masculine

Traits, appearances, and behaviors traditionally associated with men, such as assertiveness or strength. Masculine expression varies across time and cultures, so being biologically male is not a requirement for being masculine, and there is no single, correct way to act masculine.

minority

A group that is smaller in number within a population, often based on race, ethnicity, religion or other traits. Minority groups disproportionately experience discrimination and harassment.

misogyny

Contempt, prejudice, or discrimination against women. In the workplace, misogyny may manifest as gender-based stereotyping, exclusion, objectification, or harassment.

multi-lingual

Speaking multiple languages. Multi-lingual employees may be protected under Title VII as part of national origin.

multi-racial

Being a member of more than one racial background. In the workplace, multi-racial employees are protected from discrimination based on their racial identity under Title VII of the Civil Rights Act (1964).

Muslims

A practitioner of the religion of Islam, one of the world's major monotheistic religions that follows the teachings of the Prophet Muhammad in the Quran. Muslim employees, like employees of any faith, are entitled to religious accommodations, such as time off for religious observances and allowances for religious attire.

national origin

A person's country of birth or ancestry. Discrimination based on national origin is prohibited under Title VII, including treating someone unfavorably because of their ethnicity, accent, language, or cultural customs.

neurodivergent

An individual whose neurological development and functioning diverge from typical norms, including those with autism, ADHD, and dyslexia. Neurodivergent individuals may need workplace accommodations under the ADA, and discrimination based on these differences may be unlawful.

parental status

An individual's status as a parent, including the responsibilities and obligations associated with raising children. While federal law does not explicitly protect against discrimination based on parental status, some state and local laws provide such protections.

person of color

POC. A collective term for an individual who is not considered white, including but not limited to Black, Latinx, Asian, Indigenous, and Middle Eastern people. A person of color will often face systemic discrimination, bias, and unequal treatment based on race or ethnicity.

personal protective equipment

PPE. Any example of various safety equipment that employees wear or use to prevent injury in the workplace. Personal protective equipment can include clothing, accessories like goggles, and personal devices like gas leak sensors.

POCs

People of color. A collective term for individuals who are not considered white, including but not limited to Black, Latinx, Asian, Indigenous, and Middle Eastern people. POCs often face systemic discrimination, bias, and unequal treatment based on race or ethnicity.

post-traumatic stress disorder

PTSD. A mental health condition triggered by traumatic events and characterized by flashbacks, anxiety, or difficulty concentrating. Under the ADA, post-traumatic stress disorder may qualify as a disability, and affected individuals are entitled to reasonable accommodations.

PPE

PPE. Any example of various safety equipment that employees wear or use to prevent injury in the workplace. Personal protective equipment can include clothing, accessories like goggles, and personal devices like gas leak sensors.

preferred pronouns

The pronouns, such as he/him, she/her, or they/them, that reflect a person's gender identity. Misusing or refusing to use someone's pronouns intentionally may be viewed as harassment or sex-based discrimination under Title VII.

Pregnancy Discrimination Act

A 1978 amendment to Title VII that prohibits discrimination based on pregnancy, childbirth, or related medical conditions. The Pregnancy Discrimination Act mandates that employers treat pregnancy-related conditions as they would any other temporary medical condition by providing reasonable accommodation and leave as required and ensures that employees are not demoted, denied opportunities, or terminated due to pregnancy.

prosthetic limb

An artificial device that replaces a missing arm, leg, hand, or foot. Prosthetic limbs help restore mobility and function for individuals who have lost a limb due to injury, illness, or congenital conditions.

protected class

A trait that is safeguarded from discrimination under federal or state law. Under Title VII of the Civil Rights Act of 1964, protected classes include race, color, religion, sex, pregnancy, gender identity, sexual orientation, national origin, age, disability, and genetic information.

race

A group of people who share certain distinctive physical traits. Race is a protected class under Title VII of the Civil Rights Act (1964), which prohibits discrimination and unequal treatment based on race.

reasonable accommodations

A modification or adjustment to a job, work environment, or workplace policy that enables someone with a disability or a religious belief to perform essential job functions, including adjusted schedules, assistive technology, and modified dress codes. Under the Americans with Disabilities Act (ADA) and Title VII of the Civil Rights Act, employers are legally required to provide such accommodations unless doing so imposes an "undue hardship" on business operations or puts the employee in danger.

religion

An individual's sincerely held beliefs, practices, and observances relating to intangible topics such as spirituality, a deity or deities, and existence after death. Under Title VII, employers are required to reasonably accommodate employees' religious practices, including religious attire, grooming practices, and observance of religious holidays.

