1. Glossary

This glossary provides definitions of terms and expressions the reader will encounter in this report.

Expression DEfinition
(First Nations, Métis and Inuit)
The collective name of the original inhabitants of North America and their descendants. The Canadian Constitution (The Constitution Act, 1982) recognizes three groups of aboriginal peoples: First Nations, Métis and Inuit. These are three distinct peoples, each with their own heritage, languages, cultural practices and spiritual
Franco-Ontarian Ontario’s francophone population includes those whose mother tongue is French, as well as those whose mother tongue is neither French nor English, but who have a good knowledge of French as an Official Language and use French at
Franco-Ontarian cultural heritage Any object or collection, natural or cultural, material or immaterial, that the francophone community recognizes for its values of historical expression and memory, which requires the necessity to protect it, to conserve it, to take ownership of it, to develop and enhance it, and to transmit it.(Appendix A: Reference framework for Franco-Ontarian cultural heritage)
Francophile Anyone who is not a francophone, and who has an affinity for the French language and culture.
FREM Francophone racial and ethnocultural minorities.
French Of or relating to the French-Canadian language or culture in Ontario.
Legacy The transmission of cultural heritage and long-term structuring effects.
LGBTQ Acronym used to refer to all persons not strictly heterosexual, as lesbians (L), homosexual men or gays (G), bisexuals (B) and transexuals (T). More and more frequently included are people who define themselves as queer (Q), and even those who are “questioning” themsleves (Q also)
Persons with disabilities The Employment Equity Act defines “persons with disabilities” as persons who have a long-term or recurring physical, mental, sensory, psychiatric or learning impairment and who:a) consider themselves to be disadvantaged in employment by reason of that impairment, or

b) believe that an employer or potential employer is likely to consider them to be disadvantaged in employment by reason of that impairment.