Championing Inclusive Language in the Workplace
By: Maria Jose Larrea ‘23
More than ever, we are witnessing a diversification of the workforce. Recruiters are increasingly on the lookout for fresh talents of culturally diverse backgrounds and experiences, hoping to hire promising creatives with novel ideas to augment their company’s reach and influence on its corresponding market.
As for us, future professionals, more than ever, we are responsible for using, promoting, and championing inclusive language in the workplace. Beyond seeking to develop healthy relationships with fellow co-workers, we ought to understand that the significance of inclusivity lies in ensuring that each individual feels welcome from the moment the conversation starts. It only takes a few words.
What is inclusive language?
It is language that refrains from reproducing and/or perpetuating stereotyped, prejudiced, and discriminatory beliefs of particular groups of people. By scrutinizing language and employing neutral words that prevent assumptions and generalizations, inclusive language recognizes that language, as we know it, often excludes, intentionally or unintentionally, certain people or communities that have been historically marginalized due to their identity (i.e., race, gender, sexual orientation, immigration status, ethnicity or ancestry, and disability status). Here lies its substance.
Think back to when someone made an assumption about you based entirely on a single encounter. How did it feel? Aggravating, one may assume. Now, imagine everyday conversations thrusting assumptions (often prejudiced and unfounded) your way merely because of your identity, never mind a single display of your character. Unfortunately, this experience is commonplace in the absence of inclusive language.
Why does it matter?
To be precise, the absence of inclusive language gives way to our normalized exclusionary speech, loaded with its intrinsic biases that ostracize individuals of marginalized communities and produce what one may call death by a thousand paper cuts. A single offense may have indistinguishable consequences, but several seemingly innocuous “cuts” lead to more profound injuries. In the workplace, this manifestation occurs as dejection, demotivation, and an overall sense of not belonging.
If there’s one thing inclusive language makes us aware of, it is that words matter. Depending on how we use them, they can bring us together or drive us apart. Inclusive language is the nondiscriminatory thread that binds us to one another regardless of what sets us apart. Its importance resides in its immediate effect on an individual and its subsequent impact on a community.
Utilizing inclusive language honors diversity and welcomes members of communities that would otherwise feel excluded by a language system that inherently benefits only a select group of people, primarily heterosexual, white men without disabilities and in positions of power.
So, what can we, as future members of the workforce, do to promote inclusive language?
Self-reflect, recognize, unlearn
Before advocating for inclusive language, it is imperative that we assess our very own unconscious biases. Although it is a difficult conversation to have with yourself, it is necessary to acknowledge that the language we use routinely is charged with sweeping generalizations and harmful presumptions that reinforce a pre-established social hierarchy.
Much of the exclusionary language we commonly use results from our socialization and decades of prejudice against marginalized individuals. Remember to have compassion for yourself throughout this process of self-reflection. Understand that it is possible to unlearn exclusionary language and rectify a situation in which you used it by mistake. Check out Deloitte.’s infographic on “What to do if you SAY a non-inclusive word or phrase” for more information.
Here are a few things to keep in mind:
- Gendered or gender-biased language is one of the most common forms of exclusionary language. It locates men at the forefront of the conversation, virtually erases any trace of female involvement and assumes a gender binary. To promote inclusion:
– If you have not had the chance to learn about your co-worker’s pronouns, consider using “they/them/theirs/themselves” instead of the traditionally binary pronouns “he or she.” For example: “They joined our team last week.”
– Avoid using feminized nouns (i.e., actress instead of actor) and gendered terms that add nouns at the end of words, like salesman or saleswoman. Find gender-neutral terms instead. For example: “She is an incredible salesperson” or “Their work as a sales representative is outstanding.”
- Heteronormative phrasing is typical in most everyday discussions both in and out of the workplace. Use gender-neutral language when inquiring about someone’s “spouse,” “partner,” or “parents” (as opposed to wife/husband, girlfriend/boyfriend, mother/father).
