Glossary

The United Nations' 15-year global framework for sustainable development, centered on the 17 Sustainable Development Goals. Adopted by 193 UN Member States in 2015. Also known as "Transforming the World: the 2030 Agenda for Sustainable Development."

The fourth stage of the Intercultural Development Continuum, in which individuals can recognize and appreciate both similarities and differences between cultures and respond non-judgmentally. Individuals at this stage may still have difficulty fully adjusting their behaviour in response to cultural differences

A practice of focusing on the speaker with engagement, setting aside one's own reactions, and attending to both verbal and nonverbal communication. Techniques include paraphrasing, clarifying, probing, and perception checking.

The fifth stage of the Intercultural Development Continuum, in which individuals can shift both cognitively and behaviourally in intercultural interactions. Those at this stage practice empathetic listening and move fluidly between cultural perspectives

Formally the World Commission on Environment and Development (WCED), chaired by Gro Harlem Brundtland. Released "Our Common Future" in 1987, defining sustainable development as "meeting the needs of the present without compromising the ability of future generations to meet their own needs."

The rationale that organizations benefit financially and strategically from diverse teams and inclusive practices, including better decision-making, talent retention, and access to a wider client base. Contrasted with the fairness case.

An active listening technique involving reflection on the broader context of the speaker's message, often posed as a question, to ensure clear understanding.

A form of job crafting in which an employee rethinks their position or changes their perception of the job they carry out.

A cultural orientation in which group goals take precedence over individual goals; members render loyalty to the group, and the group takes care of its members. Contrasted with individualism.

A component of self-compassion in which individuals recognize that suffering, mistakes, and personal inadequacy are part of the shared human experience, rather than something that isolates them from others.

Feedback that is focused on improvement and provides clear, specific instructions for what the receiver must do to meet expectations. Contrasted with negative feedback.

In deep listening practice, the fundamental human needs important to individual well-being, including physical well-being, social connectedness, respect, and the autonomy to make life decisions.

Frameworks for understanding cultural difference by comparing contrasting value patterns. Dimensional models of understanding culture are most associated with the work of Geert Hofstede, but have also been used by Fons Trompenaars and more recently, Erin Meyer

The belief that fixed cultural characteristics emerge from a person's national or ethnic origin, treating people as passive bearers of inherent, unchanging qualities defined by their culture.

A process of openness, self-awareness, and self-reflection practiced when interacting with diverse individuals. Cultural humility frames intercultural understanding as an ongoing developmental journey rather than a competency to be achieved. Its elements include self-reflection, supportive dialogue, and openness.

An outcome of intercultural practice, based on respectful engagement that recognizes and works to address power imbalances. Whether cultural safety has been achieved is determined by the person receiving the service - based on whether they feel safe, respected, and able to express their cultural identity without judgment.

A three-step framework for interpreting intercultural encounters. The Describe step involves creating an objective, non-judgmental account of what is observed. The Analyze step involves generating multiple possible cultural explanations. The Evaluate step involves using this analysis to understand the situation and determine how to respond.

A listening practice that goes beyond active listening to focus on emotions, core needs, and life experiences that may not be directly stated by the speaker. Deep listening also attends to the impact of cultural identity, race, language, and disability on the speaker's experience.

The first stage of the Intercultural Development Continuum, characterized by unawareness of cultural difference. Individuals in this stage have a monocultural mindset and limited experience interacting with other cultures

The creation of new products, services, or experiences using design thinking principles. Requires understanding the needs of a user group and generating an innovation to meet those real-world needs.

The recognition that each individual is unique and that differences exist across dimensions such as race, ethnicity, gender, sexual orientation, socioeconomic status, age, physical ability, religion, and other identities.

The biological tendency for individuals to unconsciously absorb and mirror the emotions of those around them. In intercultural settings, emotional contagion can either facilitate connection or create distance.

The ability to perceive, understand, manage, and use emotions effectively in oneself and in relationships with others. The EQi 2.0 model organizes emotional intelligence into five domains: self-perception, self-expression, interpersonal, decision making, and stress management.

The ability to identify, recognize, and name one's own emotions. A foundational skill in emotional intelligence practice.

A model of emotional intelligence developed by Stein and Book (2011), organizing fifteen skills into five domains: self-perception, self-expression, interpersonal, decision making, and stress management.

The principle that everyone receives the same treatment. Contrasted with equity, which recognizes that equal treatment does not result in fair outcomes when individuals have different needs and starting points.

The principle that everyone receives what they need for an equal chance to thrive; processes focused on equity take individual needs into consideration. Contrasted with equality.

The tendency to view the world primarily through the lens of one's own cultural worldview, often assuming one's own culture is the most normal or correct. Associated with the earlier stages of the Intercultural Development Continuum

A mindset in which individuals can understand and move fluidly between multiple cultural viewpoints, viewing differences as neither inherently right nor wrong. Associated with the later stages of the Intercultural Development Continuum

The rationale that organizations should engage in EDI practices because it is morally right and fair. Research suggests this approach generates a truer sense of belonging than the business case.

