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The BIPOC acronym has exploded in social media and in news stories. But, what does it mean? Also, why is it one of the hottest (and controversial) words in diversity?
Questions about the BIPOC Acronym
In this post, we will answer some of the most-searched-for questions and phrases around the BIPOC acronym including:
- “BIPOC meaning” (117,000 queries per month on Google)
- “What does BIPOC stand for?” (8,000 queries/mo.)
- “BIPOC definition” (3,700 queries/mo.)
- “What does BIPOC mean? (4,500 queries/mo.)
- “BIPOC define” (70 queries/mo.)
- “BIPOC meaning definition” (30 queries/mo.)
- “What does the word BIPOC mean?” (10 queries/mo.)
- “What does the word BIPOC mean?” (10 queries/mo.)
- “BIPOC stand for” (20 queries/mo.)
What does BIPOC stand for?
BIPOC is an acronym for Black, Indigenous, People of Color.
Pronounced “Bye-Pock”, it is intended to be used in place of “people of color”. And it is also more inclusive of underrepresented groups, according to Cindu Thomas-George, an Experienced Diversity, Equity, Inclusion Advisor, and professor of Communication Studies.
This acronym first surfaced on July 31, 2013 on Twitter with this tweet:
Shout out to @EricPride @ToTNG @MissHC @Aim_4_Greatness & @headonist Thanks for supporting/following us #GrindToronto #BIPOC #Toronto
— GRIND (@GrindToronto) July 31, 2013
So, this acronym gained a lot of momentum in May 2020 (see BIPOC: What does it mean and where does it come from?), around the same time as the Black Lives Matter movement starting growing across the United States.
CBS News has reported on the acronym recently too saying that:
“People are using the term to acknowledge that not all people of color face equal levels of injustice. They say BIPOC is significant in recognizing that Black and Indigenous people are severely impacted by systemic racial injustices.”
Verywell Mind’s article on What Does the Acronym BIPOC Mean? defines BIPOC and breaks down the acronym to explain what each letter means and why it is included:
“Black refers to mid- to dark-toned complexions who often have African or Caribbean ancestry and who are often the descendants of people who were enslaved. Indigenous refers to groups native to the Americas who were here before the colonization by Europeans. This includes Native Americans, as well as Indigenous peoples from the Americas who have later immigrated to the U.S. People of color is an umbrella term to refer to non-white individuals who often face discrimination. Non-white people include those who have Asian, Middle Eastern, Indian, and Pacific Island heritage, among others.”
BIPOC vs POC
BIPOC is quickly being used as a replacement for POC (people of color) in the diversity and inclusion space.
POC has been used to identify any group of people that is not white.
In A Guide to Culturally Conscious Identifiers and Emojis, there are tips and suggestions for the proper use of BIPOC vs. POC (other diversity acronyms, and emojis). The blog says:
“BIPOC aims to offer more nuance and inclusion than POC…We use the term BIPOC to highlight the unique relationship to whiteness that Indigenous and Black (African Americans) people have, which shapes the experiences of and relationship to white supremacy for all people of color within a U.S. context.”
In her YouTube video The Evolving Language of DEI: POC vs. BIPOC, Thomas-George gives a case for leaving “people of color” behind and using BIPOC to acknowledge the individual experiences, identities, and histories of Black and Indigenous People.
And it gets trickier. If you’re in the UK, then the question is: Do I use BIPOC vs POC vs BAME (see below).
What does BAME stand for?
“BAME”. The acronym BAME is mostly used in the UK and stands for Black, Asian, and Minority Ethnic.
Therefore, just like POC and BIPOC, BAME is an acronym being used to promote inclusivity and diversity.
In summary, BIPOC seems to be trending over POC to be more inclusive. But if you’re in the U.K., then use BAME. Or the UK Government style guide suggests using “people with a mixed ethnic background.”
