“Dora, but was this bias or microaggression or non-inclusive language?”…

…is a question I hear from participants in my workshops who are trying to make sense of what they've witnessed in the workplace.

I understand the confusion—these topics are complex, and with DEI terms used as buzzwords, it can be even more challenging to grasp the nuances.

To help, I’ve created this simple graphic that breaks down a quote* I find useful in explaining how these terms are interconnected.

Bias manifests itself cognitively, emotionally and behaviorally. The stereotypes we operate with, prejudice and discrimination (so, also microaggressions) are expressions of how our brain operates on shortcuts.

I hope this visual aid clarifies the distinctions and connections between these terms.

What are some common misunderstandings or examples where DEI terms are used as buzzwords without a proper grasp of their meanings, that you've observed?

“Our explicit and implicit biases express themselves as prejudice, stereotypes and discrimination (…) Prejudice is bias expressed at emotional level and is an opinion, prejudgment or attitude about a group or its individual members. Stereotypes are biases expressed at cognitive level and are specific beliefs, images or distorted truths about a person (…) Discrimination is bias expressed at the behavioural level and refers to behaviors that treat people unequally because of their group memberships.”

Source: Dr. Poornima Luthra, Sara L. Muhr, “Leading Through Bias”