It is the acronym used by the Government of Canada to refer to the Canadian community. 2S: at the front, recognizes Two-Spirit people as the first 2SLGBTQI+ communities; L: Lesbian; G: Gay; B: Bisexual; T: Transgender; Q: Queer; I: Intersex, considers sex characteristics beyond sexual orientation, gender identity and gender expression; +: is inclusive of people who identify as part of sexual and gender diverse communities, who use additional terminologies.

Source: 2SLGBTQI+ terminology – Glossary and common acronyms

Former acronym used by the Government of Canada to refer to the Canadian community Lesbian, Gay, Bisexual, Transgender, Queer, Two-Spirit.

Source: 2SLGBTQI+ terminology – Glossary and common acronyms

Marginalization is a long-term, structural process of systemic discrimination  that creates a class of disadvantaged peoples or puts an individual at a disadvantage. To be marginalized/made marginal is to be relegated to an unimportant or powerless position within a society. The concept of marginalization acknowledges that marginalized people or groups are not innately at the margins of society; rather, they are relegated to these  positions as a consequence of structural forms of oppression, discrimination  and inequity.

From: TMU Dimensions Action Plan. 

Groups and communities that experience discrimination and exclusion (social, political and economic) because of unequal power relationships across economic, political, social and cultural dimensions.

From: TMU Dimensions Action Plan

Brief and common verbal, behavioural or institutional actions that play into stereotypes or discrimination against a group of people, often from underrepresented groups. First coined by Chester M. Pierce in his 1970s research with Black Americans, research on microaggressions has since expanded to examine the experiences of Indigenous Peoples, people with disabilities, women, 2SLGBTQIA+ people, and a number of racial, ethnic and religious groups. Taken in isolation, one instance of microaggression can seem like a minor event; however, members of underrepresented groups often experience the same microaggression repeatedly over time, producing adverse emotional, social, psychological and health impacts, which can also affect their level of productivity and sense of inclusion at work. Examples of microaggressions include implying a member of an underrepresented group is an “equity hire”; asking where someone is “really from”; downplaying the effects of race, gender, ability, etc., on lived experiences; and implying that someone’s reaction is due to sensitivity, not the nature of the situation they are in.

Source: Best practices in equity, diversity and inclusion in research practice and design.