CADIA 2020 2021 Advisory Board Handbook

CADIA Advisory Board Handbook
2020 - 2021

CADIA Advisory Board Handbook
2020/2021

TABLE OF CONTENTS

1. About the Advisory Board
2. Advisory Board Member Directory
3. CADIA Antitrust Policy
4. CADIA Bylaws
5. CADIA Conflicts of Interest Policy
6. DE&I Glossary of Terms
7. Foundations of Diversity & Inclusion – Board Training, June 2020

About the CADIA Advisory Board
The CADIA Advisory Board helps propel the organization forward in its mission to double the number of
diverse leaders in the automotive industry by 2030. The Board acts as advisors, a sounding board, sanity
check and compass for CADIA staff and volunteers.

CADIA Strengths CADIA Opportunities
• Strategy • Marketing and Branding
• Operations • Media Relations
• Execution • Membership Development
• Project Management • Scale and Growth
• Finance and Accounting • Networking
• Curriculum Content and • Identifying Resources (Grants, etc.)
Development
• Content Delivery

Given that CADIA is still in a “start-up” phase, Advisory Board Members have an influential role in shaping
the organization, its offerings, and its impact on the industry. Boards member do not have any fiduciary
responsibility to the corporation or its stakeholders.

Advisory Board members have:
• A passion for Diversity & Inclusion
• The ability to meet in person or via Zoom three to four times per year, beginning with a two-year
commitment
• A willingness to share experiences, contacts, and abilities
• A desire to serve in the nonprofit space

Board Organization and Governance
• The CADIA Advisory Board members initially hold two-year terms
• After two years, Board members may opt in to an additional two-year term
• Those not opting in will be replaced, and additional Board members may be added
• Meetings are held at rotating locations every three months, and/or by Zoom
• Advisory Board meetings are organized and run by CADIA staff, to minimize administrative duties for
Board members
• Advisory Board members are privy to CADIA’s strategic plan, operations, and tactics

CADIA ADVISORY BOARD 2020-2021

Batori, Amalia
Diversity Ambassador
Robert Bosch Corp.
248.915.8483
[email protected]

Bello, Monica Azzali
Global Director , GBS People Services,
General Motors Company
313.657.8379
[email protected]

Berry, Amal
Senior Manager - Diversity & Inclusion
Ford Motor Company
313.322.0625
248.302.5999
[email protected]

Boukalik, Brian
Vice President of Human Resources, Clean Air
Tenneco
216.502.6448
[email protected]

Carlson, Denise
VP NAPIC (North America Production Innovation Center)
Executive Lead Diversity & Inclusion
DENSO
248.515.5561
[email protected]

Eisbrenner, Lauren
Principal
Eisbrenner Presence Coaching
248.202.3242
[email protected]

Falik, A.J.
Global Capacity Planning
Ford Motor Company
248.497.9905
[email protected]

Fisher, Cathy
Founder and President
Quistem
843.259.7262
[email protected]

Headley, Jamie
Director of Sales
Michigan Manufacturing Technology Center
734.451.4213
734.558.4266
[email protected]

Johns, Fred
Sr. Director, Enterprise Quality Systems
Rivian
313.686.7529
[email protected]

Leone, Danielle
Director of Branding and Communications, Clean Mobility, NA
Faurecia
248.320.5377
[email protected]

Mosteller, Laura
Regional Consultant for Toyota D+I
Toyota North America
Phone: 812.387.2310
Cell: 812.664.9105
[email protected]

Partington, Anne
Business Development & Strategy Manager
Ann Arbor Spark
248.210.8147
[email protected]

Stevens, Glenn
Executive Director
Mich Auto
313.596.0323
248.563.3569
[email protected]

Scott, Ashanta
Product Development Engineer
Schaeffler Group USA Inc.
313.779.3244
[email protected]

Walker, Rick
Founder and CEO
Georgia Automotive Manufacturers Association
770.314.9040
[email protected]

Bastian, Mike *
Digital Integration Manager
Ford Motor Company
734.788.5428

[email protected]

*Member of CADIA Board of Directors

Center for Automotive Diversity, Inclusion & Advancement (CADIA)
And CADIA D&I Roundtable

STATEMENT OF ANTITRUST COMPLIANCE POLICY DRAFT

A. POLICY

Commitment to full compliance with both the letter and the spirit of the antitrust laws is a fundamental commitment
of CADIA, the CADIA D&I Roundtable, and their respective members. Guidelines for the pursuit of this commitment
are set forth in this statement. In case of any question, the Organization’s legal counsel should be consulted.

B. GUIDELINES FOR CADIA MEETINGS

Procedures

1. An agenda for all roundtable meetings should be prepared in advance with assistance from Members and
staff and carefully adhered to.

2. Minutes of all meetings should be prepared, cleared with counsel, and circulated to all who attended. They
should be approved at the next meeting.

Proper Activities

1. Discussion of industry-wide activities and concerns related to Diversity & Inclusion, Professional and
Organizational development.

2. Exchange of information on best practices, benchmarking, and new developments.
3. Promotion of Diversity & Inclusion for the industry as a whole.
4. Development of noncompetitive programs, tactics, and resources for voluntary use by industry members.

Improper Activities

1. Discussion of pricing or promotional policies, other terms of sale, customer identity or geographic marketing
areas.

2. Discussion of commercially sensitive, strategic or confidential information in relation to Members’ business.
3. Pressure on particular members or segments to adopt any particular program, policy or tactic.
4. Development of programs or policies designed to exclude some members of the industry.
5. Participation in unofficial or “rump” meetings on any subject which could not properly be discussed at an

Cofhfiecirayl lmTeheotinmgp. son

C. MEMFBoEunRdSeHr I&P CEO
[email protected]

Active m7e34m.7b1e6rs.9h6ip12in this Association is open to any automotive manufacturer, supplier, dealer, or service
companwyw. wIn.dauivtiodmuaoltpivaerdtiicvieprasnittys.cmoumst be Diversity & Inclusion professionals or champions/advocates within their
respective organizations. Membership is conditioned on continuing eligibility and payment of dues and/or fees.

The First and Only Professional Development Organization focused on
Advancing Talent for the Automotive Industry in a Diverse and Inclusive way

Denial or exclusion from membership on the basis of any anti-competitive factor is not permitted by law and is
contrary to CADIA’s policy.
E. Industry Data

1. Scope. CADIA conducts only occasional or specialized benchmarking surveys which are subject to legal
review under governing antitrust guidelines before implementation.

2. Confidentiality. In the collection of any statistics, collection is under guidelines designed to preclude making
data on any individual member known to any Association member. In those cases where statistics are
collected by staff, strict policies are established to ensure confidentiality of individual member statistics. In
any case, published data are limited to aggregate data with the understanding that even aggregate data will
not be published in cases where the data of individual firms might be determined.

3. Nature of statistics. No statistics are collected relating to prices at all, topics are limited to Diversity &
Inclusion and professional development-related issues.

4. Availability. Data published by CADIA are made available to all members and to nonmembers upon request
and payment of reasonable charge where applicable.

Draft Revision: January 2020

Cheryl Thompson

Founder & CEO
[email protected]
734.716.9612
www.automotivediversity.com

The First and Only Professional Development Organization focused on
Advancing Talent for the Automotive Industry in a Diverse and Inclusive way

CORPORATION BY-LAWS

ARTICLE I - ORGANIZATION NAME

Section 1: Name

This organization shall be known as the Center for Automotive Diversity, Inclusion & Advancement, Inc. (the
"Corporation"), pursuant to the Michigan Nonprofit Corporation Act, Act 162 of 1982 (the "Act"). The Corporation
may operate using one or more Assumed Names.

