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The continuous approach of providing fair access and removing systemic barriers to participation for all underrepresented groups (e.g., racialized people, people with disabilities, 2SLGBTQ+ people, Indigenous peoples, women, etc.). Unlike equality, equity does not mean sameness of treatment but instead differing treatment and redistribution of resources to level the playing field for all. Equity is also the measured experience of individual, interpersonal, and institutional success and well-being across all stakeholder populations and the absence of discrimination, mistreatment, or abuse for all.

The variety of differences that shape the lived experiences of individuals and groups. These visible
and invisible differences are based on dimensions of race, ethnicity, Indigeneity, gender identity and expression, sexual orientation, socioeconomic status, age, abilities, place of origin, language, marital/family status, and/or religious/spiritual beliefs, as well as their intersections. Diversity is also the demographic composition of an institution that all stakeholder populations, especially equity-deserving groups, trust to be representative and accountable. Diversity is a fact, and inclusion is a choice.

The ongoing, active process of welcoming, valuing, and sharing power with diverse, underrepresented groups (e.g., racialized people, people with disabilities, 2SLGBTQ+ people, Indigenous peoples, women, etc.). This intentional practice cultivates a sense of belonging for all. Unlike assimilation, inclusion does not require underrepresented individuals or groups to conform to the culture of the dominant group but instead fosters intercultural dialogue and exchange. Inclusion is also the felt and perceived institutional environment that all stakeholder populations, especially equity-deserving groups, trust to be respectful and accountable. This environment is achieved through actions that explicitly address current and historical inequities.