Find out more about our training courses on various topics related to equity, diversity and inclusion. <\/a><\/strong><\/p>\n\n\n\n****<\/p>\n\n\n\n
What terms should be used to designate a group of people who do not belong to a dominant group? Is \u201cminorities\u201d the best term?<\/p>\n\n\n\n
Let’s start by thinking in the opposite direction.<\/p>\n\n\n\n
What is \u201cthe dominant group\u201d?<\/h4>\n\n\n\n
In Diversity, Equity and Inclusion (DEI), when we refer to the dominant group, also known as the \u201cmajority group\u201d, we’re usually talking primarily about people with greater access to opportunities. The dominant group, as a whole and throughout society, has more power, money and resources. These people’s perspectives are presented as normal, natural and neutral. They are seen as the default solution. We’re used to seeing these faces on TV, in corporate management or at the head of political parties.<\/p>\n\n\n\n
Conversely, we find a group of people with less access to resources, money and opportunities. It’s a group that is not represented by those in power. Their point of view is seen as specific, political, even woke. These people are identified as different and as \u201cthe other\u201d, not as the default option.<\/p>\n\n\n\n
It should be noted that the notion of the dominant group is not static, but rather fluid. Indeed, the group considered dominant can evolve according to the time period, the geographical area or even the specific industry in which one works. The majority group in a given era differs in another, just as the definition of power and privilege takes on distinct contours according to cultural, economic and social contexts.<\/p>\n\n\n\n
With this context in mind, let’s take a look at the various terms used to describe them.<\/p>\n\n\n\n
What does \u201cminorities\u201d mean?<\/h4>\n\n\n\n
This term refers to a group of people who make up a numerically smaller proportion of the total population. This does not necessarily mean that these people are less important or less powerful, but simply that they form a smaller proportion of the overall population.<\/p>\n\n\n\n
In apartheid South Africa, for example, white people were the minorities, even though they were definitely the dominant one. So it’s important to bear in mind that the term minority, if used at all, does not automatically imply the recognition of any power dynamic.<\/p>\n\n\n\n
What does \u201cunder-represented people\u201d mean?<\/h4>\n\n\n\n
When we speak of under-represented groups, we are generally referring to groups that are inadequately represented in certain fields, institutions or contexts, in relation to their share of the total population. In other words: one type of person is over-represented and another is under-represented. The term \u201cunder-represented\u201d is therefore ideal for showing the extent to which there is an imbalance in the presence or absence of certain groups.<\/p>\n\n\n\n
The term \u201cunder-represented\u201d is therefore similar to \u201cminorities\u201d, as both relate to the numerical. The difference lies in the fact that the under-represented group is compared, not to another group within a company, but to its own group outside the company. Is the group proportional to its number in the total population or not?<\/p>\n\n\n\n
For example, we could say that in a company with a 50% female workforce, women are not in the minority. On the other hand, it would be under-represented if these women represented only 10% of managers and the remaining 90% were men.<\/p>\n\n\n\n
What does \u201cmarginalized people\u201d mean?<\/h4>\n\n\n\n
Although this term, like many others in DEI, is not perfect, it is currently the most comprehensive. Dictionary definitions of the term \u201cmarginalized\u201d suggest that some people are pushed down the hierarchy and to the sides, away from the center and therefore from opportunities, resources or full participation in society.<\/p>\n\n\n\n
The advantage of the term \u201cmarginalized\u201d, unlike the others, is that it has a history. It indicates that people are in a marginalized position today because they were pushed into it in the past. It also suggests that they continue to be pushed in that direction in the present.<\/p>\n\n\n\n
So, if you want to focus on historical and current prejudices, such as groups of people being denied educational opportunities, job offers, professional advancement or promotion, then \u201cmarginalized\u201d is the most comprehensive term, sensitive to historical, political and power issues.<\/p>\n\n\n\n
In conclusion<\/h4>\n\n\n\n
It’s important to note that these terms are not mutually exclusive. A population can be both minority, under-represented and marginalized.<\/p>\n\n\n\n
Think about why you want to differentiate between one dominant group and another. You should then be able to choose a word with the semantic framework that best fits your context.<\/p>\n\n\n\n
Do you enjoy inclusive language conversations? Want to create opportunities in your organization? We offer training on microaggressions, unconscious bias and inclusive writing! Contact us to arrange a session!<\/a><\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"Welcome to \u201cCan we say?\u201d, a monthly column where URelles answers questions about inclusive language. Got a question for us? Write to info@urelles.com and we\u2019ll get back to you. It\u2019s all anonymous. Read previous articles Want to start the conversation about inclusive language in your organization? URelles can help! Find out more about our training […]<\/p>\n","protected":false},"author":4,"featured_media":29293,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[42],"tags":[],"class_list":["post-26848","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-can-we-say"],"acf":[],"yoast_head":"
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