Equity - in policy, practice & position
Diversity - of people and perspectives
Inclusion - via power, voice & organization culture
Justice - with equal rights & equitable opportunities
Belonging - feeling respected, accepted & safe
Image adapted from https://library.csueastbay.edu/PHYS/equity

The GROW’s team recognizes that EDIJB enhances creativity, encourages the search for perspectives, and strengthens research impact (please check the Additional resources section for articles on the topic). We understand the need to go beyond acknowledging differences and are committed to applying EDIJB principles within our team, on how we conduct our research, and how we address knowledge mobilization.

Below you will find some resources on the topic. If you have suggestions on how we can improve EDIJB in our project, please reach out (grow.ge3ls@usask.ca). In case you need immediate support, please contact our EDIJB coordinator (lori.bradford@usask.ca).


Please find below definitions for some key terms, as found in the Equity, Diversity, and Inclusion Policy, by the University of Saskatchewan (Equity, Diversity, and Inclusion Policy – Policies | University of Saskatchewan (usask.ca).

Equity:  taking the range of human attributes and qualities into account and providing each individual with what they need to be successful.

Equality: providing each individual with the same or similar opportunities and ensuring fairness in processes and outcomes so that each individual has an equal opportunity to make the most of their abilities.

Diversity: the range of human differences, including diverse talents, perspectives, backgrounds, worldviews, ways of knowing, skills, and abilities.

Manācihitowin: a Cree/Michif phrase that translates to ‘let us respect each other’.

Inclusion: ongoing practice of embracing equity, diversity, and manācihitowin and taking action to create a supportive and welcoming environment.

Belonging: when each individual is supported, respected, and valued for their identity and unique traits that make them different from each other. Belonging is feeling part of a collective that is co-created by diverse individuals in the university community.

Human Dignity: right to be safe, valued, respected, and treated ethically.
A more extensive guide of key terms can be found in Guide on Equity, Diversity and Inclusion Terminology – Glossaries and vocabularies – TERMIUM Plus® – Resources of the Language Portal of Canada – Canada.ca (noslangues-ourlanguages.gc.ca)


Of course, the work being done is more important than how you choose to name it, but it is hard to disassociate one from another. With several options for acronyms representing those values, we decided it was important to disclose our option for EDIJB, as we strive for a sense of belonging for all members and participants. For us at GROW, it is very important to make sure everyone is welcomed, every perception is heard, all contributions are fairly acknowledged, and opportunities for growth are encouraged and facilitated.

DEI vs EDI vs JEDI: different names, similar goals? (linkedin.com)

Why the Term ‘JEDI’ Is Problematic for Describing Programs That Promote Justice, Equity, Diversity and Inclusion – Scientific American



In preparation for having EDIJB as part of our routine, it is important to recognize our own bias and keep striving for our best. Hence, find below a few links where you will be able to assess your bias and do some training on different topics.

 10 Ways We Can Embed EDI in our Community
Acknowledge your privilege and your perspectives on EDI work.
Recognize Intersectional Oppression
Recognize how systems of oppression create barriers to full participation.
Acknowledge Your Biases
Recognize the importance of taking the lead of equity-seeking groups.
Address Your Biases
Identify and address how unconscious bias contributes to systems of oppression.
Celebrate Diversity
Celebrate equity-deserving folks without tokenizing or appropriating culture.
Inclusive Language
Use inclusive language and monitor changing EDI language.
Find ways to apply an anti-oppression lens in your daily activities.
Interrupt oppression
Interrupt systems of oppression when you witness them operating to exclude, stigmatize, or “other” equity-deserving folks.
Active Participation
Create a personal action plan to interrupt systems of oppression.
Commit to Deepening Your Knowledge and Understanding
Commit to a lifelong journey of learning and unlearning about lived experiences different from your own.
Image Source: Open Learning and Educational Support, University of Guelph/graphic

Harvard’s project Implicit – Project Implicit (harvard.edu)

Government of Canada presentation on bias, with a special focus on the peer-review process – https://cihr-irsc.gc.ca/lms/e/bias/

Short video on media bias – White Riots vs Black Protests – Brave New Films

Presentation about microaggressions – Slide 1 (shrmgt.org)



Bringing an Equity-Centered Framework to Research: Transforming the Researcher, Research Content, and Practice of Research https://www.ncbi.nlm.nih.gov/books/NBK592588/pdf/Bookshelf_NBK592588.pdf

How Diversity Makes Us Smarter https://www.scientificamerican.com/article/how-diversity-makes-us-smarter/

Achieving diversity in Research https://www.nature.com/collections/qsgnpdtgbr

Books suggestions:

Educational resources: