Glossary
Glossary Terms
The survey glossary provides common vocabulary and definition terms used within the survey.
| Term | Definition | View Details |
|---|---|---|
| Bias | A tendency to believe that some people, ideas, etc., are better than others, which usually results in treating some people unfairly; To be prohibited under the University's EOC policy, an act of bias must also fit under the definitions of discrimination or harassment. | View More Details |
| Carolina Hiring Playbook | See Carolina Hiring Playbook | View More Details |
| Cultural Competence | The ability to effectively deliver education or services that meet the social, cultural, and linguistic needs of those being educated or served. | View More Details |
| Disability | A person with a disability is any person who has a physical or mental impairment that substantially limits one or more major life activities; or has a record of such impairment; or is regarded as having such impairment. A qualified person with a disability must be able to perform the essential functions of the employment or volunteer position or the academic,athletic, or extra-curricular program, with or without reasonable accommodation. | View More Details |
| Discrimination | Any unlawful distinction, preference, or detriment to an individual as compared to others that is based on an individual’s Protected Status and that is sufficiently serious to unreasonably interfere with or limit an employee’s or applicant for employment’s access to employment or conditions and benefits of employment (e.g., hiring, advancement, assignment). Discrimination includes failing to provide reasonable accommodations, consistent with state and federal law, to a qualified person with a disability, for pregnancy or related medical conditions, and to a qualified person who has a sincerely held religious belief. Please see the UNC Chapel Hill Policy on Prohibited Discrimination, Harassment and Related Misconduct including sexual and gender-based harassment, sexual violence, interpersonal violence and stalking for more details. | View More Details |
| Employee Resource/Affinity Groups | A voluntary, employee-led group that serves as a resource for members and organizations by fostering a diverse, inclusive workplace that is aligned with the organizational mission, values, goals, and business practices. | View More Details |
| Gender | An individual's socially-constructed status based on the behavioral, cultural, or psychological traits typically associated with societal attribution of masculinity and femininity, typically related to one's assigned sex at birth. | View More Details |
| Gender Expression | How someone expresses gender through appearance, behavior, or mannerisms. A person's Gender Expression may or may not be the same as the person’s Gender Identity or assigned sex at birth. | View More Details |
| Gender Identity | The Gender with which an individual identifies psychologically, regardless of what Gender was assigned at birth. | View More Details |
| Harassment | A type of Discrimination that occurs when unwelcome verbal, physical, electronic, or other conduct based on an individual’s Protected Status is severe, persistent, or pervasive enough to interfere with an individual’s (a) educational environment (e.g., admission, academic standing, grades, assignment); (b) work environment (e.g., hiring, advancement, assignment); (c) participation in a University program or activity (e.g., campus housing); or (d) receipt of legitimately-requested services (e.g., disability, pregnancy, or religious accommodations), thereby creating Hostile Environment Harassment or Quid Pro Quo Harassment. | View More Details |
| International Student | A student studying at a U.S. college or university who is not a U.S. citizen. This includes students whose visas are sponsored by the schools where they study, generally F-1 and J-1 students, and whose schools have a federally mandated reporting requirement. | View More Details |
| LGBTQIA+ | Lesbian, Gay, Bisexual, Transgender, Queer, Intersex, and Asexual plus associated identities not included specifically in the acronym. | View More Details |
| Microaggression | Manifestations of prejudice and hatred that are brief and/or subtle but great in the power or magnitude of their consequences. | View More Details |
| Multiculturalism | The presence of, or support for the presence of, several distinct cultural or ethnic groups within a society. | View More Details |
| Ombuds | An ombuds is a person trained to assist members of a community or organization. We are a confidential, impartial, informal, and independent resource for staff, faculty, students and administrators at Carolina. | View More Details |
| Onboarding Process | The process through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organizational members. | View More Details |
| Retaliation | Any adverse action or attempted action that would discourage a reasonable person from engaging in protected activity. | View More Details |
| Senior Leadership | Senior leadership includes chancellors, provosts, or deans | |
| Sexual Assault | Having or attempting to have Sexual Contact with another individual without Consent. | View More Details |
| Sexual Orientation | The inclination or capacity to develop intimate, emotional, spiritual, physical, and/or sexual relationships with people of the same Sex or Gender, a different Sex or Gender, or irrespective of Sex or Gender. | View More Details |
| Transgender | A person whose sense of personal identity and gender does not correspond with their birth sex. | View More Details |
| Veteran Status | Covered Veterans include Disabled Veterans, Special Disabled Veterans, Veterans of the Vietnam era, and other protected Veterans as defined by federal and state law | View More Details |