The following terms and phrases appear throughout all Viewfinder surveys. These definitions are provided to help ensure proper understanding of questions and garner accurate responses.

Agender: A person who might define their gender as being neither man nor woman or not having any gender at all.

Bias: The belief that certain people, ideas, etc. are worth less than others, which may result in discriminatory treatment of those populations.

Cisgender: A person whose gender identity matches the sex they were assigned at birth; is the opposite of transgender.

Civil Union: A legal partnership between two people that provides legal and fiscal benefit. Civil Unions were the only option for same- gender couples to receive financial benefits similar to marriage before the legalization of same-gender marriage nationwide in 2015.

Climate: Climate is the cumulative result of an organization’s programs, practices and policies on the way people of various identities experience inclusion.

Cultural Competence: The ability to effectively deliver education or services that meet the social, cultural, and linguistic needs of those being educated or served.

Discrimination: The unjust or prejudicial treatment of different categories of people or groups, especially on the grounds of race, color, national or ethnic origin, religion, sex, sexual orientation, gender identity or expression, age, political affiliation, disability, marital status, ancestry, genetic information, citizenship, or veteran status. Treating an individual or group of individuals unfavorably in their employment or education because of race, color, national origin, religion, sex, sexual orientation, gender identity or gender expression, age, disability, genetic information, or veteran status.

Disability: A person who (1) has a physical or mental impairment that substantially limits one or more major life activities, (2) has a record of such impairment, or (3) is regarded as having such an impairment.

Diversity: The multiple identities around which people differ that make one individual or group different from another and impact one’s perceptions, experiences, and interactions. These include identities such as race, ethnicity, sexual orientation, socioeconomic status, gender and gender identity, religion, etc.

Employee Resource/Affinity Group: A voluntary, employee-led group that serves as a resource for members and organizations by fostering a diverse, inclusive workplace that is aligned with the organizational mission, values, goals, and business practices.

Equity: The 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.

Gender Identity: An individual’s personal experience of their own gender; gender identity is not determined by sex assigned at birth.

Genderqueer: A person who might define their gender as neither man nor woman, possibly a mix of genders, and possibly fluid.

Gender Non-Conforming: A person who does not fully conform to the expectations around their gender that their society enforces.

Harassment: Unwelcome verbal or physical conduct because of race, color, national origin, religion, sex, sexual orientation, gender identity or gender expression, age, disability, genetic information, or veteran status, that demeans, threatens or offends an individual or group of individuals when such conduct interferes with a student’s ability to participate in or benefit from educational programs or activities; or when the conduct unreasonably interferes with an employee’s work performance or creates an intimidating, hostile, or offensive work environment.

Inclusion: 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.

International Student: A student studying at a U.S. college or university who is not a U.S. citizen, US Permanent Resident, DACA, Asylee, nor Refugee. This includes students whose visas are sponsored by the schools where they study, generally F-1 and J-1 students, and whose schools have a federally mandated reporting requirement.

International Faculty: A faculty member who is sponsored to work in the United States by the University. This includes faculty members in H1B, TN, or O1 status as well as those who are pending employment based US Permanent Residency.

International Staff: A staff member who is sponsored to work in the United States by the University. This includes staff members in H1B, TN, or O1 status as well as those who are pending employment based US Permanent Residency.

Latinx: An identity that may be chosen by people who are descendants of regions that were colonized by Spain which includes but is not limited Mexico, Central America, and South America. This term intentionally includes Trans and Nonbinary people by using an “x” at the end of the word rather than the gendered terms Latino or Latina.

LGBTQIA+: An acronym that represents identities in Queer and Trans communities that includes but is not limited to: Lesbian, Gay, Bisexual, Transgender, Queer, Intersex, and Asexual.

(Cisgender) Man: A person who is assigned male at birth and identifies as a man.

Mental Disability: Disorders or conditions that influence one’s emotions, cognitions, and behaviors, which may include depression, anxiety, schizophrenia, and bipolar disorder.

Microaggressions: 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."