Section 2: Purpose

Center for Automotive Diversity, Inclusion & Advancement, Inc. (CADIA) is organized, and is predicated, on the
belief that diverse talent and inclusive leadership will improve the business conditions within the automotive and
mobility industry as a whole. The Corporation will achieve this through its Core Mission.

The Core Mission of the Corporation is to create and engage in education services for the public who are ambitious
and emerging leaders in automotive, but it is not for the principal purpose of career advancement of any particular
person. The Corporation will provide instruction or training of individuals who are members of the general public for
the purpose of developing and improving his or her capabilities.

ARTICLE II - BOARD OF DIRECTORS

Section 1. General Powers

The affairs of Center for Automotive Diversity, Inclusion & Advancement, Inc. shall be managed by its Board of
Directors. The Board of Directors shall have control of and be responsible for the management of the affairs and
property of Center for Automotive Diversity, Inclusion & Advancement, Inc.

Section 2. Number, Tenure, Requirements, and Qualifications

The number of Directors shall be fixed from time-to-time by the Directors but shall consist of no fewer than three
and no more than ten including the following officers: President, Vice-President, Secretary, and Treasurer.

The members of the Board of Directors shall, upon election, immediately enter upon the performance of their duties
and shall continue in office until their successors shall be elected. All members of the Board of Directors must be
approved by a majority vote of the Board of Directors. No vote on new members of the Board of Directors shall be
held unless a quorum of the Board of Directors is present as provided in Section 6 of this Article.

Newly elected members of the Board of Directors who have not served before shall serve initial one-year terms. At
the conclusion of the initial one-year term, members of the Board of Directors may serve additional three-year terms.
Each member of the Board of Directors shall attend at least 5 of the 6 bi-monthly meetings of the Board per year.

Section 3. Regular and Annual Meetings

An annual meeting of the Board of Directors shall be held at a time and day in the month of September of each
calendar year. The Board of Directors may determine the time and place, for the holding of regular meetings of the
Board. Notice of these meetings shall be communicated to all members of the Board of Directors no less than ten
days, prior to the meeting date.

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Section 4. Special Meetings

Special meetings of the Board of Directors may be called by or at the request of the President or any two members
of the Board of Directors. The person or persons authorized to call special meetings of the Board of Directors may
fix any location, as the place for holding any special meeting of the Board called by them.

Section 5. Notice

Notice of any special meeting of the Board of Directors shall be given notice at least two days in advance of the
meeting. Any Director may waive notice of any meeting.

Section 6. Quorum

The presence, in person or by remote connection (telephone, Zoom, etc.) of a majority of members of the Board of
Directors shall be necessary at any meeting to constitute a quorum to transact business, but a lesser number shall
have power to adjourn to a specified later date without notice. The act of a majority of the members of the Board
of Directors present at a meeting at which a quorum is present shall be the act of the Board of Directors, unless the
act of a greater number is required by law or by these by-laws.

Section 7. Forfeiture

Any member of the Board of Directors who fails to fulfill any of his or her requirements as set forth in Section 2 of
this Article shall automatically forfeit his or her seat on the Board. The Secretary shall notify the Director in writing
that his or her seat has been declared vacant, and the Board of Directors may forthwith immediately proceed to fill
the vacancy. Members of the Board of Directors who are removed for failure to meet any or all of the requirements
of Section 2 of this Article are not entitled to vote at the annual meeting and are not entitled to the procedure outlined
in Section 14 of this Article in these by-laws.

Section 8. Vacancies

Whenever any vacancy occurs in the Board of Directors it shall be filled without undue delay by a majority vote of
the remaining members of the Board of Directors at a regular or special meeting. Vacancies may be created and
filled according to specific methods approved by the Board of Directors.

Section 9. Compensation

Members of the Board of Directors shall not receive any compensation for their services as Directors.

Section 10. Informal Action by Directors

Any action required by law to be taken at a meeting of the Directors, or any action which may be taken at a meeting
of Directors, may be taken without a meeting if a consent in writing, setting forth the action so taken, shall be signed
by two-thirds of all of the Directors following notice of the intended action to all members of the Board of Directors.

Section 11. Confidentiality

Directors shall use discretion and good business judgment in discussing the affairs of Center for Automotive
Diversity, Inclusion & Advancement, Inc. with third parties.

Section 12. Advisory Board

An Advisory Board may be created whose members shall be appointed by the members of the Board of Directors
but who shall have no duties, voting privileges, nor obligations for attendance at regular meetings of the Board.
Members of the Advisory Board shall possess the desire to serve the industry and support the work of the
Corporation by providing expertise and professional knowledge. Members of the Advisory Board shall comply with
the confidentiality and conflicts of interest policies of the company. Each member of the Advisory Board may hold
office for up to a three-year term as submitted by the Board of Directors. The Advisory Board may adopt a structure
that includes executive offices and an executive committee, but shall have no managerial or decision-making

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authority for the Corporation. The Advisory Board members shall serve without compensation. Additionally, no
earnings of the Corporation may inure to the benefit of any member of the Advisory Board. The Advisory Board
shall have the same director liability and indemnity protection as a Director of the Corporation.

Section 13. Removal

Any member of the Board of Directors or members of the Advisory Board may be removed with or without cause,
at any time, by vote of two-thirds of the members of the Board of Directors if in their judgment the best interest of
Center for Automotive Diversity, Inclusion & Advancement, Inc. would be served thereby, and the number of
directors remains at or above the number of directors required by the Act. Each member of the Board of Directors
must receive written notice of the proposed removal at least ten (10) days in advance of the proposed action. An
officer who has been removed as a member of the Board of Directors shall automatically be removed from office.

Members of the Board of Directors who are removed for failure to meet the minimum requirements in Section 2 of
this Article in these by-laws automatically forfeit their positions on the Board pursuant to Section 7 of this Article,
and are not entitled to the removal procedure outlined in Section 14 of this Article.

Section 14. Officers

The officers of the Board shall, at a minimum, consist of the President, Secretary and Treasurer. The President
shall serve as the Chair person of the board. Vice Presidents are authorized as the Board deems necessary. All
officers must have the status of active members of the Board. These officers make up the executive committee.

Section 14.1. President

The President shall preside at all meetings, and shall have the following duties:

a. Preside at all meetings of the Executive Committee.

b. General and active management of the business of the Board of Directors.

c. General superintendence and direction of all other officers of this corporation and see that their
duties are properly performed.

d. Submit a report of the operations of the program for the fiscal year to the Board of Directors.

e. Serve as an ex-officio member of all standing committees, except that she or he shall be a voting
member of the executive committees.

f. She or he shall additionally have the power and duties usually vested in the office of the President.

Section 14.2. Vice-President

The Vice-President shall be vested with all the powers and shall perform all the duties of the President during the
absence of the latter. If there is no officer serving exclusively as vice-president, then the Secretary shall have the
powers and duties of the vice-president. The Vice-President’s duties are:

a. Chairing committees and such other duties as may, from time to time, be determined by the Board
of Directors.

b. Preside at all meetings of the Executive Committee and Board of Directors when the President is
unable to preside.

c. Become the acting President when the President becomes unable or unwilling to discharge the
duties of President.

d. She or he shall additionally have the power and duties usually vested in the office of the vice-
president.

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Section 14.3. Secretary

The Secretary shall attend all meetings of the Board of Directors and of the Executive Committee, and assisted by
a staff member, will act as a clerk thereof. The Secretary’s duties shall consist of:

a. Record all votes and minutes of all proceedings in a book to be kept for that purpose. In concert
with the President make the arrangements for all meetings of the Board of Directors, including the
annual meeting of the organization.

b. Send notices of all meetings to the members of the Board of Directors and shall take reservations
for the meetings, or delegate same.

c. Perform all official correspondence from the Board of Directors as may be prescribed by the Board
of Directors or the President.

