Review the following key terms and concepts that underpin this module:

Power

Power is unequally distributed globally and in society; some individuals or groups wield greater power than Articulate Key Concepts others, thereby allowing them greater access and control over resources. Wealth, whiteness, citizenship, patriarchy, heterosexism, and education are a few key social mechanisms through which power operates. Although power is often conceptualized as power over other individuals or groups, other variations are power with (used in the context of building collective strength) and power within (which references an individual’s internal strength). Learning to “see” and understand relations of power is vital to organizing for progressive social change.

Privilege

Privilege can be defined as a group of unearned cultural, legal, social, and institutional rights extended to a group based on their social group membership. Individuals with privilege are considered to be the normative group (such as those belonging to cisgender, white, able-bodied and other dominant groups), leaving those without access to this privilege invisible, unnatural, deviant, or just plain wrong. Most of the time, these privileges are automatic and most individuals in the privileged group are unaware of them. Some people who can “pass” as members of the privileged group might have access to some levels of privilege.

Having privilege does not mean that you never encounter hardship, but rather that the hardship that you encounter is not a result of your belonging to a privileged social group.

Oppression

Oppression is the systemic and pervasive nature of social inequality woven throughout social institutions as well as embedded within individual consciousness. Oppression fuses institutional and systemic discrimination, personal bias, bigotry and social prejudice in a complex web of relationships and structures that shape most aspects of life in our society. You will learn more about bias later in the module.

Inclusion

Inclusion is the active, intentional, and ongoing engagement with diversity, where each person is valued and provided with the opportunity to participate fully in creating a successful and thriving community. It also means creating value from the distinctive skills, experiences and perspectives of all members of our community, allowing us to leverage talent and foster both individual and organizational excellence.

Diversity

In broad terms, diversity is any dimension that can be used to differentiate groups and people from one another. It means respect for and appreciation of differences in ethnicity, gender, age, national origin, ability, sexual orientation, faith, socio-economic status and class. But it’s more than this. It includes differences in life experiences, learning and working styles and personality types that can be engaged to achieve excellence in teaching, learning, research, scholarship and administrative and support services.

Equity

Equity is the guarantee of fair treatment, access, opportunity, and advancement for all. It requires the identification and elimination of barriers that prevent the full participation of some groups. This principle acknowledges that there are historically under-served and underrepresented populations in the social areas of employment, the provision of goods and services, as well as living accommodations. Redressing unbalanced conditions is needed to achieve equality of opportunity for all groups.

People sometimes wonder about the difference between equity and equality. The 4thbox project from the Center for Story-based Strategy offers a useful illustration to help explain what equity (and, even better, liberation) looks like: 3 images show difference between equality, equity, & liberation. Liberation removes the barrier for all.

Of course, this series of images is simplistic. For example, in real life, the reason we can't see over the fence is often not that we are smaller (or deficient in some way) but rather that we are standing on lower ground due to oppression. To unpack this image further, read this post from the website CulturalOrganizing.org, entitled "The problem with that equity vs. equality graphic you’re using".