Equity, Diversity and Inclusion Training
Explore our equity, diversity and inclusion training modules to help widen your perspective and gain new skills to navigate a diverse world.
Language around equity, diversity and inclusion (EDI) is constantly evolving and we do our best to evolve with it. Terminology used on this page is intended with respect.
After extensive research and cross-campus consultation, the Office of EDI has updated a list of inclusive terminology used across the institution. Review the terms below and watch the video for a more detailed explanation of what’s changed and why.
2SLGBTQ+: Refers to Two-Spirit, Lesbian, Gay, Bisexual, Trans and Queer people, but is not limited to the groups listed. 2SLGBTQ+ is only one nomenclature for the community, and there is a rainbow of definitions used in today’s culture.
Diversity: The unique experiences, perspectives and identities — both visible and invisible — that we all bring to campus as human beings.
English as additional language learners (EAL): Language learners who speak more than one language and are now learning English as an additional language. Use this term instead of English as a second language learners (ESL).
Equity: Ensuring everyone has a fair chance to access, participate and succeed in all that SAIT has to offer. This does not necessarily mean treating everyone equally or the same. The principle of equity acknowledges that systemic barriers exist and that action is needed to address historical imbalances in order to ensure that everyone has the opportunity to realize their full potential.
Equity-deserving groups: Communities that experience barriers to participation at SAIT, including women, Indigenous peoples, people with disabilities and/or disabled people, racialized people, 2SLGBTQ+ people, English as additional language learners/speakers and people of diverse faiths.
Equity-focused teaching: A tool which ensures equity-deserving student groups have equal access to learning, feel valued and supported in their learning, experience parity in achieving positive course outcomes and share responsibility for the equitable engagement and treatment of all in the learning community. It recognizes that systemic inequities shape all students’ individual and group-based experiences of social identity and produce vastly different relationships of power in and outside of the classroom, which impact students’ learning and success.
Inclusion: The intentional process of creating a campus culture where all people are welcomed, respected and feel as though they belong. An inclusive culture is one in which people feel comfortable being their authentic selves openly and that their unique contributions are valued.
Inclusive learning environment: A space wherein instructors practice equity-focused teaching and in which students feel comfortable being their authentic selves openly and their unique contributions are valued.
Intersectionality: The complex, cumulative way in which the effects of multiple forms of discrimination combine, overlap or intersect, especially in the experiences of marginalized individuals or groups.
People with disabilities and/or disabled people: Refers to someone who has a long-term or recurring physical, mental, sensory, psychiatric or learning condition, activity limitation or participation restriction.
Describing the disability community involves both person-first language and identity-first language. Person-first emphasizes the person, not the individual’s condition (e.g. person who is blind). Identity-first focuses on the disability, allowing the individual to self-identify as they choose (e.g. Blind).
Privilege: Unearned access to social power based on membership in a dominant social group.
Racialized people: An umbrella term to describe people of colour who experience barriers based on their race (who are not Indigenous) in a Canadian context.
Pronouns are often used when referring to someone without using their name. For queer, gender non-conforming, non-binary and transgender people, commonly used pronouns like "he" and "she" may not fit and have harmful effects. Learning someone's pronouns shows respect and you care about creating an inclusive environment.
SAIT’s business card and corporate email signature templates have been updated to include personal pronouns — consider including them in your email signature. Learn more about pronouns and why they matter.
🎒 PERS 020: Equity, Diversity and Inclusion Starter Pack
This micro-credential offering launches in June 2023. The course is open to anyone and provides a Canadian lens on eight topics, including inclusion at work, anti-racism, understanding ableism, queer essentials, decolonizing business and turning allyship into action.
Commitment: One month, self-paced
Cost: Free for a limited time
Who’s eligible: Anyone
🌎 PERS 148: Introduction to Effective Intercultural Communication
This facilitated micro-credential course will help you build intercultural understanding and communication skills through self-awareness. The course value is $1,000 — for students and employees, it’s free.
Commitment: Six weeks, two hours per week (1-hour live session, 1-hour reading/assignments)
Who’s eligible: Students and employees
🏳️🌈 PERS 143: Queer Inclusion and Belonging at SAIT
This is an online self-directed course covering terminology, history, unconscious bias and related resources. SAIT students can register by completing the online form, while employees can access it on PeopleNOW.
Commitment: 60 – 90 minutes
Who’s eligible: Students and employees
In case you missed it
We host events throughout the year to celebrate our diverse community. Find past recordings and watch this page to see what’s next.