Section 14.4. Treasurer

The Treasurer's duties shall be:

a. Present a complete and accurate report of the finances at each meeting of the members, or at any
other time.

b. Have the right of inspection of Corporation’s funds including budgets and subsequent audit reports.

c. It shall be the duty of the Treasurer to assist in direct audits of the funds of the organization
according to funding source guidelines and generally accepted accounting principles.

d. Perform such other duties as may be prescribed by the Board of Directors or the President.

Section 15. Selection of Officers

The Board of Directors may appoint officers to any term they deem appropriate, not to exceed 3 years. Officers will
be eligible to hold successive terms, without restriction on the number of successive terms.

Section 17. Removal of Officer

The Board of Directors with the concurrence of a majority of the members voting at the meeting may remove any
officer of the Board of Directors and elect a successor for the unexpired term. The procedure used by the Board of
Directors shall not violate the Act.

Section 18. Vacancies

The Executive Committee shall also be responsible for nominating persons to fill vacancies which occur between
annual meetings, including those of officers. Nominations shall be sent in writing to members of the Board of
Directors at least two weeks prior to the next meeting at which the election will be held. The persons so elected
shall hold membership or office for the unexpired term in respect of which such vacancy occurred.

ARTICLE III - COMMITTEES

Section 1. Committee Formation

The Board of Directors may create committees as needed. The Board Chairperson appoints all committee chairs
not otherwise set out in these By-laws. A director may be a member of more than one committee.

Section 2. Executive Committee

The officers of the Corporation constitute the Executive Committee. The President is the chair of the Executive
Committee. Except for the power to amend the Articles of Incorporation and Bylaws, the Executive Committee shall

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have all the powers and authority of the Board of Directors in the intervals between meetings of the Board of
Directors, and is subject to the direction and control of the full Board.

Section 3. Finance Committee

The Treasurer is the chair of the Finance Committee, which includes up to three other board members. The Finance
Committee is responsible for developing and reviewing fiscal procedures, and the annual budget with staff and
other board members. The board must approve the budget and all expenditures must be within budget. Any major
change in the budget must be approved by the board or the Executive Committee. The fiscal year shall be the
calendar year. Annual reports are required to be submitted to the board showing income, expenditures, and pending
income. The financial records of Center for Automotive Diversity, Inclusion & Advancement, Inc. are public
information and shall be made available to the membership, board members, and the public.

Section 4. Review Committee

The Secretary is the chair of the Review Committee, which includes up to three other board members. The Review
Committee shall conduct a Periodic Review for compliance with the Act and in order to maintain its tax exempt
status. The periodic reviews shall, at a minimum, include the following subjects: 1. Whether compensation
arrangements and benefits are reasonable, based on competent survey information, and the result of arm's length
bargaining; 2. Whether partnerships, joint ventures, and arrangements with management organizations conform to
the Organization's written policies, are properly recorded, reflect reasonable investment or payments for goods and
services, further charitable purposes and do not result in inurement, impermissible private benefit or in an excess
benefit transaction; and 3. Whether the Corporation is otherwise achieving its programming goals and operating
within its exempt purpose. When conducting the periodic reviews as provided for in this section, the Organization
may, but need not, use outside advisors. If outside experts are used, their use shall not relieve the governing board
of its responsibility for ensuring periodic reviews are conducted.

ARTICLE IV - CORPORATE STAFF

Section 1: Executive Director

The Board of Directors may hire an Executive Director who shall serve at the will of the Board of Directors. The
Executive Director shall have overall supervision of the operations of the Corporation, and shall direct the day-to-
day business of the Corporation, maintain the properties of the Corporation, hire, discharge, and determine the
salaries and other compensation of all staff members under the Executive Director’s supervision, and perform such
additional duties as may be directed by the Executive Committee or the Board of Directors. No officer, Executive
Committee member or member of the Board of Directors may individually instruct the Executive Director or any
other employee. The Executive Director shall make such reports at the Board and Executive Committee meetings
as shall be required by the President or the Board. The Executive Director shall be an ad-hoc member of all
committees.

Section 2: Other Executives

The Board of Directors may hire, or delegate the hiring, other executives who shall serve at the will of the Board of
Directors, but who shall report to the Executive Director. Such other executives shall fill the role or roles assigned
to them by the Executive Director. The Executive Director shall be responsible for assigning roles, and creating or
dispensing with executive functions, duties, and titles in her or his discretion.

Section 3: Non-executive Employees

The Executive Director may hire, or delegate the hiring, of non-executive employees, who shall report to one or
more individuals designated by the Executive Director. Such non-executive employees shall fill the role or roles
assigned to them by the Executive Director, or her or his designee.

ARTICLE V - BOOKS AND RECORDS

The Corporation shall keep complete books and records of account and minutes of the proceedings of the Board
of Directors and Advisory Committee. The Corporation shall make tax returns and other financial document

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available to members of the public upon demand in accordance with law and regulations. The Corporation may
engage the service of professionals for this purpose.

ARTICLE VI - AMENDMENTS
The Board of Directors may amend these Bylaws by majority vote at any regular or special meeting. Written notice
setting forth the proposed amendment or summary of the changes to be affected thereby shall be given to each
director within the time and the manner provided for the giving of notice of meetings of directors.

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CENTER FOR AUTOMOTIVE DIVERSITY, INCLUSION & ADVANCEMENT, INC. (CADIA)

CONFLICTS OF INTEREST POLICY

ARTICLE I - PURPOSE
The purpose of the Conflicts of Interest Policy (the “Policy” or “COI”) is to protect this tax-exempt organization's
(“Corporation”) interest when it is contemplating entering into a transaction or arrangement that might benefit the
private interest of an officer or director of the Organization, might result in a possible excess benefit transaction, or
may create managerial conflicts within the Board of Directors. This policy is intended to supplement but not replace
any applicable state and federal laws governing conflict of interest applicable to nonprofit and charitable
organizations.

ARTICLE II - DEFINITIONS
1. Interested Person. Any director, principal officer, or member of a committee with governing board delegated
powers, who has a direct or indirect financial interest, as defined below, is an interested person.
2. Financial Interest. A person has a financial interest if the person has, directly or indirectly, through business,
investment, or family:

a. An ownership or investment interest in any entity with which the Organization has a transaction or
arrangement,

b. A compensation arrangement with the Organization or with any entity or individual with which the
Organization has a transaction or arrangement, or

c. A potential ownership or investment interest in, or compensation arrangement with, any entity or
individual with which the Organization is negotiating a transaction or arrangement.

A financial interest is not necessarily a conflict of interest. Under Article III, Section 2, a person who has a financial
interest may have a conflict of interest only if the appropriate governing board or committee decides that a conflict
of interest exists.
3. Compensation. Compensation includes direct and indirect remuneration as well as gifts or favors that are
not insubstantial.
4. Family Members. Family Members are defined as married persons, or persons related within the second
degree of consanguinity or affinity.

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ARTICLE III - PROCEDURES
1. Duty to Disclose. In connection with any actual or possible conflict of interest, an interested person must
disclose the existence of the financial interest and be given the opportunity to disclose all material facts to the
directors and members of committees with governing board delegated powers considering the proposed transaction
or arrangement.
2. Determining Whether a Conflict of Interest Exists. After disclosure of the financial interest and all material
facts, and after any discussion with the interested person, he/she shall leave the governing board or committee
meeting while the determination of a conflict of interest is discussed and voted upon. The remaining board or
committee members shall decide if a conflict of interest exists.
3. Procedures for Addressing the Conflict of Interest.

a. An interested person may make a presentation at the governing board or committee meeting, but
after the presentation, he/she shall leave the meeting during the discussion of, and the vote on, the
transaction or arrangement involving the possible conflict of interest.

b. The chairperson of the governing board or committee shall, if appropriate, appoint a disinterested
person or committee to investigate alternatives to the proposed transaction or arrangement.

c. After exercising due diligence, the governing board or committee shall determine whether the
Organization can obtain with reasonable efforts a more advantageous transaction or arrangement
from a person or entity that would not give rise to a conflict of interest.

d. If a more advantageous transaction or arrangement is not reasonably possible under
circumstances not producing a conflict of interest, the governing board or committee shall
determine by a majority vote of the disinterested directors whether the transaction or arrangement
is in the Organization's best interest, for its own benefit, and whether it is fair and reasonable. In
conformity with the above determination it shall make its decision as to whether to enter into the
transaction or arrangement.