retaliation

An act in which an employer punishes an employee for engaging in protected activities, such as filing a complaint, reporting discrimination or harassment, participating in an investigation, or inquiring about and exercising rights. Retaliation is illegal under Title VII of the Civil Rights Act of 1964.

retention

An organization's ability to keep its employees over time. High retention rates often indicate a positive work environment, effective management, and high employee satisfaction and correlate with inclusive practices.

sex

The chromosomal biology that determines whether someone is male, female, or intersex. Sex is a protected class under Title VII of the 1964 Civil Rights Act, as well as other U.S. labor laws.

sexual harassment

A form of discrimination that violates Title VII and includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. Sexual harassment can affect anyone, regardless of gender or sexual orientation.

sexual orientation

Who a person is emotionally, romantically, or sexually attracted to, including heterosexual, homosexual, bisexual, and asexual orientation. In 2020, the U.S. Supreme Court ruled in Bostock v. Clayton County that Title VII's protections against sex discrimination include sexual orientation.

Shabbat

The Jewish Sabbath, which is a day of rest and celebration in Judaism. Shabbat begins on Fridays before sunset and ends the next day, Saturday, after nightfall.

sincerely held

A belief or practice that an individual earnestly follows. Employers must provide reasonable accommodations for all sincerely held religious beliefs and practices, including dress, holidays, and prayer breaks.

social construct

An idea or concept that is created and accepted by people in a society, rather than based on objective reality. Social constructs, such as race or gender roles, influence how individuals are perceived and treated, often reinforcing systems of power and inequality.

socioeconomic status

An individual's economic and social position, often based on income, education, or occupation. While not directly protected under federal laws, policies that disproportionately affect individuals from low-income backgrounds may cause indirect discrimination, particularly if they intersect with protected classes like race, disability, or national origin.

stereotype

An oversimplified, generalized belief about a group of people based on characteristics such as race, gender, age, or religion. Stereotypes are always harmful and lead to biased assumptions, unequal treatment, and discriminatory practices.

straight

A person who is attracted to individuals of the opposite gender. While straight, or heterosexual, people are not a historically marginalized group, all employees, regardless of orientation, are entitled to nondiscriminatory treatment.

Title VII

A section of the Civil Rights Act (1964) that prohibits employment discrimination based on race, color, religion, sex, national origin, or other protected traits. Title VII applies to employers with 15 or more employees and covers all aspects of employment, including hiring, firing, promotions, and compensation.

transgender

A person whose gender is different from the one they were assigned at birth. According to Title VII, the EEOC, and U.S. courts, discrimination against transgender individuals, such as refusing to use correct pronouns, denying access to appropriate facilities, or making employment decisions based on gender transition, is unlawful sex discrimination.

turbans

A head covering worn for religious or cultural reasons, particularly among Sikh men. Under Title VII, employers must reasonably accommodate religious dress practices like wearing a turban, unless doing so would cause undue hardship or put the employee in danger.

Two-Spirit

2S. A gender that exists in some Indigenous American and First Nations tribes to describe a person who embodies both masculine and feminine spirits. While "Two-Spirit" is not a legal category, discrimination based on sexual orientation, gender identity, or cultural identity may still be prohibited under Title VII and other civil rights protections, particularly those covering race, national origin, and sex.

unconscious biases

An automatic attitude or stereotype that affects understanding, decisions, and actions without conscious awareness. Unconscious biases can lead to discrimination that is deeply harmful even though it is unintentional.

undue hardship

An imposition of significant expense, difficulty, or disruption onto an employer. Undue hardship must be demonstrated on a case-by-case basis in order for an accommodation to be found unreasonable.

veterans

A person who has served in a country's military. Veterans are protected under several federal laws, including the Uniformed Services Employment and Reemployment Rights Act (USERRA).

visible

Relating to disabilities that are apparent to others, such as mobility aids, limb amputations, paralysis, or other observable impairments. People with visible disabilities are protected from discrimination, harassment, and indignity under federal law.

vitiligo

A medical condition in which the skin loses pigment in patches, often resulting in visible differences in skin tone. While vitiligo itself is not always classified as a disability, discrimination based on appearance, particularly when linked to race, color, or a perceived disability, may be prohibited under Title VII or the Americans with Disabilities Act (ADA).

Yom Kippur

The holiest day in Judaism, observed through fasting and atonement. Under Title VII, employers must accommodate an employee's request to observe Yom Kippur through schedule adjustments or approved leave unless doing so causes undue hardship.