The nervous system's protective response when faced with perceived threat. Can be triggered by the unfamiliarity of intercultural encounters and can interfere with thoughtful, empathetic engagement.

The first stage of Tuckman's model of team development, in which individuals come together, are typically polite, and begin to get to know each other.

The principle, emphasized throughout UNDRIP, that Indigenous Peoples must be fully informed and must freely consent before policies, programs, or activities that affect them are undertaken.

The tendency for team members to conform to group consensus without sufficient critical examination, which can reduce creative thinking and independent judgment.

Cultures in which the physical and situational context of a message carries significant importance. Communication tends to be indirect, with meaning conveyed through body language, tone, and context as much as through words

The degree to which a specific aspect of a person's social identity is noticeable or important in a given context. Different identities may become more or less salient depending on the situation.

Expressions where the figurative meaning differs from the literal meaning of the words (e.g., "hit the nail on the head"). Can create barriers to understanding in intercultural communication and should be avoided in plain language writing.

Attitudes or stereotypes that affect judgments and decisions in ways that operate outside of conscious awareness, based on a person's group membership. Linked to discriminatory patterns in hiring, policing, education, and other contexts.

The social group with which an individual most identifies and toward which one typically feels loyalty and preference.

A state in which every member of a team, organization, or community feels they belong, regardless of individual characteristics or social identities. Also referred to as belonging. An inclusive environment supports psychological safety and the equitable participation of all.

Innovation that intentionally serves the common good by acknowledging sustainability goals and JEDI principles, rather than simply pursuing organizational growth.

One of the four levels of workplace innovation; refers to actively choosing to adopt an innovation that has been selected by a team or organization.

A set of attitudes (such as respect and openness), skills (such as observation and listening), and behaviours intended to support effective cross-cultural interaction.

A relational approach to cross-cultural engagement focused on developing equitable and respectful ways of relating to those who are different from us, while considering historical and current injustices. Defined by UNESCO as "the existence and equitable interaction of diverse cultures and the possibility of generating shared cultural expressions through dialogue and mutual respect."

A form of workplace innovation in which an employee acts like an entrepreneur - developing a new product, service, or idea - while working within the context of their organization using organizational resources.

Technical or specialized language used within a particular group or field that may not be understood by a general audience. In plain language practice, jargon should be avoided or clearly explained.

An acronym standing for Justice, Equity, Diversity, and Inclusion. Used in organizational contexts to make the link between diversity and inclusion work and the broader goal of justice more explicit.

An employee-led practice of changing one's job in a personalized way to improve performance and quality of work life. Includes four types: task crafting, relational crafting, cognitive crafting, and skill crafting.

A cultural dimension describing cultures that prioritize persistence, perseverance, and thriftiness and tend to emphasize long-term outcomes over immediate results. Contrasted with short-term orientation.

Cultures in which communication tends to be explicit, direct, and literal, with an emphasis on saying what is meant clearly and minimizing ambiguity.

A set of international development goals developed in 2000 as precursors to the Sustainable Development Goals. Unlike the SDGs, the MDGs applied only to developing countries.

A component of self-compassion involving acknowledgment of emotions as they arise, without over-identifying with them or suppressing them.

The third stage of the Intercultural Development Continuum - a transitional mindset in which individuals begin to move away from ethnocentrism by focusing on similarities and commonalities as a way of navigating cultural differences

Cultures in which time is managed sequentially; people focus on one task at a time and value punctuality and strict scheduling. Contrasted with polychronic cultures.

A cultural dimension (revised from Hofstede's earlier term "masculinity") contrasting cultures that value assertiveness and material success with those that emphasize relationships and quality of life.

The concept that people from the same country share common cultural values and practices. A central assumption in Hofstede's model, critiqued for oversimplifying within-country diversity.

The third stage of Tuckman's model of team development, in which tension subsides, roles are clarified, and a collective sense of purpose begins to form.

A political principle stating that no policy or decision affecting a group should be made without the full and direct participation of that group. Used in the context of Indigenous rights and UNDRIP's emphasis on free, prior, and informed consent.

Social groups perceived as different from or outside of one's own in-group. Interactions with out-group members can involve greater cognitive effort and a higher likelihood of stereotyping.

An active listening technique in which the listener restates the content of a speaker's message in their own words, without including feelings, to demonstrate understanding and invite clarification.

An active listening technique in which the listener states their interpretation of the speaker's emotions or experience and invites the speaker to confirm or correct that interpretation.

The fourth stage of Tuckman's model of team development, in which teams have developed loyalty, trust, and established routines, enabling high productivity.

The practice of consciously attempting to see a situation from another person's cultural and personal vantage point by setting aside one's own assumptions and biases.

A communication approach that prioritizes clarity and accessibility for a wide audience. Plain language considers three elements: word choice (simple and common words), sentence structure (direct and concise), and tone (positive and conversational).

The second stage of the Intercultural Development Continuum, in which individuals are increasingly aware of cultural differences but respond from an evaluative stance, judging other cultures relative to their own. Includes two sub-types: defense and reversal

Cultures in which people may engage in multiple tasks or interactions simultaneously, and where relationships and people are valued above strict adherence to schedules. Contrasted with monochronic cultures.