4. Violations of the Conflicts of Interest Policy.
a. If the governing board or committee has reasonable cause to believe a member has failed to
disclose actual or possible conflicts of interest, it shall inform the member of the basis for such
belief and afford the member an opportunity to explain the alleged failure to disclose.
b. If, after hearing the member's response and after making further investigation as warranted by the
circumstances, the governing board or committee determines the member has failed to disclose an
actual or possible conflict of interest, it shall take appropriate disciplinary and corrective action.

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ARTICLE IV - RECORDS OF PROCEEDINGS
The minutes of the governing board and all committees with board delegated powers shall contain:
1. The names of the persons who disclosed or otherwise were found to have a financial interest in connection
with an actual or possible conflict of interest, the nature of the financial interest, any action taken to determine
whether a conflict of interest was present, and the governing board's or committee's decision as to whether a conflict
of interest in fact existed.
2. The names of the persons who were present for discussions and votes relating to the transaction or
arrangement, the content of the discussion, including any alternatives to the proposed transaction or arrangement,
and a record of any votes taken in connection with the proceedings.

ARTICLE V - COMPENSATION
1. A voting member of the governing board who receives compensation, directly or indirectly, from the
Organization for services is precluded from voting on matters pertaining to that member's compensation.
2. A voting member of any committee whose jurisdiction includes compensation matters and who receives
compensation, directly or indirectly, from the Organization for services is precluded from voting on matters
pertaining to that member's compensation.
3. No voting member of the governing board or any committee whose jurisdiction includes compensation
matters and who receives compensation, directly or indirectly, from the Organization, either individually or
collectively, is prohibited from providing information to any committee regarding compensation.

ARTICLE VI - ANNUAL STATEMENTS
Each director, principal officer and member of a committee with governing board delegated powers shall annually
sign a statement which affirms such person:
1. Has received a copy of the conflicts of interest policy,
2. Has read and understands the policy,
3. Has agreed to comply with the policy, and
4. Understands the Organization is charitable and in order to maintain its federal tax exemption it must engage
primarily in activities which accomplish one or more of its tax-exempt purposes.

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ARTICLE VII - PERIODIC REVIEWS
To ensure the Organization operates in a manner consistent with charitable purposes and does not engage in
activities that could jeopardize its tax-exempt status, periodic reviews shall be conducted. The periodic reviews
shall, at a minimum, include the following subjects:
1. Whether compensation arrangements and benefits are reasonable, based on competent survey
information, and the result of arm's length bargaining.
2. Whether partnerships, joint ventures, and arrangements with management organizations conform to the
Organization's written policies, are properly recorded, reflect reasonable investment or payments for goods and
services, further charitable purposes and do not result in inurement, impermissible private benefit or in an excess
benefit transaction.

ARTICLE VIII - USE OF OUTSIDE EXPERTS
When conducting the periodic reviews as provided for in Article VII, the Organization may, but need not, use outside
advisors. If outside experts are used, their use shall not relieve the governing board of its responsibility for ensuring
periodic reviews are conducted.

ARTICLE IX – FAMILY MEMBERS AND INTIMATE RELATIONSHIPS
1. Family Members. Family members are discouraged from sharing fiduciary responsibility or management of
the Corporation. However, if the family member relationship is disclosed to the Board of Directors in accordance
with Article III, then the Board in its judgment may permit the continued execution of fiduciary duties by family
members, or may sever one or more of the persons’ duties as a fiduciary and proceed under any provision of Article
III herein.
2. Intimate Relationships. Persons engaged in intimate relationships are discouraged from sharing fiduciary
responsibility or management of the Corporation. However, if the relationship is disclosed to the Board of Directors
in accordance with Article III, then the Board in its judgment may permit the continued execution of fiduciary duties
by family members, or may sever one or more of the persons’ duties as a fiduciary and proceed under any provision
of Article III herein.
3. Best Practices. The Board of Directors shall adhere, to the extent practicable, to best practices concerning
conflicts of interest among Family Members and persons involved in Intimate Relationships when making decisions
concerning management of the Corporation.

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Glossary of Terms

A

Able-ism: The belief that disabled individuals are inferior to non-disabled individuals, leading to
discrimination toward and oppression of individuals with disabilities and physical differences.

Accessibility: The extent to which a facility is readily approachable and usable by individuals
with disabilities, particularly such areas as the residence halls, classrooms, and public areas. the
quality of being easily reached, entered, or used by people who have a disability.

Accomplice(s): The actions of an accomplice are meant to directly challenge institutionalized
racism, colonization, and white supremacy by blocking or impeding racist people, policies and
structures.

Acculturation: The general phenomenon of persons learning the nuances of or being initiated
into a culture. It may also carry a negative connotation when referring to the attempt by
dominant cultural groups to acculturate members of other cultural groups into the dominant
culture in an assimilation fashion.

Actor [Actions]: Do not disrupt the status quo, much the same as a spectator at a game, both
have only a nominal effect in shifting an overall outcome.

Adult-ism: Prejudiced thoughts and discriminatory actions against young people, in favor of the
older person(s).

Advocate: Someone who speaks up for themselves and members of their identity group; e.g. a
person who lobbies for equal pay for a specific group.

Age-ism: Prejudiced thoughts and discriminatory actions based on differences in age; usually
that of younger persons against older.

A-Gender: Not identifying with any gender, the feeling of having no gender.

Affinity: A group of people who share interests, issues, and a common bond or background and
offer support for each other. These groups can be formed between friends or people from the
same community, workplace, or organization. Affinity groups can represent a narrow or broad
definition of a dimension of diversity: African ancestry or black employees, Asian Indian,
Chinese, gay and lesbian, Hispanic or Latino, people with disabilities, Mideast and Southeast
Asian, veterans, and women, to name just a few.

Ally: Someone who uses their power to advocate on behalf of someone who otherwise would
not have an equal voice; someone who uses his or her platform to help move the discussion of
diversity and inclusion forward.

© Center for Automotive Diversity, Inclusion & Advancement – All Rights Reserved 1

Allyship: One’s position to stand for and drive outcomes that many lack the positional power or
social capital to lead.

Androgynous: A person whose identity is between the two traditional genders.

Androgyny: A person who rejects gender roles entirely.

Anti‐Semitism: The fear or hatred of Jews, Judaism, and related symbols.

A-Sexuality: Little or no romantic, emotional and/or sexual attraction toward other persons.
Asexual could be described as non-sexual, but asexuality is different from celibacy, which is a
choice to not engage in sexual behaviors with another person.

Assigned Sex: What a doctor determines to be your physical sex birth based on the appearance
of one's primary sex characteristics.

B

B Corp: For- profit companies certified by the nonprofit B Lab to meet rigorous standards of
social and environmental performance, accountability, and transparency.

Belonging: The feeling as an employee that one’s authentic self is welcomed and celebrated so
one can thrive.

Bias: Prejudice; an inclination or preference, especially one that interferes with impartial
judgment.

Bigotry: An unreasonable or irrational attachment to negative stereotypes and prejudices.

Bi-Phobia: The fear or hatred of homosexuality (and other non‐heterosexual identities), and
persons perceived to be bisexual.

Bi-Racial: A person who identifies as coming from two races. A person whose biological parents
are of two different races.

