VII. Definitions & Abbreviations

“If my colleagues had the right language, it would make conversations a thousand times easier.” –David Baboolall (they/them)

It is important to have a shared vocabulary in equity and social justice work. Below is a short list of common terms and abbreviations used throughout this document, along with their meanings. A more comprehensive “Glossary of Terms” intended to advance education and awareness of institutional and structural racism and to assist in formulating appropriate language for any formal or informal conversations about race, racism, proposed executive action, or upcoming legislation will be provided in the online toolkit.

Anti-Racism

Anti-racism is a process of actively identifying and opposing racism. The goal of anti-racism is to challenge racism and actively change the policies, behaviors, and beliefs that perpetuate racist ideas 
and actions.

“Anti-racism is rooted in action. It is about taking steps to eliminate racism at the individual, institutional, and structural levels.” Source: Verywell Mind

Belonging

The Office of Equity uses john a. powell’s definition of belonging. Belonging calls for something more than Inclusion and Equity, yet also includes them in meaningful ways.

Belonging is both objective and subjective.

It can be quantified and measured, but it is also a perception found in the eye of the beholder. In this respect, Belonging, unlike both Equity and Inclusion, contains a psychological component — an affective component, which shapes the way social groups regard whatever it is they are regarding: an institution, a city, or even society writ large.

If members of a social group feel as if they belong, then belonging exists.  But if they do not, despite being included and having few tangible resource inequities or other disparities between groups, then belonging 
is lacking.

A core element of belonging: the expressive or communicative message that a group belongs.

It can be expressed explicitly, through representation, or by signaling that members of a particular group are welcome in a particular space, institution, or community.

It can also be expressed implicitly, as when accommodations are made, such as when special food or holidays are provided for.

Belonging is perceptual and tangible; it is a feeling and a practice. Belonging requires more than accommodation; it also demands agency. Belonging is realized fully when included groups have more than a voice — they are actually able to reshape the institution together with existing stakeholders.

BIPOC

Black, Indigenous, and People of Color

DE&I

Diversity, Equity & Inclusion

Diversity

Building diversity in our state agencies is only a starting point. Diversity is defined broadly as any difference whatsoever, all of the characteristics that make individuals unique. It is used to describe the various combinations of group/social differences (e.g., race/ethnicity, class, gender, gender identity, sexual orientation, country of origin, and ability, as well as cultural, political, religious and other affiliations) and human differences (e.g., personality, learning style, and life experiences). Our working definition of diversity is to foster a work environment of belonging for every employee, recognizing and effectively utilizing their talent, skills, and perspectives to create a unified and high-performance workforce.

Ecosystem

The biological community of living beings, communicating with the physical environment and other nonliving components. It can also be defined as the chain of communication or interaction between the living organisms and 
their environment

Equity

The most important construct among DE&I, equity, refers to the creation of opportunities for historically underrepresented populations to have equitable access to equitable opportunity. Equity is also the process of allocating resources, programs, and opportunities to employees, customers, and residents to address historical discrimination and existing imbalances. Therefore, equity requires an organizational commitment that all employees, customers, and residents will be provided equitable access to opportunities, resources, and the ability to fully contribute to the agency’s mission and goals.

The work of the Office of Equity must be guided by the following principles of equity per RCW 43.06D.020:

Developing, strengthening, and supporting policies and procedures that distribute and prioritize resources to those who have been historically and are currently marginalized, including tribes;

Eliminating systemic barriers that have been deeply entrenched in systems of inequality and oppression; and

Achieving procedural and outcome fairness, promoting dignity, honor, and respect for all people.

Historical(ly)

This term refers to a 10-year or longer trend at a given department, agency, organization, or state.

PEAR

Pro-equity, anti-racism (see Pro-Equity)

Institutional Racism

The policies and practices within and across institutions that, intentionally or not, produce outcomes that chronically favor or place one racial group at a disadvantage. The overlapping and intersectionality of personal characteristics, including race, color, national origin, ethnicity, religion, gender, sex, sexual orientation, gender identity, and disability, determine the degree of disadvantage. Examples of institutional racism can be found in school disciplinary policies in which students of color are punished at much higher rates than their white counterparts; in the criminal justice system; and within many employment sectors where day-to-day operations, as well as hiring and firing practices, significantly impact workers of color in a negative manner.

PEAR Ecosystem

Recognizing the interconnectedness between human systems and nature systems, our working definition of the PEAR ecosystem is finding and fostering a microclimate for change:

Community is the guiding light

Interconnected system of PEAR Values, PEAR Service Lines, and PEAR Determinants of Equity

Outcomes: All people in Washington flourish and achieve their full potential, embody pro-equity, anti-racism values, and enjoy peace, prosperity, and possibility now and for generations to come.

Pro-Equity

“…[T]he proactive way of doing equity work... the knowledge that we live in a society permeated by racism and bigotry... combat or control... in every action...” Source: Caroline Hill.

Relational Partnership

Empathy-centered collaboration between government and people groups who have been excluded and marginalized by government decisions and actions… to undo harm and advance pro-equity anti-racism (PEAR) outcomes.

Structural Racism

A system in which public policies, institutional practices, cultural representations, and other norms work in various, often reinforcing, ways to perpetuate racial group inequity. It identifies dimensions of our history and culture that have allowed privileges associated with “whiteness” and disadvantages associated with “color” to endure and adapt over time. Structural racism is not something that a few people or institutions choose to practice. Instead, it has been a feature of the complex social, economic, and political systems in which we all exist.

Underrepresented

This term refers to populations, of employees, for example, that are disproportionately lower in number relative to their number in the national/state population.