diversity (noun) the fact of many different types of things or people being included in something; a range of different things or people

This is how the Cambridge Dictionary summarises the term diversity pragmatically. But behind this word hides a wide range of different attributes, characteristics and traits that make up individuals. These include obvious aspects such as race, gender, age, disability, less obvious aspects such as socio-economic status and sexual orientation, and very elusive things such as values, beliefs, experiences and behaviour. The image of an iceberg is often chosen to visually illustrate these different dimensions. A more structured visualisation of the dimensions can be seen in a model in which the personality is in the centre and the various aspects defining an individual are grouped around it in a circle. Immediately around the centre are the seven core dimensions; the aspects of a person over which one has little or no control (e.g. gender or ethnicity).

The individual dimensions should not be seen as rigidly separate from each other; rather, there are often intersections that can lead to multiple marginalisations and specific discrimination (see intersectionality).

Promoting and living diversity means being aware of and accepting all these dimensions and contributing to make everyone feel welcome and valued and accepted as the persons they are (see belonging).

LGBTQIA+ is an evolving abbreviation for the words: lesbian, gay, bisexual, transgender/transsexual, queer/questioning, intersex, asexual. The terms behind the abbreviation describe a person’s sexual orientation or gender identity. The + (often also *) serves as a placeholder for other gender identities and is intended to include all those who do not clearly classify themselves as belonging to the above-mentioned categories. Since understanding and visualising different identities is an ongoing process, the acronym has been expanded over time: from LGB to LGBT, LGBTQ and finally to the current LGBTQIA+.

Further information on the single words within the acronym can be found e.g. at https://gaycenter.org/about/lgbtq/.

Belonging is a basic human need. The feeling of belonging to a group, receiving its support, affirmation and encouragement, arises, when one feels accepted by this particular group as the authentic person one is, without fear of any judgment or disadvantage. That one is allowed to bring in all aspects of their personality and be their full self also in the work context. Various analyses have shown that people who experience a strong sense of belonging at their workplace are not only more motivated and productive, but also more resilient. In contrast, the feeling of being rejected can have long-term effects on health. Another study shows that the experience of rejection, for example, can lead to an immediate drop in logical thinking by 30%. This, of course, also has an impact on performance in daily work, thinking and decision-making.
To what extend people feel that they belong is also a metric by which inclusion is measured.
A popular EDI quote on this is: Diversity is having a seat at the table; inclusion is having a voice; and belonging is having that voice be heard.

The term microaggressions was first defined in the 1970s by the psychiatrist Dr. Chester M. Pierce and refers to expressions in everyday communication that are perceived as assaultive. In the 2000s, this concept was further elaborated by the psychologist Derald Wing Su.
Microaggressions are subtle verbal and non-verbal slights, insults and humiliations, mostly against members of marginalised groups. They can appear in many ways and disguise themselves as small jokes, “harmless” comments or even compliments (for example: “You speak good German” or ” You don’t look like a homosexual”). But they always produce stereotypes and are therefore a form of discrimination that can make other people feel belittled, uncomfortable, insecure and excluded. Even though the term microaggressions might suggest that it is not a “big deal”, experiencing many such “small”  individual episodes can have immense and severe effects on those experiencing them and make them feel like they do not belong.

Interesting links:
Derald Wing Sue: “Microaggressions: More Than Just Race 
University of Cologne: Gender Equality & Diversity

The term privilege is sometimes not easy to understand. People tend to think of privileged people as those with immense wealth and/or power, from which a wide range of opportunities and advantages arise. And this is true, it’s just that many people are not aware that they belong to this group of people. The tricky thing is that privileges are characteristically invisible to those who have them. Rather, these privileges are not recognised as such, or people think that they have earned them or that every person has access to them if only they try hard enough. The core of privileges is that they are unearned and people have access to them because they are part of a dominant group with power. Depending on which social identity groups one belongs to, one has more or less privileges. The more social identity groups one belongs to, the greater the privileges. If one belongs to one or more of these identity groups, one enjoys privileges in our western society:

• white people
• healthy people without disabilities
• heterosexual cis people
• males
• Christians
• members of the middle class or above
• people with an academic background

Of course there are more identity groups.
One privilege that many white people are not aware of is that they enjoy the privilege of not experiencing racism (see also White Privilege).

Male Gaze – in feminist film theory, this refers to a male, heterosexual and sexualising perspective on women, through which they are strongly objectified. This concept was developed in 1975 by Laura Mulvey in her essay “Visual Pleasure and Narrative Cinema”. She stated the theory that political and social inequalities between men and women have an impact on the cinematic representation of gender. These were characterised by the male gaze and therefore correspond to the needs of the male viewer and the ideals of patriarchy. In movies (and often still in current productions), women are primarily responsible for looking good and being decorative accessories. This creates an unrealistic ideal of female beauty, reducing it purely to physical appearance; stereotypical gender roles are also reproduced and manifested.

As there are more male than female filmmakers in the film industry, the chances of a film using the male gaze are very high; however, female filmmakers also reproduce it.
An example of how the same character can be portrayed from a male or female point of view is Harley Quinn. In “Suicide Squad” (male director), Harley is not a person by herself, but the Joker’s partner, whose mostly barely clothed body is highlighted. In “Birds of Prey” (female director), the focus shifts from her body to her personality.

