The term that refers to measuring poverty based on a household's income falling below the level necessary to sustain its members is "absolute poverty." This concept focuses on a fixed economic threshold that determines whether an individual's or household's income is sufficient to meet basic needs such as food, shelter, and clothing. Absolute poverty is often quantified using specific income levels established by governmental organizations or researchers which denote the minimum income required to live. In contrast, relative poverty compares an individual's or household's income to the broader community, determining poverty based on the economic status of others and societal standards, rather than on a static threshold. The official poverty rate represents a statistical measure used to assess economic insufficiency, specifically in the context of national standards, while the poverty threshold is the specific income level that defines whether an individual or family is considered to be living in poverty. Thus, "absolute poverty" aptly captures the essence of the measurement based on whether income is sufficient to meet basic life-sustaining needs.

In Erving Goffman's framework on identity, an individual with an invisible chronic illness is correctly identified as possessing a discreditable identity. This term refers to individuals who may be socially stigmatized due to characteristics that are not immediately apparent, like a chronic illness that others cannot see. People with discreditable identities always face the potential for their stigma to be revealed, which can lead to negative social consequences, despite not having visible markers that would signal their condition. This concept emphasizes the unique challenges that individuals with invisible illnesses encounter in social interactions and the way they manage their identity in different contexts. Their experience is shaped by the anxiety of having their condition exposed and how that revelation could alter people's perceptions of them. The notion of identity is central to Goffman's analysis of social interactions, especially how societal perceptions and structures can impact individuals based on their identities, visible or not.

The type of suicide characterized by a lack of social regulation, as identified by Émile Durkheim, is anomic suicide. This form occurs in situations where individuals feel disconnected from the collective norms and values of society, typically during periods of social disruption or change, such as economic crises, where the usual social norms are weakened or unclear. Anomic suicide reflects the sense of isolation and confusion that individuals experience when societal rules are not well defined, leading to feelings of purposelessness. In contrast, the other types of suicide identified by Durkheim—fatalistic, altruistic, and egoistic—are associated with different social dynamics. Fatalistic suicide arises from excessive regulation, altruistic suicide occurs when individuals sacrifice themselves for the benefit of a group, and egoistic suicide results from a lack of social integration. Understanding these distinctions helps clarify why anomic suicide is uniquely tied to the absence of social regulation.

The term "glass ceiling" refers to the metaphorical barrier that prevents marginalized groups, particularly women and minorities, from advancing to higher levels of leadership and success in their careers, despite having the qualifications and capabilities. This concept highlights the invisible yet significant obstacles that exist in organizational structures, which can inhibit individuals from breaking through to higher positions. The idea of the "glass ceiling" emphasizes that while there may be no formal policies preventing advancement, there are often systemic biases, stereotypes, and cultural norms that act as barriers. As a result, individuals may find themselves facing an uphill battle when seeking promotions or being recognized for their contributions in the workplace. Understanding this term is crucial in discussions about workplace equality and the ongoing need for organizational change to promote inclusiveness and fair opportunities for all employees.