Inclusive Acts: Empowering Every Employee. Part 1 - Inclusive Language
In this four-part "Inclusive Acts: Empowering Every Employee" series, discover simple changes to elevate your everyday interactions and significantly impact workplace culture. Tune in every Tuesday to learn how you can contribute to creating a more inclusive workplace.
A few months ago, I led a focus group where a participant adamantly refused to use someone's chosen pronouns. He claimed that if they weren't "born that way," it was just "woke nonsense." Challenging his stance, I asked how honouring someone's preferred pronouns would harm him. He couldn't answer the question. I pressed on, highlighting that misusing pronouns could actually be harmful to the other person. Still, he didn't say anything. But it got him and the focus group thinking.
The language we use and hear shapes our individual perceptions of the world and can influence others. In this article, we'll explore how words are powerful tools that can both build and burn bridges, creating welcoming or hostile environments. And in an increasingly diverse world, it's important to use language that's considerate and welcoming of all.
A Pew Research study highlights the unprecedented diversity of Gen Z, with nearly half (48%) identifying as people of colour, making them the most diverse generation yet—including race, sexuality, disabilities, and more. As they enter the workforce, fostering inclusive cultures becomes paramount. Too frequently, I hear the excuse of "it's too hard to change culture." But it's not hard when we work together. Both employers and employees play a crucial role in curating and sustaining diversity, but the question arises: how?
One of the simplest yet most impactful things we can do is mind our language. Seeing as we can harness it for harm or inclusivity, it's up to us to choose which path we want to take. But terms like "harmful language" and "inclusive language" seem subjective and ever-changing. So, let's break it down.
Harmful vs Inclusive Language
When attempting to define "harmful language," we can look to Berkeley, who describes it as "unnecessary language that results in harms such as exploitation…increased tendency to hate, fear, discriminate against, or endorse violence against other people (including through dehumanization); or promoting falsehoods."
On the other side of the coin, inclusive language is defined as language that conveys respect to all people, communicates a message effectively through precise language, acknowledges diversity, and involves continued improvement. Simply put, it's language that promotes inclusion and fosters a welcoming environment. And it's not a fad—the American Psychology Association says inclusive language "is about embracing communication that acknowledges the power differentials and dynamics of our society and their deleterious effects." With so many complex layers to society (racism, sexism, and colonialism, just to name a few), we can unconsciously slip into language that reinforces existing structures of oppression.
impact on workplaces
By incorporating inclusive language, we transform the workplace into a more positive environment. Notably, inclusive language:
Enhances Collaboration: It encourages welcoming dialogue and open communication.
Reduces Unconscious Bias: It prompts reflection on language use, fostering a more inclusive mindset.
Creates a Welcoming Space: It establishes an environment where everyone feels included.
Promotes Respect: It reinforces a culture of mutual respect among colleagues.
Making the Small Change for Big Impact
Often, we use words and phrases without considering their colonial origins. For instance, the term "pow-wow" in a Westernised, corporate work setting is defined by Merriam-Webster as an offensive appropriation of a term of great cultural importance to Indigenous communities, inadvertently alienating and marginalizing Indigenous people.
But that's not the only language we need to be mindful of. There are several language categories we can easily insert to make workplaces more inclusive:
Using gender-inclusive pronouns: Referring to someone using their preferred pronouns (i.e., he/him, she/they) is an easy and simple way to maintain inclusive cultures. The more people who share their pronouns, the more normalized pronouns become. This helps to create an environment of inclusivity for all, including those who use pronouns other than what they may have been raised with and aren't sure if they're safe to share them.
Inclusivity tip: Consider adding your pronouns to your email signature to contribute to this positive shift.
Using disability-inclusive language: Focusing on person-first language is key. Instead of saying "dyslexic person," prioritize saying "person with dyslexia." This approach emphasizes the individual's identity before their disability, promoting a more respectful and inclusive dialogue. Additionally, avoid saying "suffers from" or using descriptors such as "courageous" or "brave" when referring to someone’s disability, as these are often seen as patronizing. Check out this fantastic resource that provides guidelines for more inclusive language when discussing disabilities.
Using age-neutral language: Choosing age-neutral language is another important consideration. Avoid terms like "kiddo," "girl," or "young man," and instead, opt for more neutral expressions like "young people." This subtle shift contributes to maintaining an inclusive and respectful environment across age groups. Or better yet, unless “young” is relevant to the discussion, leave it out completely.
Avoiding gendered terms: Using gender-neutral terms is an essential aspect of inclusivity. While the term "guys" is commonly used for a mixed-gender group, it's crucial to challenge and reconsider such usage. Even though I make the occasional mistake and use this term, I catch myself and make every effort to use an alternative going forward. It's an ongoing process of self-awareness and improvement.
While the above examples are valuable, it's important to note that this is not an exhaustive list. You should feel empowered to identify and call out any instances of non-inclusive language you encounter. For example, when coming across gendered terms in employee handbooks, take proactive steps to address the issue. And if a colleague uses an outdated term, respectfully suggest the correction—they may not know the potential hurt their comments can cause. Be the person who identifies these instances and works toward a resolution. The power to make change lies within you, and it shouldn't solely rest on the shoulders of marginalized individuals.
Impact Over Intention
Recognizing that mistakes are inherent to being human, it's crucial to prioritize the impact over intention. If someone points out your use of inadvertently offensive language, focus on centring the other person over your own emotions and the automatic instinct to become defensive. Depending on the situation, swiftly correcting yourself or engaging in a thoughtful discussion with the individual will help to rectify the error. And remember to thank the individual for calling you "in" so the same mistake can be avoided moving forward.
Inclusive language is not a trend or an overreaction to the diversity of today. It's a powerful tool to create an entire culture of belonging. It may seem overwhelming at first, but these small language changes cost us nothing and mean the world to others. So choose kindness. Choose inclusivity.