Multiculturalism: The presence of, or support for the presence of, several distinct cultural or ethnic groups within a society.

Multiracial: A person identifying with two or more races.

Naturalized U.S. Citizen: A person not born in the United States who is granted U.S. citizenship after they fulfill the requirements established by Congress in the Immigration and Nationality Act.

Non-Binary: A person who might define their gender as not fitting within the gender binary of man and woman.

On-boarding: The initial training or steps provided to orient new employees to the UNT organizational culture.

Permanent Resident: Any person not a citizen of the United States who is residing in the U.S. under legally recognized as an immigrant. Also known as “Green Card Holder.”

Person of Color: A person who is not white or of European parentage. Referred to as “Employees of Color” and “Students of Color” in this survey.

Political View: A set of doctrines or beliefs that are shared by the members of a social group or that form the basis of a political, economic or other system.

Retaliation: Any adverse action, treatment or condition; including an act intended to intimidate, threaten, or coerce, that is likely to dissuade a reasonable individual from opposing discriminatory practices, filing a charge of discrimination, or participating in an investigation regarding discrimination.

Sexual Assault: Sexual contact or intercourse with a person without the person’s consent, including sexual contact or intercourse against the person’s will or in a circumstance in which the person is incapable of consenting to the contact or intercourse.

Sexual Identity: How people think of themselves in terms of whom they are romantically or sexually attracted to. Also known as sexual orientation.

Sexuality: Attractions, feelings, and thoughts that deal with desire, contact, or interest in another person(s), or lack thereof.

Spiritual Affiliation: The beliefs, practices, and/or deeply held values that one holds; including but not limited to religious.

Transgender: A person whose gender does not match their sex assigned at birth, based on what their society has prescribed.

Transman: An identity label sometimes adopted by a person who is assigned female at birth that signifies that they identify as a man, while still affirming their trans history.

Transwoman: An identity label sometimes adopted by a person who is assigned male at birth that signifies that they identify as a woman, while still affirming their trans history.

Veteran: A former member of the Armed Services of the United States (Army, Navy, Air Force, Marine Corps, and Coast Guard) who served on active duty and was discharged or released under conditions other than dishonorable.

(Cisgender) Woman: A person who is assigned female at birth and identifies as a woman.

Worldview: An individual’s or groups’ theory of the world, used for living in the world and framing a mental model of reality, ideas, and attitudes.

Los siguientes términos y frases aparecen a lo largo de la encuesta en Viewfinder. Estas definiciones se proporcionan para ayudar a garantizar una comprensión adecuada de las preguntas y obtener respuestas precisas.

Agénero: Una persona que podría definir su género como no ser ni hombre ni mujer o que no tiene ningún género en absoluto.

Prejuicio: La creencia de que ciertas personas, ideas, etc. valen menos que otras, lo que puede resultar en un tratamiento discriminatorio de esas poblaciones.

Cisgénero: Persona cuya identidad de género coincide con el sexo que se le asignó al nacer; es lo opuesto de transgénero.

Unión civil: Asociación legal entre dos personas, que proporciona beneficios legales y fiscales. Las uniones civiles fueron la única opción para que las parejas del mismo género recibieran beneficios financieros similares al matrimonio, antes de la legalización del matrimonio entre personas del mismo género en todo el país en 2015.

Clima: Clima es el resultado acumulativo de programas, prácticas y políticas de una organización sobre la forma en que las personas de diversas identidades experimentan la inclusión.

Competencia cultural: Capacidad de brindar eficazmente educación o servicios que satisfagan las necesidades sociales, culturales y lingüísticas de las personas que los reciben.

Discriminación: Tratamiento injusto o perjudicial a diferentes categorías de personas o grupos, especialmente por motivos de raza, color, origen nacional o étnico, religión, sexo, orientación sexual, identidad o expresión de género, edad, afiliación política, discapacidad, estado civil, ascendencia, información genética, ciudadanía o estado de veterano. Tratar a un individuo o grupo de individuos de manera desfavorable en su empleo o educación debido a su raza, color, nacionalidad, religión, sexo, orientación sexual, identidad de género o expresión de género, edad, discapacidad, información genética o estado de veterano.