Bi-Sexual: A romantic, sexual, or/and emotional attraction toward people of all sexes. A person
who identifies as bisexual is understood to have attraction to male and female identified
persons. However, it can also mean female attraction and non-binary, or other identifiers. It is
not restricted to only CIS identifiers.

Brave Space: Honors and invites full engagement from folks who are vulnerable while also
setting the expectation that there could be an oppressive moment that the facilitator and allies
have a responsibility to address.

Business Resource Group (BRG): A concept that is gaining popularity as companies begin to
recognize more fully the potential business impacts of Employee Resource Groups (ERSs) and
want those employees to be associated with driving real business results. There are a variety of
other names for these groups beyond BRG and ERG.

© Center for Automotive Diversity, Inclusion & Advancement – All Rights Reserved 2

C

Categorization: The natural cognitive process of grouping and labeling people, things, etc.
based on their similarities. Categorization becomes problematic when the groupings become
oversimplified and rigid (e.g. stereotypes).

Change agent: Related to diversity and inclusion, an individual who helps an organization
convert itself into a more inclusive workplace, from whatever level in the organization.

Cis-Gender: A person who identifies as the gender they were assigned at birth.

Class-ism: Prejudiced thoughts and discriminatory actions based on a difference in
socioeconomic status, income, class; usually by upper classes against lower.

Coalition: A collection of different people or groups, working toward a common goal.

Codification: The capture and expression of a complex concept in a simple symbol, sign or prop;
for example, symbolizing “community” (equity, connection, unity) with a circle.

Cognitive Diversity: Cognitive diversity is the inclusion of people who have different styles of
problem-solving and can offer unique perspectives because they think differently. Unlike
demographic diversity, which focuses on achieving a mixture of statistical characteristics such
as gender or age, cognitive diversity focuses on achieving a mixture of how people carry
out intellectual activities, such as making associations or drawing conclusions.

Collusion: Willing participation in the discrimination against and/or oppression of one’s own
group (e.g., a woman who enforces dominant body ideals through her comments and actions).

Colonization: The action or process of settling among and establishing control over the
indigenous people of an area. The action of appropriating a place or domain for one's own use.

Color Blind: The belief in treating everyone “equally” by treating everyone the same; based on
the presumption that differences are by definition bad or problematic, and therefore best
ignored (i.e., “I don’t see race, gender, etc.”).

Color-ism: A form of prejudice or discrimination in which people are treated differently based
on the social meanings attached to skin color.

Co-Mentoring: The act of pairing talent and senior leaders of different backgrounds.

Conscious Bias (Explicit Bias): Refers to the attitudes and beliefs we have about a person or
group on a conscious level. Much of the time, these biases and their expression arise as the
direct result of a perceived threat. When people feel threatened, they are more likely to draw
group boundaries to distinguish themselves from others.

Conscious Capitalism: A business strategy focused on the interests of its customers, employees,
investors, communities, suppliers, and the environment.

Co-Option: A process of appointing members to a group, or an act of absorbing or assimilating.

© Center for Automotive Diversity, Inclusion & Advancement – All Rights Reserved 3

Co-Optation: Various processes by which members of the dominant cultures or groups
assimilate members of target groups, reward them, and hold them up as models for other
members of the target groups. Tokenism is a form of co-optation.

Corporate Philanthropy: Any act in which a corporation promotes the welfare of others.

Corporate Social Responsibility: A business strategy prioritizing the sustainable expansion or
reinforcement of economic, social, and environmental benefits for all its stakeholders.

Covering: Downplaying a known stigmatized identity.

Culture: The pattern of daily life learned consciously and unconsciously by a group of people.
These patterns can be seen in language, governing practices, arts, customs, holiday
celebrations, food, religion, dating rituals, and clothing.

Cultural Competency: The ability of a person to effectively interact, work, and develop
meaningful relationships with people of various cultural backgrounds.

D

Disability: An impairment that may be cognitive, developmental, intellectual, mental, physical,
sensory, or some combination of these. It substantially affects a person's life activities and may
be present from birth or occur during a person's lifetime.

Discrimination: The denial of justice and fair treatment by both individuals and institutions in
many areas, including employment, education, housing, banking, and political rights.
Discrimination is an action that can follow prejudiced thinking.

Diversity: The wide variety of shared and different personal and group characteristics among
human beings.

Diversity of Thought: A function of an individual’s physical and experiential identities and the
impact they have on work and life experience in terms of problem solving and bringing new
thoughts to the workplace.

Domestic Partner: Either member of an unmarried, cohabiting, straight and same-sex couple
that seeks benefits usually available only to spouses.

Dominant Culture: The cultural values, beliefs, and practices that are assumed to be the most
common and influential within a given society.

E

Employee Resource Group: Any employee-led group with the purpose of supporting its
members and organizations by cultivating a diverse, inclusive workplace aligned with
organizational mission, values, goals, business practices, and objectives.

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Ethnicity: A social construct which divides individuals into smaller social groups based on
characteristics such as a shared sense of group membership, values, behavioral patterns,
language, political and economic interests, history and ancestral geographical base.

Examples of different ethnic groups are but not limited to: Haitian, African American (Black),
Chinese, Korean, Vietnamese (Asian), Cherokee, Mohawk, Navajo (Native American), Cuban,
Mexican, Puerto Rican (Latino), Polish, Irish, Swedish (White).

Ethnocentricity: Considered by some to be an attitude that views one’s own culture as
superior. Others cast it as “seeing things from the point of view of one’s own ethnic group”
without the necessary connotation of superiority.

Euro-Centric: The inclination to consider European culture as normative. While the term does
not imply an attitude of superiority (since all cultural groups have the initial right to understand
their own culture as normative), most use the term with a clear awareness of the historic
oppressiveness of Eurocentric tendencies in U.S and European society.

Equality: A state of affairs in which all people within a specific society or isolated group have
the same status in certain respects, including civil rights, freedom of speech, property rights
and equal access to certain social goods and services.

Equity: Takes into consideration the fact that the social identifiers (race, gender, socioeconomic
status, etc.) do, in fact, affect equality. In an equitable environment, an individual or a group
would be given what was needed to give them equal advantage. This would not necessarily be
equal to what others were receiving. It could be more or different. Equity is an ideal and a goal,
not a process. It ensures that everyone has the resources they need to succeed.

Executive Sponsor: A member of the executive level who serves as a mentor for an individual
or group, particularly an ERG, especially when advocating for them in the C-suite and other
organizational management levels.

F

Feminism: The advocacy of women's rights on the ground of the equality of the sexes.

Femme: A person who expresses and/or identifies with femininity.

First Nation People: Individuals who identify as those who were the first people to live on the
Western Hemisphere continent. People also identified as Native Americans.

Fundamental Attribution Error: A common cognitive action in which one attributes their own
success and positive actions to their own innate characteristics ('I’m a good person') and failure
to external influences ('I lost it in the sun'), while attributing others' success to external
influences ('He had help and got lucky') and failure to others’ innate characteristics ('They’re
bad people'). This operates on group levels as well, with the in-group giving itself favorable
attributions, while giving the out-group unfavorable attributions, as a way of maintaining a
feeling of superiority, i.e. “double standard.”.

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G

Gay: A person who is emotionally, romantically or sexually attracted to members of the same
gender.

Gender: The socially constructed concepts of masculinity and femininity; the “appropriate”
qualities accompanying biological sex.

Gender Bending: Dressing or behaving in such a way as to question the traditional feminine or
masculine qualities assigned to articles of clothing, jewelry, mannerisms, activities, etc.

Gender Dysphoria (Gender Identity Disorder): Significant, clinical distress caused when a
person’s assigned birth gender is not the same as the one with which they identify. The
American Psychiatric Association’s Diagnostic and Statistical Manual of Mental Disorders (DSM)
consider Gender Identity Disorder as “intended to better characterize the experiences of
affected children, adolescents, and adults.”

