Bias in Peer and Merit Review: Glossary

It is acknowledged that terms, their meanings and uses change over time. The definitions in this glossary follow those used by the Government of Canada and other sources at the time when the Bias in Peer Review modules were last revised. They will be reviewed and updated periodically, as appropriate.

It is acknowledged that the best terms and definitions are those used by people from underrepresented groups themselves, and that people may use language that is different from what is presented here. In real-time group settings, listen to how people refer to themselves and use those terms.

Index

Definitions

2SLGBTQI+
An acronym that stands for two-spirit, lesbian, gay, bisexual, transgender, queer, and intersex. The + recognizes that there are additional identities and that language is evolving. It is important to note that the acronym combines concepts related to sexual orientation (lesbian, gay, bisexual, queer) and gender (transgender), as well as Two-Spirit identity. The inclusion of Two-Spirit at the beginning recognizes Indigenous Peoples' self-determination as rights holders, and their relationship with and history on this land. While the modules use this acronym to be consistent with Women and Gender Equality Canada, acronyms that visibly include a variety of gender identities and sexual orientations are increasingly commonly used. (Adapted from: WAGE 2SLGBTQI+ terminology)
Ableism
Ableism occurs through thoughts, beliefs, actions, and practices that discriminate against persons with disabilities. Ableism may be conscious or unconscious, and may be embedded in institutions, policies, systems, or the broader culture of a society. It can limit the opportunities of persons with disabilities and reduce their inclusion in the lift of their communities. Because attitudes and stereotypes may take different forms with different disabilities, ableism may manifest differently with respect to different types of disabilities, such as psychiatric, sensory, or developmental disabilities. (Source: Ontario Human Rights Commission)
Affinity Bias
Positive bias towards people or groups who share the same in-group characteristics. A tendency to gravitate towards people who are similar to ourselves. (Adapted from: Catalyst 2020)
Ageism
Ageism refers to stereotypes (how we think), prejudice (how we feel) and discrimination (how we act) towards others or oneself based on age. (Source: WHO)
Ally
A person who actively seeks to learn about the challenges of a person or group of people experiencing discrimination and who works in solidarity with them to fight against oppression. (Source: Guide on Equity, Diversity and Inclusion Terminology)
Anti-Asian Racism
Is the historical and ongoing discrimination, negative stereotyping, and injustice experienced by peoples of Asian descent, based on assumptions about their ethnicity and nationality. The term Asian encompasses a wide range of identities that the very term Asian can obscure. (Source: Justice Canada's Anti-Racism Policy)
Anti-Black Racism
Prejudice, attitudes, beliefs, stereotyping and discrimination that is directed at people of African descent and is rooted in their unique history and experience of enslavement. Anti-Black racism is deeply entrenched in historic and contemporary Canadian institutions, policies and practices, such that anti-Black racism is either functionally normalized or rendered invisible to the larger White society. It is manifested in the legacy of the current social, economic, and political marginalization of African Canadians in society such as the lack of opportunities, lower socio-economic status, higher unemployment, significant poverty rates and overrepresentation in the criminal justice system. (Source: Building a Foundation for Change: Canada's Anti-Racism Strategy 2019–2022)
Anti-Indigenous Racism
The ongoing race-based discrimination, negative stereotyping, and injustice experienced by Indigenous Peoples in Canada. It includes ideas and practices that establish, maintain and perpetuate power imbalances, systemic barriers, and inequitable outcomes that stem from the legacy of colonial policies and practices in Canada. (Adapted from: Justice Canada's Anti-Racism Policy)
Anti-Semitism
A certain perception of Jews, which may be expressed as hatred toward Jews. Rhetorical and physical manifestations of antisemitism are directed toward Jewish or non-Jewish individuals and/or their property, toward Jewish community institutions and religious facilities (Source: Justice Canada's Anti-Racism Policy)
Bisexual
A person who identifies as being sexually or romantically attracted to people of their sex and/or gender, and people of a different sex and/or gender. (Adapted from: Termium Plus Gender and Sexual Diversity Glossary)
Cisgender Person
A person who identifies with the sex they were assigned at birth. (Source: WAGE - 2SLGBTQI+ terminology)
Confirmation Bias
The tendency to gather, interpret and remember evidence in ways that affirm rather than challenge one's already held beliefs. (Adapted from: Nickerson, 1998)
Deadname
The birth name of a transgender person that they no longer use. (Source: TERMIUM Plus®). Using this name can resurrect past trauma and expose trans people to future harassment and violence. (Adapted from: Gaskins LC, McClain CR (2021))
