Definitions

The following are definitions and terms that are being employed by campus to guide Equity, Diversity and Inclusion efforts.

 

The Building on Inclusive Excellence (BIE) program allocates additional tenure-track faculty lines for qualified candidates identified in regular faculty searches who meet criteria aligned with SDSU’s commitment to diversity.
DEO is a standing committee of the University Senate. As spelled out by the Senate Bylaws, DEO focuses on University-wide programs for the recruitment and retention of faculty, staff, and students, provides advice to University administration (subject to approval of the President) regarding prohibited discrimination, equal opportunity, outreach, and related matters, and supports other advisement as requested (for example: to Enrollment Services, student organizations, Departments and Schools, the Office of Employee Relations and Compliance, etc.).
Employee Resource Groups (ERG’s) are designed to build an inclusive environment for SDSU employees from various employment groups, with particular attention to employees from historically underrepresented and underserved backgrounds. They serve to advance the university’s diversity and inclusion agenda.
Equity refers to a heightened focus on groups experiencing disproportionate impact in order to remediate disparities in their experiences and outcomes.
Disproportionate Impact occurs when a sub-group has experiences or outcomes that are lower than outcomes for the highest-performing group.
Diversity refers to a rich array of identities and experiences that define people within groups (e.g., race, ethnicity, gender, sexual orientation, social class, national origin, levels of ability, age, gender identity and expression, religion, national origin).
Implicit bias refers to unconcious attitudes and stereotypes that are communicated without awareness. These messages can carry positive and negative connotations and are readily evidenced through microaggressions. 
Inclusion refers to the meaningful incorporation and opportunities for success of individuals within and across diverse groups.
Microaggressions are subtle slights and insults that are often communicated without awareness towards individuals from minoritized communities. 

The Provost's Professors provide intensive, ongoing professional development and learning opportunities for SDSU faculty on diversity-related topics, including implicit bias, teaching practices for underserved students, socio-cultural competency and microaggressions.

Underrepresented Minorities are defined by the State of California as individuals who belong to racial/ethnic groups that include African American, Latinx, and American Indian.
Traditionally Underserved Students, as defined by the Chancellor’s Office, include those who have received Pell grants, are first-generation, as well as those who identify as underrepresented minorities.