The Bipoc Project
The BIPOC Project is a Black, Indigenous, People of Color Movement focused on positivity. Their goal is to build “authentic and lasting solidarity among Black, Indigenous, and People of Color, in order to undo Native invisibility, anti-Blackness, dismantle white supremacy and advance racial justice.”
The project’s offerings include 3 half-day and full-day workshops designed for:
- BIPOC leaders seeking to leverage their own identities as well as resources, tools, and networks to advance anti-racist change;
- Organizations looking to establish and run effective affinity groups and caucuses as part of larger organizational initiatives to create multicultural anti-racist organizations;
- Movements looking to mobilize diverse groups around various issues and platforms; and
- Groups seeking to integrate an intersectional analysis within racial justice organizing.
Black, Indigenous, and People of Color: Controversy & Confusion
This movement has been met with confusion — and even controversy. As the New York Times reported, some people think that BIPOC means bisexual people of color.
Check out this tweet:
Not being cheeky, but I missed the memo on “BIPOC”; I’m assuming “Bisexual People of Color” with it being pride month and the bisexual memes in full force, but it’s being used globally so figuring that can’t be right
— Fenrir / #846 (@WolfmansBone) June 12, 2020
Some argue Black, Indigenous, and People of Color is too broad?
Gabby Beckford a travel blogger from Packs Light, talks about why the terms BIPOC and POC cause confusion (seee Which is the correct term? Black vs. BIPOC vs. African American vs. POC vs. BAME). She instead recommends:
“When in doubt: be specific. Not simple enough? Basically, if you’re talking about Asian issues, say Asian, if you’re talking about Black issues, say Black—same goes for Indigenous-Americans, Latinx, Asian-American, African American, etc. Don’t be lazy and use terms like BIPOC or POC when you really should be more specific because it erases that specific races’ history and unique voice. When you’re referring to a specific daughter or son’s grades you don’t say “the kids got a D in Biology”. Be specific!”
Janus Adams, a key figure in the desegregation of NY City schools, believes that the term is a distraction. His thoughts were recently quoted on CBS News:
“As long as this country has been in existence, it’s been a racial moment. The idea that White people are White people, but everybody else is a group? I have no problem with that for an alliance or organization because there are similar experiences of racism. But the idea that identity should be conflated, I think is ludicrous.”
Adams thinks identifying Indigenous populations by their individual tribes is more acceptable.
But the acronym has its defenders:
Confusion can cause controversy, and there are people who see the pros for using the acronym. But, for others not so much. A recent article from Her Campus thinks in order to embrace diversity, why not use BIPOC until we find something better:
“Black people and indigenous communities have been through quite a lot and if just slightly adjusting our languages makes them feel seen, then what really is the price? Even if there will be another more evolved term to use, we don’t have it yet and we do have this one!”
Will BIPOC become a standard?
Despite its controversy, “Black, Indigenous, and People of Color” is starting to show up more often in job descriptions and in diversity goals at top companies. DocuSign’s search for an Inclusive Talent Director lists “Development for Underrepresented and BIPOC Employees” under job responsibilities.
According to Business Insider, 60 companies including Adobe, Best Buy, and Ralph Lauren commit to interviewing at least one BIPOC candidate for every senior level job. So, because the diversity and inclusion landscape is constantly changing, and some consider the acronym to be divisive, it is unclear if the acronym will go or stay. But, we definitely have our eye on it.
Economic Disparities for Black, Indigenous, and People of Color Employees
Wage Gaps
In the U.S. context, wage gaps between these employees and their white counterparts remain a significant issue. These women, black men, and indigenous populations often face lower wages compared to white employees doing similar work. So, this disparity highlights the impact of systemic racism and the need for leadership development to create equal opportunities.
Promotion Rates
Promotion rates for Black, Indigenous, and People of Color are also concerning. Black communities and other racial minorities often find themselves overlooked for advancement. Similarly, various communities of color, including American Indian and Alaska Native groups, encounter unique challenges when trying to climb the corporate ladder. This situation also underscores the importance of implementing best practices in leadership development to bridge these gaps.
