Introduction

The term equity is associated with beliefs of fair treatment, access, opportunity and advancement for all people.

This is a term that demonstrates an awareness of and willingness to address equity issues among leaders and staff.

Diversity is associated with individual differences (e.g., personality, learning styles, and life experiences) and group/social differences (e.g., race/ethnicity, class, gender, sexual orientation, country of origin, physical or cognitive abilities, as well as cultural, political, religious, or other affiliations) that can be engaged in the service of learning.

The term inclusion refers to the active, intentional, and ongoing engagement with diversity in people and in communities (intellectual, social, cultural, geographical). This engagement with diversity has the potential to increase one’s awareness, content knowledge, cognitive sophistication and empathic understanding of the complex ways individuals interact within systems and institutions.

Evidence of change in policy, practices, structures, culture and climate. Indicators range from formal ones such as climate surveys, equity/diversity/inclusive excellence score cards, and qualitative interviews to informal ones such as collected data from anecdotal evidence and ad hoc focus groups.