Discapacitado: Persona que (1) tiene un impedimento físico o mental que limita sustancialmente una o más actividades importantes de la vida, (2) tiene un historial de dicho impedimento, o (3) se considera que tiene dicho impedimento.

Diversidad: Múltiples identidades en torno a las cuales difieren las personas que hacen que un individuo o grupo sea diferente de otro e impactan las percepciones, experiencias e interacciones de uno. Estas incluyen identidades como raza, etnia, orientación sexual, estatus socioeconómico, género e identidad de género, religión, etc.

Grupo recurso/afinidad de los empleados: Grupo voluntario dirigido por empleados que sirve como recurso para miembros y organizaciones al fomentar un lugar de trabajo diverso e inclusivo que está alineado con la misión, los valores, los objetivos y las prácticas comerciales de la organización.

Equidad: Tratamiento, acceso, oportunidad y avance justo para todos los estudiantes, profesores y personal, mientras se trabaja simultáneamente en identificar y eliminar las barreras que han impedido la participación total de algunos grupos (generalmente aquellos con una representación insuficiente y marginados).

Identidad de género: Experiencia personal de un individuo de su propio género; la identidad de género no está determinada por el sexo asignado al nacer.

Género queer: Una persona que podría definir su género como ni hombre ni mujer, posiblemente una mezcla de géneros y posiblemente fluida.

Disconformidad de género: Persona que no está completamente conforme con las normas que la sociedad impone en torno a su género.

Acoso: Conducta física o verbal no deseada por motivo de raza, color, origen nacional, religión, sexo, orientación sexual, identidad de género o expresión de género, edad, discapacidad, información genética o estado de veterano, que menosprecia, amenaza u ofende a un individuo o grupo de individuos cuando tal conducta interfiere con la capacidad de un estudiante para participar o beneficiarse de programas o actividades educativas; o cuando interfiere sin razón con el desempeño laboral de un empleado y crea un ambiente laboral intimidante, hostil u ofensivo.

Inclusión: Compromiso activo, intencional y continuo con la diversidad; abrazar y afirmar las diferencias y ofrecer respeto en palabras y acciones (como el lenguaje) para todos los grupos y personas.

Estudiante internacional: Estudiante que estudia en un colegio o universidad de los Estados Unidos y no es ciudadano de los EE. UU., residente permanente de los EE. UU., DACA, asilado ni refugiado. Esto incluye a los estudiantes cuyas visas son patrocinadas por las escuelas donde estudian, generalmente los estudiantes F-1 y J-1, y cuyas instituciones tienen un requisito de informe federal.

Profesor internacional: Un miembro del profesorado que está patrocinado para trabajar en los Estados Unidos por la Universidad. Esto incluye miembros de la facultad con estatus H1B, TN u O1, así como aquellos que están pendientes de residencia permanente en los EE.UU.

Personal internacional: Un miembro del personal que está patrocinado para trabajar en los Estados Unidos por la Universidad. Esto incluye a los miembros del personal con estatus H1B, TN u O1, así como a aquellos que están pendientes de residencia permanente en los EE.UU.

Latinx: Identidad que puede ser elegida por personas que son descendientes de regiones que fueron colonizadas por España, que incluye, pero no se limita a México, América Central y América del Sur. Este término incluye intencionalmente a las personas trans y no binarias utilizando una “x” al final de la palabra en lugar de los términos de género latino o latina.

LGBTQIA+: +: Acrónimo que representa identidades en las comunidades Queer y Trans que incluye, pero no se limita a: Lesbiana, Gay, Bisexual, Transgénero, Queer, Intersex y Asexual.

(Cisgénero) Hombre: Persona a la que se le define como varón al nacer y que se identifica como un hombre.

Discapacidad mental: Trastornos o afecciones que influyen en las emociones, cogniciones y conductas de una persona, que pueden incluir depresión, ansiedad, esquizofrenia y trastorno bipolar.

