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In creating the Diversity & Inclusion Best Practice Guide, we use the term gender to refer to gender balance; meaning equal access to opportunities within organisations, regardless of gender. Organisations working on diversity and inclusion need to be aware of the fact that gender is not binary, and make a conscious effort to bring their definitions in line with current good practice.


When talking about gender balance in the workplace, most research and practice focuses exclusively on the challenges faced by women who identify with the biological sex assigned at birth (i.e. non-trans women). However, we advise all companies reading this guide to be aware of the limitations of focusing efforts to achieve gender balance on non-trans women, and the impact this can have on excluding gender-diverse people who are often disadvantaged and marginalised in the workplace.


When it comes to ethnicity, this guide uses the terms ethnic minority and the term ‘Black, Asian and minority ethnic’. We acknowledge, and advise organisations to recognise, that these are “catch all” terms that can be misleading. Each ethnicity has unique and individual challenges and experiences. We encourage organisations using this guide to gather insights and data that is as specific to individuals as possible.



This guide uses the term ethnicity to reflect the terminology most commonly used across the UK for data collection in line with the UK census. Whereas ethnicity describes belonging to a social group with shared cultural traditions, languages, and history, race is used to describe the perceived physical differences between people. Both terms are social constructs but have a huge impact on how individuals are perceived and experience life in the workplace and society. This guide includes advice for organisations looking to address racial justice and racial inequality, as well as promoting ethnic diversity.

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