A cultural dimension describing the degree to which members of a society accept and expect unequal distribution of power, authority, and status.

The ability to analyze how historical and present-day power differences between social identity groups contribute to discrimination and inequality.

A subset of clarifying; a listening technique used to prompt a speaker to provide more information or explore a situation in greater depth, particularly in sensitive or complex situations.

The study of physical space and distance between people as they interact.

A sense of security in a team or organizational environment in which people feel free to express themselves, share ideas, and participate authentically without fear of negative consequences.

The process of building respectful and equitable relationships between Indigenous and non-Indigenous peoples, grounded in acknowledgment of historical injustices and commitment to ongoing change.

A form of job crafting in which an employee makes changes to the way they interact with others in their workplace.

A sub-type of the Polarization stage of the Intercultural Development Continuum, in which individuals judge their own culture more negatively than other cultures

A framework for intercultural communication developed by Kate Berardo (2012), consisting of five principles: Simplify and Specify, Clarify and Confirm, Organize and Outline, Rephrase and Reframe, and Explain with Examples.

The pursuit of ongoing personal growth and the aspiration to continually develop oneself. In intercultural contexts, self-actualization supports a commitment to learning about and engaging with cultures different from one's own.

A framework developed by Dr. Kristin Neff (2003) for responding to personal difficulties with kindness rather than self-criticism. The three components are: extending kindness to oneself, recognizing common humanity, and practicing mindful awareness.

The right of Indigenous Peoples to freely determine their political status and pursue their own economic, social, and cultural development, as affirmed in Article 3 of UNDRIP.

Belief in one's own capability to succeed at a given task. In workplace innovation, a positive self-concept as an innovator - including self-efficacy - raises the likelihood of engaging in and sustaining innovation activity.

The right of Indigenous Peoples to autonomy over their internal and local affairs, as affirmed in Article 4 of UNDRIP.

A form of job crafting in which an employee works to broaden or improve their skill set in order to better their performance and prepare for broader responsibilities.

Groups to which individuals belong based on characteristics such as race, ethnicity, Indigeneity, socioeconomic status, gender, sexual orientation, immigration status, language, religion, and (dis)ability. These identities shape lived experience and how others perceive and treat individuals.

The lifelong process through which individuals learn values, beliefs, and behaviours from their families, schools, media, and communities. Socialization can transmit both explicit values and implicit biases.

The cognitive process of categorizing people as "all the same" based on group membership, without recognizing individual differences. A mental shortcut that underlies implicit bias.

The second stage of Tuckman's model of team development, in which members attempt to define roles and responsibilities; conflict and misunderstanding are common.

A component of cultural humility; engaging in meaningful, open conversations with individuals from different cultural backgrounds to promote mutual learning and respect.

In an environmental and social context, sustainability involves balancing social, economic, and environmental needs to preserve natural resources and support the well-being of present and future generations.

A process of growth and progress that meets the needs of the present without compromising the ability of future generations to meet their own needs (Brundtland Commission, 1987). Involves the integration of three pillars: people (social), planet (environmental), and prosperity (economic).

A set of 17 global goals adopted by 193 UN Member States in 2015 as part of the 2030 Agenda, covering areas including poverty, climate action, education, health, and inequality, with 169 targets and 230 indicators.

In team contexts, the phenomenon where a group produces more together than the sum of individual contributions. Occurs when diverse skills, talents, and experiences are combined in collaborative problem-solving.

Discrimination embedded in the policies, practices, and structures of institutions and systems, often reflecting historical patterns of power imbalance between social identity groups.

A form of job crafting in which an employee changes the scope, number, or type of work tasks they are required to carry out.

A model developed by Milton Bennett to describe how individuals change in their understanding of and approach to cultural differences as they grow interculturally. The most commonly used version is the Intercultural Development Continuum, which identifies five stages: Denial, Polarization, Minimization, Acceptance, and Adaptation.

The unconscious human tendency to gravitate toward those most similar to oneself and to move away from those perceived as different. Can create barriers to meaningful intercultural engagement.

A Canadian commission that documented the harms of residential schools and issued calls to action to advance reconciliation between Indigenous and non-Indigenous peoples.

The name used by many Indigenous communities for what is commonly known as North America today.

A cultural dimension describing the degree to which members of a society are comfortable with uncertainty, ambiguity, and risk. High UA cultures prefer clear rules and stability; low UA cultures are more comfortable with risk and open-ended situations.

An international declaration consisting of 46 articles affirming the basic human rights of Indigenous Peoples, including rights to self-determination, self-government, cultural preservation, and land rights. Canada officially adopted UNDRIP in 2016.

A framework developed by Khouri and Wilkinson (2023) for moving beyond "us and them" thinking that perpetuates intercultural conflict. Its four components are: recognizing shared values and ethical frameworks, personalizing the experience of the "other," separating past grievances from present realities, and rejecting groupthink.

An employee-led social process of mobilizing new ideas to create better work, with the twin goals of improving quality of work life for employees and organizational performance for employers. The four levels are: job crafting, innovation adaptation, design innovation, and intrapreneurship.