Gender Expression: External manifestations of gender, expressed through a person's name,
pronouns, clothing, haircut, behavior, voice, and/or body characteristics.

Gender Fluid: A person who does not identify with a single fixed gender; of or relating to a
person having or expressing a fluid or unfixed gender identity.

Gender Identity: Your internal sense of self; how you relate to your gender(s).

Gender Non-Conforming: A broad term referring to people who do not behave in a way that
conforms to the traditional expectations of their gender, or whose gender expression does not
fit into a category.

Gender Queer: Gender queer people typically reject notions of static categories of gender and
embrace a fluidity of gender identity and often, though not always, sexual orientation. People
who identify as “gender queer” may see themselves as both male or female aligned, neither
male or female or as falling completely outside these categories.

H

Hate Crime: Hate crime legislation often defines a hate crime as a crime motivated by the
actual or perceived race, color, religion, national origin, ethnicity, gender, disability, or sexual
orientation of any person.

Hermaphrodite: An individual having the reproductive organs and many of the secondary sex
characteristics of both sexes. (Not a preferred term.)

Heteronormative: Relating to the view that heterosexuality is the normal, or at least preferred,
sexual orientation.

Hetero-sexism: The presumption that everyone is, and should be, heterosexual.

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Heterosexuality: An enduring romantic, emotional and/or sexual attraction toward people of
the other sex. The term “straight” is commonly used to refer to heterosexual people.

Homophobia: The fear or hatred of homosexuality (and other non‐heterosexual identities), and
persons perceived to be gay or lesbian.

Homosexual: Attracted to members of the same sex. (Not a preferred term.)

Human Capital: The skills, knowledge, and experience possessed by an individual or population,
viewed in terms of their value or cost to an organization or country.

Humility: A modest or low view of one's own importance; humbleness.

I

Impostor Syndrome: Refers to individuals' feelings of not being as capable or adequate as
others. Common symptoms of the impostor phenomenon include feelings of phoniness, self-
doubt, and inability to take credit for one's accomplishments. The literature has shown that
such impostor feelings influence a person's self-esteem, professional goal directed-ness, locus
of control, mood, and relationships with others.

Inclusion: Authentically bringing traditionally excluded individuals and/or groups into
processes, activities, and decision/policy making in a way that shares power.

Inclusive Language: Refers to non-sexist language or language that “includes” all persons in its
references. For example, “a writer needs to proofread his work” excludes females due to the
masculine reference of the pronoun. Likewise, “a nurse must disinfect her hands” is exclusive of
males and stereotypes nurses as females.

In-Group Bias (Favoritism): The tendency for groups to “favor” themselves by rewarding group
members economically, socially, psychologically, and emotionally in order to uplift one group
over another.

Institutional Racism: It is widely accepted that racism is, by definition, institutional. Institutions
have greater power to reward and penalize. They reward by providing career opportunities for
some people and foreclosing them for others. They reward as well by the way social goods are
distributed, by deciding who receives institutional benefits.

Intercultural Competency: A process of learning about and becoming allies with people from
other cultures, thereby broadening our own understanding and ability to participate in a
multicultural process. The key element to becoming more culturally competent is respect for
the ways that others live in and organize the world and an openness to learn from them.

Inter-Group Conflict: Tension and conflict which exists between social groups and which may
be enacted by individual members of these groups.

Internalized Homophobia: Among lesbians, gay men, and bisexuals, internalized sexual stigma
(also called internalized homophobia) refers to the personal acceptance and endorsement of

© Center for Automotive Diversity, Inclusion & Advancement – All Rights Reserved 7

sexual stigma as part of the individual's value system and self-concept. It is the counterpart to
sexual prejudice among heterosexuals.

Internalized Oppression: The process whereby individuals in the target group make oppression
internal and personal by coming to believe that the lies, prejudices, and stereotypes about
them are true. Members of target groups exhibit internalized oppression when they alter their
attitudes, behaviors, speech, and self-confidence to reflect the stereotypes and norms of the
dominant group. Internalized oppression can create low self-esteem, self-doubt, and even self-
loathing. It can also be projected outward as fear, criticism, and distrust of members of one’s
target group.

Internalized Racism: When individuals from targeted racial groups internalize racist beliefs
about themselves or members of their racial group. Examples include using creams to lighten
one’s skin, believing that white leaders are inherently more competent, asserting that
individuals of color are not as intelligent as white individuals, believing that racial inequality is
the result of individuals of color not raising themselves up “by their bootstraps”. (Jackson &
Hardiman, 1997)

Intersectionality: An approach that someone can be privileged in some ways but not in others,
or have multiple identities that intersect, including gender, race, and sexual orientation.

Intersex: An umbrella term describing people born with reproductive or sexual anatomy and/or
chromosome pattern that can't be classified as typically male or female.

L

Lesbian: A woman who is attracted to other women. Also used as an adjective describing such
women.

LGBTQIA+: Acronym encompassing the diverse groups of lesbians, gay, bisexual, transgender
populations and allies and/or lesbian, gay, bisexual, and transgender alliances/associations.

Lines of Difference: A person who operates across lines of difference is one who welcomes and
honors perspectives from others in different racial, gender, socioeconomic, generational,
regional groups than their own. [Listing is not exhaustive]

Look-ism: Discrimination or prejudice based upon an individual’s appearance.

M

Majority: Those who hold the majority of positions, particularly positions of pwer, in a company
or society: often an identity group that comprises the majority of workforce or social
demographics.

Marginalized: Excluded, ignored, or relegated to the outer edge of a group/society/community.

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Micro-Aggressions: Commonplace daily verbal, behavioral, or environmental indignities,
whether intentional or unintentional, that communicate hostile, derogatory racial slights. These
messages may be sent verbally, ("You speak good English"), non-verbally (clutching one's purse
more tightly around people from certain race/ethnicity) or environmentally (symbols like the
confederate flag or using Native American mascots). Such communications are usually outside
the level of conscious awareness of perpetrators.

Micro-Inequities: The casual degradation of any socially marginalized group.

Micro-Insults: Verbal and nonverbal communications that subtly convey rudeness and
insensitivity and demean a person's racial heritage or identity. An example is an employee who
asks a colleague of color how she got her job, implying she may have landed it through an
affirmative action or quota system.

Micro-Invalidation: Communications that subtly exclude, negate or nullify the thoughts,
feelings or experiential reality of a person of color. For instance, white individuals often ask
Asian-Americans where they were born, conveying the message that they are perpetual
foreigners in their own land.

Minority: Any group or member of a group whose social identity is underrepresented in the
workplace, especially relative to its general population.

Model Minority: Refers to a minority ethnic, racial, or religious group whose members achieve
a higher degree of success than the population average. This success is typically measured in
income, education, and related factors such as low crime rate and high family stability.

Mono-Racial: To be of only one race (composed of or involving members of one race only; (of a
person) not of mixed race.)

Multi-Cultural: This term is used in a variety of ways and is less often defined by its users than
terms such as multiculturalism or multicultural education.

One common use of the term refers to the raw fact of cultural diversity: “multicultural
education … responds to a multicultural population.” Another use of the term refers to an
ideological awareness of diversity: “[multicultural theorists] have a clear recognition of a
pluralistic society.” Still others go beyond this and understand multicultural as reflecting a
specific ideology of inclusion and openness toward “others.” Perhaps the most common use of
this term in the literature is in reference simultaneously to a context of cultural pluralism and
an ideology of inclusion or “mutual exchange of and respect for diverse cultures.”

Multi-Ethnic: An individual that comes from more than one ethnicity. An individual whose
parents are born with more than one ethnicity.

Multiplicity: The quality of having multiple, simultaneous social identities (e.g., being male and
Buddhist and working-class).