Economic Opportunities
Another disadvantage for communities with Black, Indigenous, and People of Color, is that there are limited opportunities for upward economic mobility. So, economic opportunities for these employees are limited due to institutional racism. The black panther party historically highlighted the need for self-defense and black resistance against such systemic barriers. Today, nonprofit organizations and community partners work to create grant programs and offer technical assistance to support this community. The application process for these programs can help Black, Indigenous, and People of Color gain access to better job prospects.
The Impact of Systemic Racism
Also affecting the economic well-being of Black, Indigenous, and People of Color in numerous ways is systemic racism. During the coronavirus pandemic, the risk of infection and economic instability disproportionately impacted racial minorities. In effect, shelter operators and community care providers saw an increase in need within black, indigenous, and other nonwhite communities.
Addressing Disparities
You need a comprehensive approach to address these disparities. Ithaca College, for example, has initiatives aimed at supporting IC students from various communities of color. So, by focusing on core values like equity and inclusion, institutions can help bridge communities and foster social change.
Promoting Equality
Promoting equality in the workplace involves understanding the distinct histories of Black, Indigenous, and People of Color. A power analysis can reveal the different acronym preferences and the use of language that respects cultural identity. And it also acknowledges the unique challenges faced by these groups.
Latest Advancements Black, Indigenous, and People of Color
While there are many umbrella terms worldwide (and more inclusive terms could emerge in time) to describe people of color, BIPOC continues to see widespread use in the U.S. context.
This community has recently gained recognition, with organizations acknowledging members for their outstanding contributions.
For example, these entrepreneurs received accolades at the 2024 Pitch Black competition that rewarded tech start-up ideas.
The event attracted entrepreneurs from Nebraska and Iowa, with the theme of Digital Disruption: Unleashing Opportunities for BIPOC Entrepreneurs.
Pitch Black’s finalists include BIPOC community members Mark Wong (co-founder of Tippl, an app that connects bars, restaurants, and entertainment venues with their customers ) and Rodney Bennett, the founder of SunFlare Brands Company, which creates candles that symbolize hope and positive change for transplant patients.
Academic ranking site Best Colleges views the acronym for students of color as part of a person-first language that encourages each individual, regardless of background, to consider how racism and anti-blackness impact their lives as colleges become more antiracist.
Ultimately, using the term could challenge current societal views and foster more accepting and inclusive communities.
For instance, these could help students in law schools improve discussions on critical race theory by recognizing the multifaceted nature of racism and amplifying the voices of more marginalized groups.
As such, society can raise awareness of diverse perspectives from various ethnic groups and their collective impact on society.
A deeper understanding of historical and social events like the enslavement of black people, different instances of police brutality, and the genocide of Indigenous people prevents cultural erasure.
Different communities can unite under the banner of Black, Indigenous, and People of Color to guide large-scale improvements in important issues that shape the quality of life, such as health equity.
WHY I WROTE THIS
With Diversity and Inclusion in the spotlight, employers need to optimize their diversity strategy. Ongig gives employers the ability to create landing pages/microsites and more diverse job descriptions with our Text Analyzer by eliminating bias of all kinds.
SHOUT-OUTS
- What is BIPOC? (New York Times)
- Kendra Perry’s article on What Does the Acronym BIPOC Mean?
- The BIPOC Project’s Website
- Gabby Beckford’s blog on Which is the correct term? Black vs. BIPOC vs. African American vs. POC vs. BAME
- Toni Harrison’s article on A Guide to Culturally Conscious Identifiers and Emojis
- Sandra E. Gracia’s article on Where Did BIPOC Come From?
- Mahreen Ansari’s blog on What Is BIPOC and Why You Should Use It
- Marguerite Ward’s article on More than 60 companies have signed a pledge to interview at least one BIPOC (Black, Indigenous, person of color) for roles at the VP level or higher.
- What does BIPOC Mean? (Very Well Mind)