It should be critically noted that the theory of the male gaze only contains a heteronormative perspective and is based on a binary system of gender.
Portrayals of men in film and, specifically, how a “real man” should look and behave, can (and should) of course also be criticised. However, as this reflects the view of male film-makers on their own gender, it does not belong to male gaze within the meaning of the term.

The term ally refers to the active support of individuals or groups who advocate for and solidarise with marginalised groups. Allies work to understand, address and remove systemic barriers that others face, such as discrimination based on race, gender, sexual orientation or other identities. Allyship involves listening, learning and using one’s privilege to empower the voices of marginalised groups.
Allies are characterised by the fact that they are not members of the marginalised group they support; for example, heterosexual people who advocate for the rights of the LGBTQIA+ community.

“Mansplaining“( a blend of “man” and “explaining”) is a term used to describe a situation in which a man is condescendingly explaining something to a woman in a way that assumes she lacks knowledge or understanding of the subject, even though she may be well informed or even an expert in the field.
Mansplaining can occur in various contexts, such as workplace interactions, academic settings, or everyday conversations. It is not just about the explanation itself, but rather about the implicit assumption that the woman only needs the explanation because of her gender. Mansplaining is patronising and undermines women’s expertise, keeping up gender stereotypes and inequalities.
It is important to note that not all situations in which men explain things to women can be categorised as mansplaining. The term refers specifically to situations where a patronising tone and an assumption of superiority based on gender persist.

Othering refers to the social process of portraying or treating individuals or groups as fundamentally different or inferior, often on the basis of characteristics such as race, ethnicity, religion, social background, etc. This process creates a sharp distinction between ‘us’ (the dominant or privileged group) and ‘them’ (the marginalised or stigmatised group), with ‘them’ becoming a supposedly completely different group. Essential differences are constructed: be it either openly negative or apparently positive.*  Over time, constant confrontation with these attributions can lead individuals to internalise and adapt to the image of the ‘other’, reinforcing prejudice and perpetuating the cycle of difference through unconscious validation. Promoting equity, diversity and inclusion means honouring diversity without reducing people to stereotypes and fostering an environment in which everyone can bring their individual talents and perspectives to the table.

* In a school setting, a teacher often picks out a student from a particular cultural background for their “native knowledge and cultural insights” and often asks them to share cultural anecdotes in class discussions. While well-intentioned, this can result in the student being unintentionally labelled as a representative of their cultural background.

The term everyday racism refers to the subtle, often unconscious discriminatory behaviours that permeate everyday interactions and social structures. It manifests in seemingly neutral, positive, or curious questions, statements, gestures, actions, and looks that reflect culturally rooted notions of belonging, images, and ideas.

Everyday racism excludes people from the ‘we’ by identifying and treating them as ‘others’ based on racialized characteristics such as appearance, language, or name, regardless of their individual experiences and identifications (see also: othering). This exclusion can be expressed in microaggressions, stereotypes, and implicit biases.

These incidents, which may seem trivial to those not affected, accumulate and create a persistent environment of exclusion and marginalization for people of colour.

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Gaslighting is a form of psychological manipulation where a person or group causes someone to doubt their own perceptions, memories or reality. The term originates from the 1938 play “Gas Light” and its 1944 film adaptation, in which a husband manipulates his wife into believing she is losing her mind by dimming the gaslight and denying it when she notices. This tactic is often used against members of marginalized groups who may already experience societal prejudice to further undermine their confidence and credibility. By denying facts, twisting the truth or making the victim feel irrational, gaslighting can erode their confidence and well-being causing them to believe more in the manipulator’s version of reality.

Often, gaslighting takes place in romantic relationships, but it can also occur in other contexts such as friendships, the workplace or even in the medical field.

Bias is a systematic thinking error that can affect our judgment and decision-making, often resulting from personal experiences, cultural influences, and social conditioning. An important form of bias is implicit bias, which refers to the unconscious assumptions or stereotypes we hold about different groups. These biases can lead us to favor certain perspectives or individuals without our awareness, influencing our interactions and decisions. For instance, implicit biases can impact hiring practices, healthcare decisions, and law enforcement, perpetuating inequities. Recognizing and addressing both explicit and implicit biases is crucial for promoting fairness and making informed choices. Other forms of bias include confirmation bias, where we unconsciously seek information that supports our existing beliefs.

Neurodiversity, a term introduced by sociologist Judy Singer in the 1990s, highlights that there is no single “normal” brain function or “right” way to think, learn and behave. Instead, it recognizes natural variations, such as autism spectrum disorders, ADHD and dyslexia, which are all parts of human diversity. These differences should not be seen as deficits, but as unique ways of experiencing and interacting with the world. In the workplace, embracing neurodiversity means fostering an inclusive environment that supports diverse neurological profiles. This includes adapting workspaces, communication methods and expectations to ensure that everyone can thrive with their unique talents and strengths, ultimately enriching organizational culture.