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Language has the power to shape our thoughts, influence our actions and determine how we perceive others. In the workplace where individuals from diverse backgrounds interact daily, the use of inclusive language is crucial. It not only fosters a more welcoming environment but also promotes equality, respect and collaboration.
What is Inclusive language?
Inclusive language refers to words and phrases that avoid biases, stereotypes and exclusion. It is respectful and accessible to all and encompasses a broad range of linguistic considerations, from avoiding gender-specific terms to using language that is culturally sensitive and respectful of all identities. Some simple examples – ‘Hello folks’ as against ‘Hello guys’ or using ‘Chairperson’ instead of ‘Chairman’. The core principle behind inclusive language is to create a communication environment where everyone feels respected, valued, heard and included.
Why does Inclusive language even matter?
The language we choose to use is a critical enabler for everyone in the organisation. When a sense of belonging is strengthened through mindful use of language, people are able to bring their full selves to the workplace. This leads to better ideas due to diverse perspectives, innovation, better products and services. Inclusive language helps diversity to thrive in an organisation. By using language that avoids stereotypes and discriminatory terms, it reduces biases and promotes a more equitable workforce. Further, when we use words that others use to describe themselves, we create a workplace where everyone feels valued and is welcome to be themselves.
Impact of exclusive language
Exclusive language, whether intentional or not, can harm workplace morale. When language marginalises or demeans certain groups, it can lead to decreased employee engagement and higher turnover. Language that perpetuates stereotypes or fails to recognise the diversity of the workforce can have a lasting negative impact.
Phrases or terms that promote gender stereotypes ‘Be like a man’ implying strength and toughness and ‘like a woman’ with an implication of weakness can only strengthen gender inequalities.
Caste-specific slurs can inadvertently creep into the corporate corridors which can lead to a sense of alienation while reinforcing caste-based hierarchies.
Further, in a country like India where colorism is still a reality, using language that color-shames an individual can lead to reliving of trauma of childhood and adolescence.
Terms that generalise or stereotype religious groups or derogatory terms used to describe specific religions can perpetuate religious discrimination at workplace.
Using derogatory terms inadvertently due to stereotyping of people based on their regional identity can lead to isolation and disengagement.
References to mother tongue influence on spoken English in an unkind manner can lead to voices getting stifled at crucial moments when hearing those voices are important.
Discriminatory language with reference to socio economic status can perpetuate classism leading to marginalization.
Using homophobic slurs with reference to individuals belonging to the LGBTA community can lead to trauma and their eventual exit from the organisation.
Words or phrases that discriminate against people with disabilities when used in a derogatory manner can lead to loss of talent.
Ageist terms (oldie/kid) that suggest that younger or older individuals are less capable can lead to loss of organisational memory and energy due to disillusionment about the way they are treated.
How can we foster an Inclusive language culture at the workplace?
Awareness – nothing can be as effective as being self-aware of our own assumptions and the impact of exclusive language on people. In this context it is important to remember that it is not about intent, but about the impact of exclusive language.
Active & Inclusive listening - Active & Inclusive listening slows down the snap judgements and assumptions we make of people. It makes people feel valued and understood. Inclusive listening requires actively engaging in critical thinking, noticing and questioning our assumptions and asking open questions.
Leadership commitment – leadership plays a crucial role in promoting inclusive language. Leaders should model inclusive language in every communication of theirs – emails, townhalls, press interviews, panel discussions, etc.
Training and education – offer training sessions on inclusive language and unconscious bias to all employees. Educate employees about the importance of using inclusive language and provide examples of common phrases to avoid.
Language guidelines and policies – create inclusive language guidelines and policies that outline acceptable language and communication practices – both internal and external. Ensure these policies are communicated to all employees and enforced consistently.
Audit and Review language practices – organisations need to review their HR policies and Job Descriptions regularly to ensure that they are not only inclusive but are also following the prescribed language guidelines of the organizations. Words that deter certain identities from applying for a position can be eliminated from the Job Descriptions. Companies also have to audit periodically their other assets like websites, social media handles, print ads, TV ads, media plans, leadership emails, presentations and training materials to ensure they align with the organisation’s inclusive language principles.
Inclusive language is more than just a set of words – it is a reflection of an organisation’s values and commitment to diversity & inclusion. It is crucial to be mindful of the impact our words can have on others. Embracing inclusive language as a way of life fosters not just an inclusive organisation but leads to an equitable society too.
The author is Roopa Badrinath, Founder & Principal Consultant - Turmeric Consulting.
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