Inclusive Language

While the pandemic has fueled widespread social change, the increasing use of inclusive language predates COVID-19. The 21st century ushered in a new focus on language that respects and values all members of society.

WHAT IS INCLUSIVE LANGUAGE?

Inclusive language promotes diversity, conveys respect to all communities, and is sensitive to the differences between communities and cultures. It is based on three tenets: 1. People-first grammar 2. Nuanced language 3. Continuous evolution

THE BASICS OF INCLUSIVE LANGUAGE

Inclusive language acknowledges diversity, conveys respect to all people, and is sensitive to differences and promotes equitable opportunities. Language is fluid; therefore, meanings and connotations of words can change rapidly. In effect, it is more important to apply inclusive language principles rather than always learning specific appropriate phrases, as these may change in meaning over time.

People-First Grammar

People-first grammar puts people first in the sentence and then follows with their characteristics. People-first language centers the individual as a holistic entity as opposed to a sum of their parts (i.e., characteristics or identities). People-first focuses on the person, not their characteristics, e.g., instead of “a blind woman” or “a woman salesperson,” use “a woman who is blind” or “a woman on our sales team.” Only mention characteristics like gender, sexual orientation, religion, racial group, or ability when relevant to the discussion.

Nuanced language

Understanding and demonstrating respect for the nuance of inclusive language is next. Adopters of inclusive language know that mistakes are inevitable because words that may not seem offensive or exclusive to some, will seem so to others. For example, the word “queer” has historically been used as an offensive slur against people of the LGBTQIA community, but over the last decade or two, the LGBTQIA community has been reclaiming the word. Now, you can see the term “queer” as a substitute for “LGBTQIA” in editorials, academic research, and mainstream media. However, some in the LGBTQIA community still prefer that the term not be used because of the historical meaning or personal experience they’ve had with the word “queer.” This is a case where certain people find a term inclusive, and others do not. In this situation, if the language choice is to be used, it should only be used with people that the speakers explicitly know find this language acceptable and inclusive.

Continuous evolution

Just as language is constantly morphing, inclusive words to use and exclusive words to avoid are also growing and changing. This third tenet of inclusive language reflects the nature of our modern society. As awareness of various social experiences and causes increases, our language choices should grow and reflect that as well. Words, also, can take on different meanings over time and inclusive language must reflect those changed meanings whether that additional definition is a positive or negative one. Because language itself is very dynamic, practitioners of inclusive language must constantly maintain a growth mindset – mistakes will be made but everyone is constantly learning new language to improve inclusivity. For businesses, demonstrating an understanding and appreciation for inclusive language is critical as customers, consumers, and employees have evolved their expectations around diversity, inclusion, and equity.

Inclusive language best practices

Inclusive language is communication that proactively uses words, phrases and expressions that are welcoming. Inclusive language encompasses emails, marketing material, social media, websites, and other forms of communication, such as imagery. Where possible, avoid assumptions that may exclude people. The exclusion may be inadvertent, but it has a negative impact on people. Use universal phrases: Idioms, industry jargon, and acronyms can exclude people who may not have specialized knowledge of a particular subject – and many idioms don’t translate well from country to country. For example, saying “Hit it out of the park” could potentially turn your encouragement into a source of embarrassment if the person fails to grasp the expression or baseball’s cultural impact and significance. Recognize the impact of mental health language: “Bipolar,” “PTSD,” “OCD” and “ADD” are real mental health diagnoses. Using these terms to describe everyday behaviors underplays the impact of someone’s experiences with a mental disorder. Also, avoid derogatory terms that stem from the context of mental health, like “schizo,” “paranoid,” or “psycho.” Use gender neutral language. Using “guys” to address all people is gendered language that may insinuate that men are the preferred gender. Instead, work in inclusive words such as folks, people, you all, y’all, and teammates. Ask if you aren’t sure: Inclusive language is nuanced and used to reflect an individual or group’s personal style and preference.

Some examples of inclusive language are:

• Introducing yourself with your pronouns e.g. I am x, the pronouns I use are she/her, him/he or they. • Examples like man vs the moon, are adaptable to humankind vs the moon. • Instead of assumptions about biological parents and assuming that there is a mom and dad to say carer, guardian, parent, caregiver, grownup, or responsible adult. • We may often say it’s “awfully good.” Does this mean it’s good or bad? This is contradictory and confusing for international audiences and anyone who identifies with being on the neurodivergent spectrum, such as Asperger’s and Autism. • Use factual language rather than value-laden words and phrases. For example, Old drivers are a liability (eek!) can be reframed.

Better to say something like As we get older sight loss is more common, and as a result driving may become difficult. • Try not to erase certain groups with your language, or to lump together all people within a certain group. Recognize the individual experiences within groups by referring to data.

Outline generalizations, noting there will be exceptions to the rules. • Ask in advance if you are not sure of something. It’s fine not to know something but find out where to go to get reputable answers.

WHAT IF I GET IT WRONG?

Accept that you are human and that it’s okay to make mistakes. If you do make a mistake apologize, correct/change what you have said, learn from the mistake, and move on. It’s also key to respect people’s privacy. Let people share information about themselves when they feel comfortable doing so. Individuals are not responsible for educating the public by revealing their intimate lived experiences. Inclusive language goes beyond the carrot and stick legal approach. It’s about human connection and common ground. We are all more than what we chose to declare and have been subject to biases ourselves. It is about listening, hearing, and interacting to broaden our horizons and ensure we work together and talk about what will work best for everyone. Imperative to evolve to neutral language. Language stereotyping can be difficult to overcome, according to a study published by the National Center for Biotechnology Information. People are accustomed to gendered language – words that have bias toward a particular gender, like “waitress” – and linguistic bias appears at a young age, the study found. Even when told that masculine pronouns, “he” and “him,” were meant to be generic and include all genders, readers in the study still pictured men.

DISCOMFORT LEADS TO CHANGE

Language changes, and will continue to evolve. Making language adjustments won’t come easily for everyone – but that discomfort leads to inclusive, equal, and diverse work and life spaces. 2 By Jennifer Goldsmith Cerra, Director, Communications Herbein + Company, Inc.