Division of Institutional Equity & Diversity Resources
The following is a list of resources our community members can refer to that discuss topics relating to diversity, access, inclusion and equity on campus. We will update this page with new information as we continue to achieve our goal of creating a welcoming campus community where diverse faculty, staff and students thrive.
Cultural Humility and Inclusion: Seeing Ourselves to See Others
- Presented by UNT Director of Diversity and Inclusion Shani Barrax Moore in partnership with UNT System Talent Management, this one-hour session will introduce participants to cultural humility, intentional inclusion, and productive engagement with difference
Implicit Bias Module Series
- Developed by the Kirwan Study for Race and Ethnicity at the Ohio State University, this self-guided multi-module course provides an overview of the science and social implications of implicit bias.
Microaggressions in the Classroom by Yolanda Flores Niemann, Professor of Psychology at UNT
- Video created by Carla LynDale Carter-Bishop, MFA, Lecturer/Faculty Advisor, Department of Media Arts
While the division still addresses discrimination and harassment issues, including Title IX and ADA compliance through the Office of Equal Opportunity, the creation of the Office of Diversity and Inclusion has increased the efforts of the Division of Institutional Equity and Diversity to educate its community about the new lexicon of diversity, equity, and inclusion. Some key terms and concepts follow:
Broader set of access and equal opportunity interests that many institutions seek to advance in order to correct inequities in current and recent historical education systems.
The cumulative result of an organization’s programs, practices and policies on the way people of various identities experience inclusion. Campus climate impacts employee and student engagement and success.
The equal access to opportunities guaranteed by university policies based on federal and state laws.
Having an awareness of one’s own cultural identity and views about difference, and the ability to learn and build on the varying cultural and community norms, intergroup and intragroup differences.
Allows culturally competent individuals to identify the presence and importance of differences between their orientation and that of each person they interact with and to explore compromises that would be acceptable to both. It is a lifelong process of self-reflection and self-critique.
The multiple identities around which people differ (such as race, ethnicity, sexual orientation, gender identity and expression, disability status, national origin, etc.) that make one individual or group different from another and impact one’s perceptions, experiences, and interactions.
The principle of non-discrimination and employment that emphasizes opportunities in education and employment for all individuals.
The guarantee of fair treatment, access, opportunity, and advancement for all students, faculty, and staff, while simultaneously working to identify and eliminate barriers that have prevented the full participation of some (usually historically underrepresented and marginalized) groups.
Active, intentional, and ongoing engagement with diversity; embracing and affirming differences and offering respect in words and actions (such as language) for all groups and people.
Defined by the Association of American Colleges and Universities (to which UNT belongs) as the active process through which colleges and universities achieve excellence in learning, teaching, student development, institutional functioning, and engagement in local and global communities.
The Division of Institutional Equity and Diversity leads efforts to institutionalize these concepts through University programs, practices, policies, and people that continue to meet the dynamic need of our ever-changing student, faculty, and staff population.
A person whose sex assigned at birth matches their gender identity, based upon what society has prescribed (ex. assigned female at birth and identifies as a woman).
DACA is a program allowing undocumented immigrants who fit the following criteria the opportunity to apply for a work permit, obtain a social security number, and get a driver’s license:
Are 15 years or older
Came to the U.S. before they were 16 years of age
Were under the age of 31 on June 15, 2012
Have lived in the U.S. continuously since 2007
Were physically in the U.S. on June 15, 2012
Received or are working on their high school diploma or GED
DACA provides temporary protection from removal from United States. DACA has been rescinded as of September 2017 and will end unless action is taken by Congress. It is recommended to follow federal updates through United States Citizenship and Immigration Services.
The ways in which a person externally communicates their gender to others.
An individual’s personal experience of their own gender; gender identity is not determined by sex assigned at birth.
A person of Latin American origin or descent (used as a gender-neutral, non-binary alternative to Latino or Latina).
An individual that comes from more than one race or whose parents are born from more than one race.
A classification assigned to a non-U.S. citizen or foreign national, who doesn't pass the green card test or the IRS substantial presence test. This term is more inclusive than use of the term “alien.”
A medically assigned status based on chromosomes, hormones, and sex/reproductive organs.
An umbrella term for people whose gender identity and/or expression is different from cultural expectations based on the sex they were assigned at birth. Being transgender does not imply any specific sexual orientation; transgender people may identify as straight, gay, lesbian, bisexual, etc.
Refers to foreign nationals residing in the U.S. without legal immigration status. It includes persons who entered the U.S. without inspection and proper permission from the U.S. government, and those who entered with a legal visa that is no longer valid.
Social Justice Terms
A member of an advantaged group who acts against the oppression from which they derive power, privilege, and acceptance.
One who uses their privilege to influence decisions within systems (political, social, economic, etc.) and institutions. Advocates go beyond allyship to address systemic and institutional change.
Discomfort that occurs because of a discrepancy between what a person already knows or believes and new information and interpretation. Is an uncomfortable feeling caused by holding two contradictory ideas simultaneously.
Describes a person’s awareness and understanding of oppression in the social environment (and also “within” every person) as part of the developmental process; are the differences in the way individuals incorporate, resist, or redefine specific manifestations of social oppression, and is applicable to various social groups.
The social process of becoming or being made to be at a social disadvantage and relegated to the fringe of society and rendered less important, empowered, or relevant. Also known as social exclusion.
Brief and commonplace daily verbal, behavioral, or environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative slights and insults toward a social group. Can be interpreted as “backhanded communications.”
Exclusive advantages or benefits afforded to certain people, based on their group identity or status (usually dominant). These advantages are largely unearned and are often invisible to the people enjoying them (ex. White, heterosexual, able-bodied, Christian, male, etc.).
Full and equal participation of all groups in a society that is mutually shaped to meet their needs, the distribution of resources is equitable, and all members are physically and psychologically safe and secure.