Disability
Any impairment, including a physical, mental, intellectual, cognitive, learning, communication or sensory impairment — or a functional limitation — whether permanent, temporary or episodic in nature, or evident or not, that, in interaction with a barrier, hinders a person's full and equal participation in society. (Source: Accessible Canada Act, 2019). Disabilities may or may not be apparent, and this influences people's experience with ableism but also stereotypes about disability differ for disabilities that are apparent or non-apparent.
Discrimination
Discrimination is any unfavorable or unfair treatment towards an individual or a group, explicitly or implicitly, based on their race, ethnicity, color, national origin or ancestry, religion, socioeconomic status, education, sex, marital status, parental status, veteran's status, political affiliation, language, age, gender, physical or mental abilities, sexual orientation, or gender identity. Discrimination occurs when the unique capabilities and circumstances of a person or a group are not assessed on their own merit, and when stereotypical assumptions are made regarding their presumed traits to exclude them, deny them benefits or impose burdens on them. Discrimination exists even if the impact is not intended. (Adapted from: Ontario Human Rights Commission, Glossary of Diversity, Equity, and Inclusion Terms; CIHR: Accessibility and Systemic Ableism; NFRF Best Practices in Equity, Diversity and Inclusion in Research (Canada Research Coordinating Committee); Creating an Equitable, Diverse and Inclusive Research Environment: A Best Practices Guide for Recruitment, Hiring and Retention. Canada Research Chairs)
Diversity
Diversity in the context of equity, diversity and inclusion is defined as differences in race, colour, place of origin, religion, immigrant and newcomer status, ethnic origin, ability, sex, sexual orientation, gender identity, gender expression and age. A diversity of perspectives and lived experiences is fundamental to achieving research and training excellence. (Source: FAQ Canada Research Chairs)
Dominant Group
Conceived of as the group that controls the major elements of a society's norms and values. The dominant group is often but not always the majority. (Source: Canadian Race Relations Foundation)
Equity
Equity means fairness; people of all identities being treated fairly. It means ensuring that the processes for allocating resources and decision-making are fair to all and do not discriminate on the basis of identity. There is a need to put measures in place to eliminate discrimination and inequalities which have been well described and reported, and to ensure, to the best degree possible, equal opportunities. Equity is needed to achieve equality. For example, treating people as equals in an environment in which historical and systemic disadvantages prevent people from operating as equals can be inequitable—it lacks the fairness of a truly equitable situation. (Adapted from: Tri-agency EDI Action Plan; Guide for Applicants: Considering equity, diversity and inclusion in your application [NSERC] [ PDF (1.32 MB) - external link ]; Best Practices in Equity, Diversity and Inclusion in Research [SSHRC])
Gay
Refers to a person who identifies as being sexually and/or romantically attracted to people of their sex and/or gender. (Adapted from: WAGE - 2SLGBTQI+ terminology)
Gender
The socially constructed roles, behaviours, expressions and identities of girls, women, boys, men and people with diverse gender identities. It influences how people perceive themselves and each other, how they act and interact, and the distribution of power and resources in society. Gender identity is not confined to a binary (girl/woman, boy/man) nor is it static; it exists along a continuum and can change over time. There is considerable diversity in how individuals and groups understand, experience and express gender through the roles they take on, the expectations placed on them, relations with others and the complex ways that gender is institutionalized in society. (Source: What is gender? What is sex?).
Gender Bias
Gender bias exists when a person faces unfair disadvantages (or benefits from unearned advantages) because of their gender identity or expression. (Adapted from: Termium Plus)
Gender Identity
A person's internal sense of being a woman, man, both, neither, or somewhere along the gender spectrum. It influences how people perceive themselves and each other, how they act and interact and the distribution of power and resources in society. Gender identity can change over time. Gender identity is not necessarily visible and is not related to sexual orientation or sex assigned at birth. (Adapted from: Guide on Equity, Diversity and Inclusion Terminology, What is gender? What is sex?)
Heteronormativity
The commonplace assumption that all people are heterosexual and that everyone accepts this as "the norm". The term heteronormativity is used to describe prejudice against people who are not heterosexual. This prejudice is not always overt or direct, but is widespread or systemic in society, organizations, and institutions. (Adapted from: The 519 - LGBTQ2S Glossary of Terms [ PDF (268 KB) - external link ])