Multi-Racial: An individual that comes from more than one race.

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N

Naming: When one articulates a thought that traditionally has not been discussed.

National Origin: The political state from which an individual hails; may or may not be the same
as that person's current location or citizenship.

Neo-Liberalism: A substantial subjugation and marginalization of policies and practices
informed by the values of social justice and equity.

Non-Binary/Gender Queer/Gender Variant: Terms used by some people who experience their
gender identity and/or gender expression as falling outside the categories of man and woman.

Non-White: Used at times to reference all persons or groups outside of the white culture, often
in the clear consciousness that white culture should be seen as an alternative to various non-
white cultures and not as normative.

O

Oppression: Results from the use of institutional power and privilege where one person or
group benefits at the expense of another. Oppression is the use of power and the effects of
domination.

P

Pan-Sexual: A term referring to the potential for sexual attractions or romantic love toward
people of all gender identities and biological sexes. The concept of pan-sexuality deliberately
rejects the gender binary and derives its origin from the transgender movement.

Personal Brand: The experience of someone having a relationship with who you are and what
you represent as an individual and as a leader.

Personal Identity: Our identities as individuals including our personal characteristics, history,
personality, name, and other characteristics that make us unique and different from other
individuals.

Persons of Color: A collective term for men and women of Asian, African, Latin and Native
American backgrounds; as opposed to the collective "White" for those of European ancestry.
(POC)

Prejudice: A prejudgment or preconceived opinion, feeling, or belief, usually negative, often
based on stereotypes, that includes feelings such as dislike or contempt and is often enacted as
discrimination or other negative behavior; OR, a set of negative personal beliefs about a social
group that leads individuals to prejudge individuals from that group or the group in general,
regardless of individual differences among members of that group.

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Privilege: Unearned access to resources (social power) only readily available to some
individuals as a result of their social group.

Privileged Group Member: A member of an advantaged social group privileged by birth or
acquisition, i.e. Whites, men, owning class, upper-middle-class, heterosexuals, gentiles,
Christians, non-disabled individuals.

Post-Racial: A theoretical term to describe an environment free from racial preference,
discrimination, and prejudice.

Q

Queer: An umbrella term that can refer to anyone who transgresses society's view of gender or
sexuality. The definition indeterminacy of the word Queer, its elasticity, is one of its constituent
characteristics: "A zone of possibilities."

Questioning: A term used to refer to an individual who is uncertain of their sexual orientation
or identity.

R

Race: A social construct that artificially divides individuals into distinct groups based on
characteristics such as physical appearance (particularly skin color), ancestral heritage, cultural
affiliation or history, ethnic classification, and/or the social, economic, and political needs of a
society at a given period of time. Scientists agree that there is no biological or genetic basis for
racial categories.

Racial Equity: Racial equity is the condition that would be achieved if one's racial identity is no
longer predicted, in a statistical sense, how one fares. When this term is used, the term may
imply that racial equity is one part of racial justice, and thus also includes work to address the
root causes of inequities, not just their manifestations. This includes the elimination of policies,
practices, attitudes and cultural messages that reinforce differential outcomes by race or fail to
eliminate them.

Racial Profiling: The use of race or ethnicity as grounds for suspecting someone of having
committed an offense.

Racism: Prejudiced thoughts and discriminatory actions based on a difference in race/ethnicity;
usually by white/European descent groups against persons of color. Racism is racial prejudice
plus power. It is the intentional or unintentional use of power to isolate, separate and exploit
others. The use of power is based on a belief in superior origin, the identity of supposed racial
characteristics. Racism confers certain privileges on and defends the dominant group, which in
turn, sustains and perpetuates racism.

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Rainbow Flag: The Rainbow Freedom Flag was designed in 1978 by Gilbert Baker to designate
the great diversity of the LGBTIQ community. It has been recognized by the International Flag
Makers Association as the official flag of the LGBTIQ civil rights movement.

Re-Fencing (Exception-Making): A cognitive process for protecting stereotypes by explaining
any evidence/example to the contrary as an isolated exception.

Religion: A system of beliefs, usually spiritual in nature, and often in terms of a formal,
organized denomination.

Resilience: The ability to recover from some shock or disturbance

Reverse Mentoring: The generation-based pairing of older executives with younger employees
to be mentored on topics such as technology, social media, and current trends.

S

Safe Space: Refers to an environment in which everyone feels comfortable expressing
themselves and participating fully, without fear of attack, ridicule or denial of experience.

Safer Space: A supportive, non-threatening environment that encourages open-mindedness,
respect, a willingness to learn from others, as well as physical and mental safety.

Saliency: The quality of a group identity in which an individual is more conscious, and plays a
larger role in that individual's day‐to‐day life; for example, a man's awareness of his "maleness"
in an elevator with only women.

Scapegoating: The action of blaming an individual or group for something when, in reality,
there is no one person or group responsible for the problem. It targets another person or group
as responsible for problems in society because of that person’s group identity.

Sex: Biological classification of male or female (based on genetic or physiological features); as
opposed to gender.

Sexism: Prejudiced thoughts and discriminatory actions based on a difference in sex/gender;
usually by men against women.

Sexual Orientation: One's natural preference in sexual partners; examples include
homosexuality, heterosexuality, or bisexuality. Sexual orientation is not a choice, it is
determined by a complex interaction of biological, genetic, and environmental factors.

Slate: Individuals the organization intends to interview for an open position. Diverse slates
include women and minorities; inclusion of diverse candidates often has to be done
intentionally.

Social Identity: Involves the ways in which one characterizes oneself, the affinities one has with
other people, the ways one has learned to behave in stereotyped social settings, the things one

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values in oneself and in the world, and the norms that one recognizes or accepts governing
everyday behavior.

Social Identity Development: The stages or phases that a person's group identity follows as it
matures or develops.

Social Justice: A broad term for action intended to create genuine equality, fairness, and
respect among peoples.

Social Oppression: This condition exists when one social group, whether knowingly or
unconsciously, exploits another group for its own benefit.

Social Self-Esteem: The degree of positive/negative evaluation an individual holds about their
particular situation in regard to their social identities.

Social Self-View: An individual's perception about which social identity group(s) they belong.

Sponsorship: The act of using executive influence to advocate for an individual or group, usually
by initiating introductions, funneling opportunities, and offering invitations to decision-making
discussions and meetings.

Stereotype: Blanket beliefs and expectations about members of certain groups that present an
oversimplified opinion, prejudiced attitude, or uncritical judgment. They go beyond necessary
and useful categorizations and generalizations in that they are typically negative, are based on
little information and are highly generalized.

Stereotype Threat: The sense that one might be judged in terms of negative stereotypes about
one’s group instead of on personal merit.

System of Oppression: Conscious and unconscious, non‐random, and organized harassment,
discrimination, exploitation, discrimination, prejudice and other forms of unequal treatment
that impact different groups.

T

Tolerance: Acceptance, and open‐mindedness to different practices, attitudes, and cultures;
does not necessarily mean agreement with the differences.

Token-ism: Hiring or seeking to have representation such as a few women and/or racial or
ethnic minority persons so as to appear inclusive while remaining mono-cultural.

Transgender/Trans: An umbrella term for people whose gender identity differs from the sex
they were assigned at birth. The term transgender is not indicative of gender expression, sexual
orientation, hormonal makeup, physical anatomy, or how one is perceived in daily life.

Transgressive: Challenging the accepted expectations and/or rules of the appropriateness of
“polite society”.

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Trans Misogyny: The negative attitudes, expressed through cultural hate, individual and state
violence, and discrimination directed toward trans women and transfeminine people.

Transphobia: Fear or hatred of transgender people; transphobia is manifested in a number of
ways, including violence, harassment, and discrimination. This phobia can exist in LGB and
straight communities.

