New Terms for DEI - Crossword Puzzle Spring 2020

New Terms and Words for Diversity, Equity and inclusion:
Allyship, Code-switching, Colorblindness, Confirmation Bias, Corporate Social Responsibility, Emotional Tax, Indigenous, Marginalized Communities, Neurodiversity, Non-Binary, Romantic Orientation, Socioeconomic status, Stereotypes , Unconscious Bias. (versus norms),  




2. Marginalized Communities are groups of people who face systemic disadvantages, exclusion, and barriers to opportunities, resources and power based on their identities, including but not limited to black, indigenous, and people of color, immigrants, refugees, undocumented Americans, people with disabilities, women, anybody who identifiesl outside or beyond the gender binary or not as cisgender, anybody who is not heterosexual, poor and/or low income communities.

5. Our tendency to interpret information based on a way that confirms our own previous beliefs and experiences.

7. The amount of money you earn in wages each  month or year.  This can change rapidly.

8. Stereotypes refer to the widely held, oversimplified ideas we hold about a person based on their identities (real or perceived).  Usually, stereotypes are based on assumptions, popular opinion, or misinformation, are generally negative, are sweeping and simple, and are often characterized by words such as "always" and "never".  Norms, on the other hand, are based on observable experiences within a community, are not necessarily negative, are helpful and intended to guide people in their actions, are complex, and are often qualified by words such as "often," "sometimes," and "may."

11. The process by which a person attempts to ignore the existence of race or skin color in service of seeing past race and just seeing the person.  This de-emphasizing of race, however, ignores the real, lived experience of people of color in the US and ignores their experience.  We often shy away from using this term when possible because it is also albeit in that it diminishes the experiences of people whoare actually blind or experience visual impairments.

12. Also known as first peoples, aboriginal peoples, native peoples, or autochithonous peoples, indigenous people are ethnic groups who are descended from and identify with the original inhabitants of a given region, in contrast to groups that have settled, occupied or colonized the area more recently.

13. The concept that there is a great diversity in how people's brains are wired and work, and that neurological differences should be valued in the same way we value any other human variation.

14. An affinity for someone that evokes the desire to engage in an emotionally intimate relationship often described based on the gender relationship between the person and the people they are romantically attracted to.

15. The combination of being on guard to protect against bias, feeling different at work because of gender, race, and/or ethnicity, and the associated effects on health, well-being, and ability to thrive at work.



 1. The false assumption that there are only two genders, male and female.

3. An implicit association, whether about people, places, or situations, which are often based on mistaken, inaccurate, or incomplete information and include the personal histories we bring to the situation.

4. Praciticing good corporate citizenships by going beyond profit maximization to make a positive impact on communities and societies.

6. Allyship is a philosophy rooted in action; it demands doing what is nedessary to recognized and subvert systems of oppression.  Allyship is a process, is based on trust and accountability, looks different for everyone based on your identities, experiences, and spheres of influence, and is not self-defined (i.e. you don't need to label yourself as an "ally").  Recently, allyship has been critiqued as being too passive and is replaced by accompliceship.  For a more robust discussion of this topic see the article "Accomplices not Allies" as well as,

9. A category for a fluid constellation of gender identities beyond the woman/man gender binary.

10. The practice of Altering behavior, appearance, and language to fit in.  Code-switching happens for many reasons, but in the DEI context, code-switching typically refers to the practice by people with marginalized identities of changing their behavior, appearance and language to assimilate to the dominant culture and gain access to advantages experienced by people with dominant identities.