Microagresiones: Ofensas verbales, de conducta o ambientales que son concisas, comunes y ocurren a diario, ya sean intencionales o no, que transmiten desprecio e insultos hostiles, despectivos o negativos hacia un grupo social. Puede ser interpretado como "comunicaciones inversas."

Multiculturalismo: La presencia de, o el apoyo a la existencia de, diversos grupos étnicos o culturales dentro de una sociedad.

Multirracial: Persona que se identifica con dos o más razas.

Ciudadano estadounidense naturalizado: Persona no nacida en los Estados Unidos a la que se le otorga la ciudadanía estadounidense, después de cumplir con los requisitos establecidos por el Congreso en la Ley de Inmigración y Nacionalidad.

No binario: Persona que podría definir su género como no adecuado dentro del binario de género del hombre y la mujer.

Incorporación (On-boarding): Capacitación inicial o proceso para orientar a los nuevos empleados hacia la cultura organizacional de UNT.

Residente permanente: Cualquier persona que no sea ciudadano de los Estados Unidos, que resida de manera permanente en dicho país y sea reconocido como un inmigrante legal. También conocido como "titular de la tarjeta verde."

Persona de color: Persona que no es blanca o de ascendencia europea. Referido como "Empleados de color" y "Estudiantes de color" en esta encuesta.

Visión política: Conjunto de doctrinas o creencias que comparten los miembros de un grupo social o que forman la base de un sistema político, económico o de otro tipo.

Represalia: Cualquier acción, tratamiento o condición adverso; incluyendo un acto destinado a intimidar, amenazar o coaccionar, lo que probablemente disuadirá a una persona razonable de oponerse a las prácticas discriminatorias, presentar un cargo de discriminación o participar en una investigación relacionada con la discriminación.

Agresión sexual: Contacto sexual o relaciones sexuales con una persona sin su consentimiento, incluido el contacto sexual o relaciones sexuales contra la voluntad de la persona o en una circunstancia en la que la persona es incapaz de consentir al contacto o relaciones sexuales.

Identidad sexual: Cómo las personas piensan de sí mismas en función de a quiénes se sienten atraídas romántica o sexualmente. También conocida como orientación sexual.

Sexualidad: Atracciones, sentimientos y pensamientos que tienen que ver con el deseo, contacto o interés en otra (s) persona (s) o falta de ella.

Afiliación espiritual: Creencias, prácticas y / o valores profundamente arraigados que uno posee; incluyendo pero no limitado a lo religioso.

Transgénero: Persona cuyo sexo no coincide con el sexo asignado al nacer, basado en lo que la sociedad ha prescrito.

Hombre trans: Calificativo de identidad a veces adoptado por una persona a la que se le define como mujer al nacer pero que se identifica como un hombre, mientras todavía afirma su historia trans.

Mujer trans: Calificativo de identidad a veces adoptado por una persona a la que se le define como varón al nacer pero que se identifica como una mujer, mientras todavía afirma su historia trans.

Veterano: Ex miembro de los Servicios Armados de los Estados Unidos (Ejército, Marina de guerra, Fuerza Aérea, Cuerpo de marines y guardacostas) que prestó servicio activo y fue dado de alta o liberado en condiciones no deshonrosas.

(Cisgénero) Mujer: Persona a la que se le define como mujer al nacer y que se identifica como mujer.

Visión del mundo: La teoría del mundo de un individuo o grupo, utilizada para vivir en él y enmarcar un modelo mental de la realidad, ideas y actitudes.

Test Title

The UNT Male Alliance for a Rigorous, Transformative and Interdisciplinary Approach to Learning (MARTIAL) is a strategic retention initiative designed to improve persistence and graduation rates for African-American men. This small community of students lives together in Rawlins Hall and enrolls in a 3-hour first year seminar.

In this course, students focus on both strategies for academic success as well as the history and culture of African American males through the lens of music. Additionally, program staff engage students academically and socially through a variety of activities such as weekly group study sessions, individual mentoring, and musical performances.