- Ableist terms and misused descriptors about mental illness are overwhelmingly present in our day-to-day conversations. Think critically about the casual usage of phrases such as “turn a blind eye to,” “are you crazy/demented/psycho?” and words like “deaf,” “lame,” “OCD,” and “bipolar,” and find more sensitive alternatives.
- Some idioms and terms that are seemingly neutral and largely widespread carry prejudiced and outright racist connotations. Consider, for example, the implications of someone being blacklisted vs. whitelisted. There exists an unconscious negative bias that may appear inoffensive to most but may just as well ostracize a Black colleague. Other phrases include: “divide and conquer” (think colonialism), “peanut gallery” (racist undertones), and “pow wow” (appropriated from Native American communities). Always contemplate the historical context and implications of commonly used phrases and ask yourself if it’s truly necessary to use them or if you can find a more inclusive – and culturally sensitive – alternative.
For more information on terms to reconsider and their neutral alternatives, check this article by HubSpot: “Inclusive Language: How To Use and Promote It at Your Organization.”
Visualize people as individuals
To avoid sweeping generalizations, we must learn to visualize each person as an individual first. In recognizing and honoring diversity, it is crucial that we ask how someone would like to be addressed before making assumptions based on their outward appearance or what we assume is their identity.
As a general rule, you should not bring up someone’s race, ethnicity, country of origin or immigrant status, sexual orientation, and disability status unless it is relevant to the conversation or that person has made it clear they are comfortable with being identified by any of these factors.
When addressing someone with a disability, chronic illness, or mental health condition, listen carefully to that person’s preferred terminology and use it when talking to or about them, if relevant. Some people may prefer person-first language, in which the person is emphasized (i.e., “person with a physical disability”). In contrast, others may favor identity-first terminology, by which the person reclaims their disability and chooses their identity (i.e., “a physically disabled person”). In writing, it can be appropriate to use both person-first and identity-first language to overcome the negative connotations either terminology may betray. For more information, you can refer to the APA bias-free language guidelines for writing about disability or advocacy groups in your community and online.
In short, these are a few things you can do:
- Ask politely about someone’s pronouns during an icebreaker or introduction
- Ask politely about someone’s preferred terminology (in reference to identity), if relevant
- When in doubt, research and use the widely-accepted terminology by the individual or community concerned
Take the initiative
If reflecting on your language choices and unconscious biases was the first big step to take, the next one is perhaps just as important. It follows your everyday practice and strengthening of your inclusive language capabilities. You need to take the initiative.
Bring your inclusive language abilities to the workplace by setting an example. “How?” you ask. It’s as simple as mentioning your preferred pronouns (if you’re comfortable) during your self-introduction. It will put the necessary pressure on some indifferent colleagues to do the same and empower or comfort others who may not have felt encouraged to share that part of their identity.
You can also work to generate an inclusive environment by sharing your learning – and unlearning – process with your colleagues when the conversation is relevant. You can initiate the dialogue when one of your co-workers uses, mistakenly or not, exclusionary language. An example is asking your colleague to cheer “Well done, everyone!” instead of “Well done, guys!”
Remember to be forgiving, as most people are unaware of the negative connotations and exclusionary nature that some of our everyday words and phrases carry. Check out Deloitte. ’s infographic on “What to do when you HEAR non-inclusive language” for reference.
Moving forward
Finally, to ensure that your communication is inclusive, it might be helpful to ask the following questions before making targeted statements:
- Is it a sweeping statement, or am I making assumptions due to unconscious bias?
Consider the preferred terminology or language (i.e., pronouns) for the person/community you are trying to address. If you have any questions, research or ask respectfully!
- Is it (race, gender, age, sexual orientation, ethnicity or ancestry, disability status) relevant to the conversation?
Allow people to decide which parts of their identity they want to share.
- Is there a more inclusive way I can phrase my statement?
Think critically about what you have learned today about sweeping generalizations and involuntary bias. Always opt for neutral terminology.
For further reading and more comprehensive information, check out:
- American Psychological Association – Inclusive Language Guidelines
- Linguistic Society of America – Guidelines for Inclusive Language
- Words Matter – Guidelines on using inclusive language in the workplace
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