Advancing Antiracism, Diversity, Equity, and Inclusion in STEMM Organizations: Beyond Broadening Participation (2023)

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Appendix D. Glossary American Indian or Alaska Native- a person having origins in any of the original peoples of North and South America, including Central America, and who maintains tribal affiliation or community attachment. Antiracist- to engage in an active, intentional, and dynamic set of actions that dismantle and disrupt the policies, practices, attitudes, cultures, and systems that confer power and privilege to White people over others. Asian- a person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian subcontinent; for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam. These individuals remain citizens of their home countries in Asia. Asian American- a person who has Asian ancestry and who is now a U.S. citizen or a U.S. permanent resident. Black or African American- a person having origins in any of the Black racial groups of Africa. Climate- refers to the participants’ perception of and experiences with the organization, leadership, and actions, including the policies, practices, and procedures that comprise its culture. Climate can help identify particular issues in an organization, notably when gaps exist between values and actions (see also Culture). Colorblind- an ideology in which the evaluation, perception, and treatment of individuals is equal without the consideration of race and ethnicity information of those individuals. It assumes that all individuals are on a level playing field, and often ignores experiences of individual racism, structural racism, and other unique factors that occur on the basis of race. App D-1 Pre-Publication Copy, Uncorrected Proofs 

Culture- broadly defined as “the historically, collectively evolving use of tools, practices, and norms.” Organizational culture is dynamic: “Culture is not best understood as a homogeneous, cohesive and causal force, but as something that people do; it is emergent, dynamic, situationally adaptive and co-created in dialogue.” Discrimination- treatment of others based on stereotypic assumptions or emotional prejudices. This includes both active harm and passive harm, as well as active help and passive help. Diversity- the fair representation of all different aspects of human characteristics, identities, and perspectives in the composition of a group. Diversity is contextual and benefits from specific definitions for the areas to which it applies. It can be a product of antiracist actions as well as a measure against racism. Equality- the treatment of all individuals in the same manner regardless of their starting point. Equity- is an outcome from fair conditions (policies, practices, structures, cultures, and norms) in which all individuals and groups have the opportunities and resources they need for general well-being or success in specific metrics (such as pay or advancement). Equity is aligned with justice and may require the systemic redistribution of power, access, and resources. Equity should not be confused with equality, which is the treatment of all individuals in the same manner regardless of their starting point. Ethnicity- in contrast to race, has a stronger relationship to place: “a grouping of persons according to a shared geographic, national, or cultural heritage.” Ethnicity is a human-invented term used to describe people from a similar national or regional background who share common cultural, historical, and social experiences. An ethnic group likely contains a subgroup of people who share distinct beliefs, values, and behaviors. Race, even though as mentioned below is not a valid biological construct, does contain reference to biological features, while ethnicity addresses social, cultural, and historical commonalities (see also Race). Explicit bias- blatant expressions of prejudice and explicit endorsement of stereotypes. App D-2 Pre-Publication Copy, Uncorrected Proofs 

Gatekeeper- defined simply as any individual who possesses power in a given STEMM context or situation, where power includes the control over valued outcomes and resources. Gatekeepers in STEMM can exert their power across a range of everyday behaviors. For example, they can define boundaries, decide who does or does not get tenure, decide who should be hired, decide who gets recognition and praise, and direct the flow of and use of resources. Individuals such as managers, supervisors, admissions officers, principal investigators, heads of laboratories and research groups, deans, university presidents, and chief executive officers represent some of the most common gatekeepers in STEMM. Hispanic or Latine- ethnicity categories referring to a person of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture or origin, regardless of race. “Hispanic” does not include individuals of Brazilian heritage, whereas Latine refers to people from Latin America regardless of language. Both are gender neutral. The committee elected to use “Latine,” unless the data source specifically denotes Hispanic. Indigenous- a term that represents the racial categories of American Indian or Alaska Native and Native Hawaiian or Other Pacific Islander. Ideal-worker framework- characterized by a culture where workers center their profession as the primary obligation and have additional support to attend to their domestic needs Individuation- a cognitive process whereby a person consciously considers the unique beliefs, perspectives, and intentions of another individual. Implicit bias- stereotypic beliefs and negative evaluations about groups that pop into mind quickly, often with little awareness or intention. Inclusion- the feeling or sense of belonging in an environment in which all individuals, regardless of and with respect to their backgrounds, feel that they have a voice and the support for full participation in that environment. An inclusive culture is reinforced with equitable policies, practices, programs, and structures. In an inclusive environment, leaders take an active role in App D-3 Pre-Publication Copy, Uncorrected Proofs 

reflecting, learning, and listening to all members of the community to sustain a culture of dignity, respect, and trust. Institutional racism- policies and practices within and across institutions that, intentionally or not, produce outcomes that chronically favor White individuals and put individuals from minoritized racial and ethnic groups at a disadvantage. Meritocracy- a system in which individuals advance based on their ability alone. Minoritized individuals- Black people, Indigenous people, Latine people, and people from groups which have been historically and systemically marginalized based on their race or ethnicity. More than one race- respondents who select one or more racial designations on forms or surveys in which race is asked. Native Hawaiian or other Pacific Islander- a person having origins in any of the original peoples of Hawaii, Guam, Samoa, or other Pacific islands. Norms- are a set of behavioral expectations within an organization or group. “Often unspoken, these norms offer social standards of appropriate and inappropriate behavior, governing what is (and is not) acceptable and coordinating our interactions with others.” Policies- the documented structure and guidance for decision making in organizations. Practices- the formal and informal ways in which an organization completes a task. Prejudice- an evaluative and affective bias of groups of people. This can range from simple negative-positive attitudes to complex emotions, such as envy, resentment, scorn, pity, and fear. Postsecondary- referring to formal education taking place after high school. Race- a human-invented, shorthand term used to describe and categorize people into various social groups based on characteristics like skin color, physical features, and genetic heredity. Race, while not a valid biological concept, is a real social construction that gives or denies benefits and privileges. Racialized- the extension of racial meaning to resources, cultural objects, emotions, bodies and organizations that have previously been seen as non-racial. Racial bias- refers to the collective of stereotyping, prejudice, and discrimination, and how they can unfairly advantage or disadvantage individuals based on race. App D-4 Pre-Publication Copy, Uncorrected Proofs 

Racism- the combination of policies, practices, attitudes, cultures, and systems that affect individuals, institutions, and structures unequally and that confer power and privilege to certain groups over others, defined according to the social constructions of race and ethnicity. Stereotype- refers to a generalized belief regarding the characteristics and traits of a group of people. Structural racism- cultural values in society that are so ingrained in daily life that they are seen simply as the way things are. This includes the wider political and social disadvantages within society. Systemic racism- perpetuated discrimination within a system that was founded on racist principles or practices. Systemic racism focuses on the involvement of whole systems, and often all systems—for example, political, legal, economic, health care, school, and criminal legal systems—including the structures that uphold those systems. Team- a small number of individuals with different roles and responsibilities that interact independently to perform tasks and accomplish shared goals. Values- a set of priorities amidst multiple interests. Values may vary based on individual judgement, biases, prejudices, and shape personal behavior. White- a person having origins in any of the original peoples of Europe, the Middle East, or North Africa. App D-5 Pre-Publication Copy, Uncorrected Proofs