DEI Resource Bank

In this DEI Resource Bank you find the latest research, knowledge and best practices from around the world. Happy reading!


We have compiled definitions of some of the key terms relating to diversity, equity & inclusion. We will continue adding to this page, so please let us know if there is a specific term you would like us to provide a definition for.


Championing workplace diversity means actively building communities where different perspectives, experiences, and backgrounds are represented. At the core of diversity is understanding the importance and value of different kinds of people. This includes differences in gender, race, religion, political opinion, ethnicity, age, sexual orientation, family status, language, disability, or any other aspect contributing to who we are and what we look like.


In inclusive workplaces, all individuals feel that they belong and can bring their authentic selves to work. Inclusion means that everyone is treated fairly and respectfully, has fair access to opportunities and resources, and can contribute fully to the organization’s success. In inclusive environments, everyone, regardless of background, feels like their voice is heard and their contributions are valued.

Equality & equity

Equality in the workplace refers to practices which treat all individuals exactly the same way. Equity refers to practices which focus on providing each individual with what they need to succeed.

A focus on equity is important in advancing inclusion in the workplace, as equity takes into account that often a single solution will not be effective in supporting individuals who come from different backgrounds, have different ways of working, and have different needs to enable their full success at work.


Belonging is defined as the feeling of security and support when there is a sense of acceptance, inclusion, and identity for a member of a certain group or place. (Definition by Workology)

Sense of belonging is a result of truly inclusive environments.


As individuals, each of our identities is made up of different components. We belong to different combinations of demographic groups, and we each have different cognitive abilities and past experiences. Intersectionality refers to the overlapping of these different identity factors, which make us who we are.

Individuals who are part of underrepresented groups (eg based on gender, sexuality, ethnicity or disability) are more likely to experience different kinds of disadvantages in society. Experiences of disadvantage are likely to increase depending on how many underrepresented groups individuals are part of.

The Oxford Dictionary defines intersectionality as “the interconnected nature of social categorisations such as race, class, and gender, regarded as creating overlapping and interdependent systems of discrimination or disadvantage”. The term was created in 1989 by Kimberlé Crenshaw, and has since become widely used to understand the lived experiences of diversity, equity and inclusion.

Unconscious biases

Unconscious biases (also known as implicit biases) are social stereotypes formed outside of our conscious awareness. They stem from our need to process and manage the vast amounts of information we receive in our daily lives, and our tendency to organize social worlds by categorizing. Unconscious biases occur naturally in all humans, however we each have the power to increasingly recognise how our biases affect our behaviour, and therefore mitigate their impact on our decision making and on how we approach and treat other people.

Psychological safety

Psychological safety at work means feeling confident that you can voice your thoughts, ideas, concerns and challenges without fear that you will be punished or humiliated for speaking up by other members of your workplace community.

Psychological safety is an important prerequisite for truly inclusive workplace environments.