Homophobia
The disdain for gay people or people perceived as gay, or fear or hatred of them, that leads to discrimination or hostility. (Source: Termium Plus Gender and Sexual Diversity Glossary)
Inclusion
Inclusion is defined as the practice of ensuring that all individuals are valued and respected for their contributions and are equally supported. Ensuring that all team members are integrated and supported is fundamental to achieving research and training excellence. (Source: Guide for applicants: Considering equity, diversity and inclusion in your application [ PDF (1.32 MB) - external link ], NFRF Best practices in equity, diversity and inclusion in research practices and design [SSHRC], FAQ Canada Research Chairs)
Intersectionality
Intersectionality provides the framework for understanding the complex impacts of overlapping systems of oppression – such as patriarchy, racism, white supremacy, capitalism, colonialism, transphobia, homophobia, and ableism, among others – on people's lives. (Source: Canadian Research Institute for the Advancement of Women [ PDF (469 KB) - external link ])
Intersex
An umbrella term to capture various types of biological sex differentiation. Intersex people have variations in their sex characteristics, such as sex chromosomes, internal reproductive organs, genitalia, and/or secondary sex characteristics (e.g. muscle mass, breasts) that fall outside of what is typically categorized as male or female. (Source: WAGE - 2SLGBTQI+ terminology)
Islamophobia
Islamophobia refers to a fear, prejudice, and hatred of Muslims or individuals perceived to be Muslim, which can lead to hostility, intolerance, and discrimination by means of threatening, harassment, abuse, incitement, and intimidation. It is often rooted in institutional, ideological, political, and religious hostility that can manifest in structural and cultural forms of discrimination, targeting the symbols and markers associated with Islam and being Muslim. (Source: Justice Canada's Anti-Racism Policy)
Lesbian
A woman who is sexually and/or romantically attracted to women. (Source: Termium Plus)
Lived Experience
Person(s) with lived and living experience (PWLLE) are those with direct, first-hand experience in a condition or issue relevant to the topic. Lived experience refers to the involvement that people have with life, and how they move through and respond to life situations. The term comes from qualitative research methods, where knowledge is sought through engaging with people's accounts of their experiences. In social policy, lived experience is increasingly used to frame user involvement in service improvement. (Source: Australian Institute of Family Studies, Oxford Reference).
Matthew Effect
A self-reinforcing dynamic in which a researcher's past success positively affects their future success. (Adapted from: The Matthew effect in science funding | PNAS)
Microaggression
Microaggressions are brief and common verbal, behavioural or institutional actions that play into stereotypes or discrimination against a group of people who are often from underrepresented groups. Microaggressions are not "micro" or minor events. The prefix "micro" refers to the fact that microaggressions are a consequence of larger ("macro") systems of discrimination, oppression, power and privilege. Taken in isolation, one instance of microaggression can seem like a minor event; however members of underrepresented groups often experience the same microaggression repeatedly over time, producing adverse emotional, social, psychological and health impacts, which can also affect their level of productivity and sense of inclusion. Microaggressions can send a message that peer and merit reviewers from underrepresented groups do not belong on review committees. (Adapted from: Creating an Equitable, Diverse and Inclusive Research Environment: A Best Practices Guide for Recruitment, Hiring and Retention)
Minority Group
Refers to a group of people within a society that is either small in numbers and may have little or no access to social, economic, political, or religious power. (Source: Canadian Race Relations Foundation)
Non-binary
Referring to a person whose gender identity does not align with a binary understanding of gender such as man or woman. (Source: WAGE - 2SLGBTQI+ terminology)
Official Language Minority Communities
In Canada, official language minority communities (OLMCs) are English-language communities in Quebec and French-languages communities outside Quebec. Individuals can be members of OLMCs, but it would be inaccurate to use the term as an overarching adjective to describe a set of individuals. (Adapted from: Canada Council for the Arts)
Other, Othering, Otherness
The feeling of otherness results from a process of othering in which some individuals or groups are defined or labelled as not fitting in with the norms of the dominant social group. Othering often involves attributing negative characteristics to people or social groups that differentiate them from the perceived normative social group. (Adapted from: Othering and Belonging)
Privilege
Unearned power, benefits, advantages, access and/or opportunities that provide unfair advantage for members of the dominant group(s) in society. People are not always aware of the privileges they have. Examples include: cissexual privilege, straight privilege, male privilege, White privilege. (Source: Rainbow Health Ontario)