Transexual: One who identifies as a gender other than that of their biological sex.

Triple Bottom Line: Centers on three main components: people, plant, and profits.

Two Spirit: An umbrella term for a wide range of non-binary culturally recognized gender
identities and expressions among Indigenous people.

A Native American term for individuals who identify both as male and female. In western
culture, these individuals are identified as lesbian, gay, bi‐sexual or trans-gendered.

U

Unconscious Bias (Implicit Bias): Our set of attitudes toward and stereotypes of other social
groups that affect our understanding, actions, and decisions in an unconscious way, especially
negatively.

Undocumented: A foreign-born person living in the United States without legal citizenship
status.

Undocumented Student: School-aged immigrants who entered the United States without
inspection/overstayed their visas and are present in the United States with or without their
parents. They face unique legal uncertainties and limitations within the United States
educational system.

V

Virtual Worker: An employee or team of employees who work(s) outside the physical
workplace, sometimes across time zones and countries, but connect through various forms of
technology to perform work-related tasks.

Veteran Status: Whether or not an individual has served in a nation's armed forces (or other
uniformed service).

W

Whiteness: A broad social construction that embraces the white culture, history, ideology,
racialization, expressions, and economic, experiences, epistemology, and emotions and
behaviors and nonetheless reaps material, political, economic, and structural benefits for those
socially deemed white.

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White Fragility: Discomfort and defensiveness on the part of a white person when confronted
by information about racial inequality and injustice.

White Privilege: White Privilege is the spillover effect of racial prejudice and White institutional
power. It means, for example, that a White person in the United States has privilege, simply
because one is White. It means that as a member of the dominant group a White person has
greater access or availability to resources because of being White. It means that White ways of
thinking and living are seen as the norm against which all people of color are compared. Life is
structured around those norms for the benefit of White people. White privilege is the ability to
grow up thinking that race doesn’t matter. It is not having to daily think about skin color and
the questions, looks, and hurdles that need to be overcome because of one’s color. White
Privilege may be less recognizable to some White people because of gender, age, sexual
orientation, economic class or physical or mental ability, but it remains a reality because of
one’s membership in the White dominant group.

White Supremacy: White supremacy is a historically based, institutionally perpetuated system
of exploitation and oppression of continents, nations and individuals of color by white
individuals and nations of the European continent for the purpose of maintaining and
defending a system of wealth, power and privilege.

Worldview: The perspective through which individuals view the world; comprised of their
history, experiences, culture, family history, and other influences.

X

Xenophobia: Hatred or fear of foreigners/strangers or of their politics or culture.

Many of these terms were adopted from Pacific University’s Office of Equity, Diversity &
Inclusion, and Jennifer Brown’s book, Inclusion.

© Center for Automotive Diversity, Inclusion & Advancement – All Rights Reserved 15

CADIA Advi

Diversity, Equity and I
June 23

© Center for Automotive Diversity, Inclusion

isory Board

Inclusion Foundations
3, 2020

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By The End of This Traini

Communicate the Create a personal
Business Case for definition of

Diversity, Equity & Diversity, Equity &
Inclusion Inclusion

© Center for Automotive Diversity, Inclusion

ing You Will Be Able To

Gain an Move toward
understanding of playing an

the barriers in advocacy role in
bringing one’s DEI

whole selves to
work

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Learning Objectives

© Center for Automotive Diversity, Inclusion

1

Review the evolution and business case for
DEI

2

Review the challenges to executing an
effective DEI strategy

3

Gain an awareness of available resources in
furthering your DEI journey

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What Does This Word M

Dive

© Center for Automotive Diversity, Inclusion

Mean to You?

ersity

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Diversity

© Center for Automotive Diversity, Inclusion

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The Evolution of D&I

• First modern equal employment
legislation introduced in Congress in 1943

• 1948 - President Truman signed Executive
Order 9981 to desegregate the armed
services - first diversity initiative in the
workplace

• Executive Order 9981 required equality of
treatment and opportunity in the armed
services - did not expressly forbid
segregation

• As a result of this order, by 1953, 95% of
African American Army soldiers were
serving in integrated units

© Center for Automotive Diversity, Inclusion

n & Advancement, Inc. – All Rights Reserved

1960s + Civil Rights Leg

• dTiitslceriVmIIinoafttihoen CoinvitlhReigbhatssisAoctf orafc1e9,6c4olporro, hreibliigtieodn,
sex, and national origin.

• TpinirtsoltehitiIubXtiitoosfnstsehxtehdaEitdscurrecicmaetiiinovaentfiAoemdneeinrnadel mdfuuencndatitsniogon.fa1l972
• ATt2dhi0igtse0elae8GbDIieblioisnatcfyenrt,tihmwaicegoiIenAnr,akmfaotpinerloamdrncicaegaEtednimnoissenpcwtlrNiociitmoyhimnninDfdeoaiinsrstmcatiorbAainmictliibttioniaoenasfs.et1iAdo9cno6t,n7AT,chatenodf
• dcoAobrsomlaivgperaeltiiasinountnelctre(oei.csfeott.,nhineceqewcruionvarsillkit(rpayilgtaohlcfetesoadsplatipvwionesrri,ttsiuaiatnylsl.iyet)yn)rseeavnoidvfemdoarnadl
• TgeitnledVerIIiodfenthtietyCaivnildRsiegxhutsaleoxtreienndtsattiooncla6i/m15s/o2f020.

© Center for Automotive Diversity, Inclusion

gislation

• eCtohnngircecsosmempopshitaisoinzeodf tehmatpalopyearetsicsuhloarulrdacniaoltobre
mandated.

• p[mTEirtquoleusmtaVoclIotEIi’nmsnfglipenelgeoqisyiultmaastleaiivtncyettiwhOviiiptstithpeoosmrryttaou“tscnhtoiertremyrs]easCcettoidicnmatglhmcaaeibtsrustthiasoeeinn,tnyo.”t
• itOinmrpetbeapartopmlnarneeenncteettdsdtootwofroaTrrceitkiqlafeoul rVimrcIeeiInfetoeomarigrpteirleaodsnyiett rpcsorewufliedtrhebanetriaaclially
• iptwwTenhhmrohteeeeripfcsrkrelhepaforocreycpeerneocrttor.neei’.vads.ci.lewdttoroernonedsrraaeknwtfcqmooceurtoreichreuneeinntaratgd.enod.liyanf.rteetaTiovsmnisetalepiemtndlooyVbbytIgaIyherl“reaoSsn.ueha.ccpvaet.alibl”toiolbeanincebga7rltue0ahsn3eet(jo),f

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Workforce 2000

• BInro1c9k8c7otmhemsiessciroentaerdyaosftluadbyoro, fWeiclloianmomic
laaannnddddmWeaomrrkkoebgrrosaoipnkhWtichoetrrTekwnfodersncettyh2aF0tir0bs0te–cCaeWmntoeurrtkhy.e

• dtWheoemrUkof.gSor.raclapebh2oic0r0fma0cahtroikgreshtltiahgnhadttewtdhoefuivmldeoimtivpaatciotn
for diversity initiatives in the workplace.

© Center for Automotive Diversity, Inclusion

1. gTrhoewpompourleatsiloonwalyndthtahneawtoarnkyfotirmceewill
since the 1930s.

2. Tytmhohaeuernwkagevotewrwrkoafiogrllkereschaersgrwieeninkollt.fertirshiene,gpatnohdpeutllhaaebtiooprnooalnodf
3. More women will enter the workforce.
4. Mneiwnoernittierasnwtsillinbteoathlaerlgaebrosrhfaorreceo.f the
5. LriwneeocpgrrraekelafsaosenrencdtienitlshltiehnegecaleaplrWiogmpeomusrtlliadgsthriWaoannraetrasoInw.fditlhtlhee

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