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Male Alliance for a Rigorous, Transformative and Interdisciplinary Approach to Learning (MARTIAL)

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Previously delivered only to specific UNT units (Housing & Residence Life and Student Health & Wellness), the Office of Diversity & Inclusion will offer all employees the opportunity to participate in this open-enrollment cohort.

This five-module series provides a comprehensive approach to addressing cultural humility, bias awareness and identity development, microaggressions, privilege and allyship and change leadership for participants interested in applying intentional inclusion to their policies, programs, practices, and people. The series ends with action planning and guidance from the Office of Diversity and Inclusion to sustain inclusive excellence. Participants who complete all five modules of the series receive a certificate.


Fridays, Sept. 7, 14, 21, 28 and Oct. 5.

All sessions are from 1:00 p.m. - 5:00 p.m.


Chestnut 324

Module Descriptions:

  • Module 1: Cultural Humility and DEI Alphabet Soup: This introductory workshop explores cultural humility, self-reflection and identity, and their application to participants’ professional roles. The session also provides an overview of relevant social justice and diversity, equity, and inclusion terms.
  • Module 2: Bias Awareness, Socialization, and Identity Development: Participants explore their own biases via the Harvard Implicit Association Test and how they are influenced by socialization. Identity development, with a focus on internal and external authoring, is introduced to demonstrate the importance of intentionally inclusive environments on positive student development and employee engagement. Pre-work is required for this session (+/-10 minutes)
  • Module 3: Inclusive Language, Communication, and Triggers: This session explores microaggressions and the role of language, communication, and socialization in inclusion and exclusion. Participants also explore how these contribute to identity authoring and lived experience.
  • Module 4: Privilege, Collusion, and Allyship: Participants explore various types of privilege in their lives and the lives of others, and engage specifically in an examination of privilege, collusion, and positional power at UNT. The session also discusses needed efforts to practice allyship and apply intentional inclusion strategies. Pre-work is required for this session (+/- 30 minutes).
  • Module 5: Change Leadership and Action Planning: This workshop explores what organizational change looks and feels like, and examines how we can use our spheres of influence to enact change. Participants will consider applying change strategies to an aspect of their work environment. Pre-work is required for this session (+/- 30 minutes).

Minimum/Maximum of Participants:

24 maximum participants with a waitlist.

Drop/add deadline is Tuesday, September 4.

Enrollment/Participation Requirements:

  • Supervisor approval is required to participate in the Inclusion, Equity and Community Building series. Each registrant’s supervisor will receive an email with full instructions requesting approval for their attendance.
  • Supervisors will also approve those who are waitlisted, and the learner must notify them if they are waitlisted.
  • Supervisors will have the option to indicate why they have denied a participant’s enrollment in the course.

To preserve the integrity of the curriculum, participants will agree to the following:

  • Participants must attend each module in proposed order.
  • Due to limited staff, session make-ups cannot be provided. Participants must attend all scheduled modules to achieve completion and will be removed from the roster if a session is missed.
  • Participants must attend each module’s entire four-hour session. Those arriving later than 15 minutes after start time will be removed from the roster.
  • Adhere to the “Principles of Engagement” of the series:
    Principles of Engagement
  • Each participant will receive a reflection journal in which they can complete their pre-work, take notes, and answer reflection questions. Laptop computers are not permitted in the sessions.
  • All assigned pre-work must be completed before each session (including assigned activities, reflections, and other assignments). Participants will receive an email from the instructor with additional pre-work instructions.
  • Participants will receive slide decks for each module via email after each session they complete.

Registration information:

Participants are required to register for the series using the Learning Portal at

  • Login using your EUID & password
  • Click on the “Find Learning” button:
    Find Learning Button
  • Type IECB18 and click on the double arrows:
  • Click on the "Register" button:
  • Once enrolled, you will receive an email confirmation notification that you have been approved for the series. You will also receive an email confirmation for each module from Click on each email’s attached .ICS file to save each module to your Outlook calendar.
  • For registration assistance, call Teresita Hurtado Ramos at 940-565-3724 or