{"id":30295,"date":"2024-01-23T15:49:03","date_gmt":"2024-01-23T19:49:03","guid":{"rendered":"https:\/\/www.urelles.com\/magazine\/non-classifiee\/can-we-say-minority-group\/"},"modified":"2025-03-25T12:47:07","modified_gmt":"2025-03-25T16:47:07","slug":"can-we-say-minority-group","status":"publish","type":"post","link":"https:\/\/www.urelles.com\/en\/magazine\/can-we-say\/can-we-say-minority-group\/","title":{"rendered":"Can we say \u201cminority group\u201d?"},"content":{"rendered":"\n
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Photo from Markus Spiske<\/a> from Unsplash<\/a><\/p>\n

 <\/div>\n
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’ll get back to you. It’s all anonymous. <\/em><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n

Read previous articles:<\/strong><\/p>\n\n\n\n

Do we say \u201cMerry Christmas\u201d or \u201cHappy Holidays\u201d at work?<\/a>
Can we say \u201cperson with a disability\u201d?<\/a>
<\/strong>Can we say \u201cAsperger’s\u201d?<\/a><\/p>\n\n\n\n

Want to start the conversation about inclusive language in your organization? URelles can help! 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

Can we say \u201cminority group\u201d?<\/h2>\n\n\n\n

What terms can be used to designate a group of people who do not belong to a dominant group?<\/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?<\/h3>\n\n\n\n

In Equity, Diversity 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. A group not represented by those in power. Their point of view is seen as specific, political, even woke. <\/em>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 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 dominant 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 background in mind, let’s take a look at some of the most frequently used terms.<\/p>\n\n\n\n

What does \u201cminority group\u201d mean?<\/h3>\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 minority group, 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 group\u201d mean?<\/h3>\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 \u201cminority\u201d, as both relate to the digital. 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 50% female employees, women are not in the minority. On the other hand, under-representation would exist if these women represented only 10% of managers, and the remaining 90% were men.<\/p>\n\n\n\n

What does \u201cmarginalized group\u201d mean?<\/h3>\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 suggests 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<\/h3>\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":"

Photo from Markus Spiske from Unsplash   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’ll get back to you. It’s all anonymous. Read previous articles: Do we say \u201cMerry Christmas\u201d or \u201cHappy Holidays\u201d at work?Can we say \u201cperson […]<\/p>\n","protected":false},"author":4,"featured_media":31284,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[42],"tags":[],"class_list":["post-30295","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-can-we-say"],"acf":[],"yoast_head":"Can we say \u201cminority group\u201d?<\/title>\n<meta name=\"description\" content=\"What terms should be used to describe a group of people who do not belong to a dominant group? 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