Queer
Refers to a person whose sexual orientation differs from the normative binary vision of sexuality. (Source: Termium Plus)
Research Users
In these modules, the term research users is used to encompass a broad variety of stakeholder groups who participate in the production of research and benefit from it. Research users include patients, members of specific social groups or communities, traditional knowledge holders, and all people who live in Canada.
Sex
A set of biological attributes in humans and animals. It is primarily associated with physical and physiological features including chromosomes, gene expression, hormone levels and function, and reproductive/sexual anatomy. Sex is usually categorized as binary, either female or male, but there is variation in the biological attributes that comprise sex and how those attributes are expressed. (Source: What is gender? What is sex?)
Stereotype Replacement
The process of stereotype replacement consists of thinking about a stereotype that you hold and consciously replacing it with accurate information. (Source: US departement of Health and Human Services [ PDF (180 KB) - external link ] Devine et al. (2012))
Tokenism
Focusing on limited representation of underrepresented groups for the appearance of being inclusive without any action towards meaningful inclusion. (Source: NFRF Best practices in equity, diversity and inclusion in research practices and design [SSHRC])
Transgender Person
A person whose gender identity differs from what is typically associated with the sex they were assigned at birth. (Source: WAGE - 2SLGBTQI+ terminology).
Transition
To transition is the process a person undertakes to bring their gender expression and/or their body into alignment with their gender identity. It is a a complex, long-term process that can include some or all of the following personal, medical and legal steps: telling one's family friends and co-workers; using a different name and new pronouns; dressing differently; changing one's name and/or sex on legal documents; hormone therapy; and possibly (though not always) one or more types of surgery. The exact steps involved in transition vary from person to person. (Adapted from: GLAAD Glossary of Terms: Transgender)
Transphobia
The disdain for transgender people or people perceived as transgender, or fear or hatred of them, that leads to discrimination or hostility. (Source: Termium Plus Gender and Sexual Diversity Glossary)
Two-Spirit
A term used by some North American Indigenous people of Turtle Island to describe sexualities, gender identities, roles and expressions. It honors the fluid nature of gender and attraction, connecting to community and spirituality, while challenging Western gender and sexual orientation terms. It also helps reconnect with traditional languages, ways and cultures in a pre-Colonial context. (Adapted from: Pruden, H. (2019) Two Spirit Conversations and Work: Subtle and at the Same Time Radically Different in Transgender: A Reference Handbook (pp.134-136) [ PDF (2.0 MB) - external link ], Guide on Equity, Diversity and Inclusion Terminology)
Unconscious Bias
An implicit attitude, stereotype, motivation or assumption that can occur without one's knowledge, control or intention. Unconscious bias is a result of one's life experiences and affects all types of people. Everyone carries implicit or unconscious biases. Decisions made based on unconscious bias can compound over time, to significantly impact the lives and opportunities of others affected by the decisions. (Source NFRF Best practices in equity, diversity and inclusion in research practices and design [SSHRC])
Underrepresented Group

In these modules, we use the term underrepresented to describe individuals and groups who are constructed as "other" in relation to dominant society. This includes women; transgender and non-binary people; lesbian, gay, queer and Two-Spirit people; racialized communities; Indigenous Peoples; persons with disabilities; and members of official language minority communities.

Underrepresentation is often thought of as having to do with numbers, as in the percentage of faculty with disabilities in full-time teaching positions or the number of racialized people on research institution boards. (Source: Guide on Equity, Diversity and Inclusion Terminology)

Underrepresentation is about more than just numbers. It also occurs when different ways of understanding the world, different cultures and group norms are absent in institutional policies and structures, and everyday interpersonal interactions. Henry and Kobayashi (2017) describe underrepresentation as the loneliness, isolation and tokenism that exists below the statistical surface.

Underrepresentation is not a new phenomenon. It has its roots in historical patterns of sexism, transphobia, homophobia, colonialism, racism, ableism, ageism and meritocracy. When we refer to underrepresented groups in this module, we acknowledge the long history of underrepresentation.

Individuals who self-identify as belonging to groups that are underrepresented are agents, hold rights, and may use other terms to describe themselves.

Date modified: