It’s 2023. We Need to Stop Using Harmful Language. Here’s What We Can Say Instead

By Jennifer Dorman

there are some words and phrases that should be eliminated from our daily speech.

Gendered phrases like “you guys” or “ladies and gentlemen” might seem harmless because they are so common, but using these expressions may mean you’re misgendering or excluding people without knowing it. More inclusive options, like “everyone,” “team,” “folks,” or even “y’all” (in a more informal setting) are simple phrases that replace gendered terms and create a more welcoming environment.

We frequently use words that carry negative connotations to describe people who identify as women. Women in charge are often described as “bossy,” rather than assertive; their responses are pegged as “emotional” rather than passionate; women of color are deemed “aggressive” for expressing their opinions. These terms should be eliminated entirely, especially in professional settings.

People often assume that someone in a leadership position or specialized field is a maleidentifying person. Some riddles even illustrate our intrinsic gender bias. Instead of assuming anything before meeting someone, refer to them with gender-neutral terms or ask how that person identifies. Even better: introduce yourself with your pronouns, and keep them in your work and social profiles, like Slack, email signatures, and LinkedIn bios.

Embrace Other Cultures

Workplace tools like Slack and Zoom, along with the emergence of remote and hybrid work, have made the world truly borderless. More people can choose to work internationally or join companies that are based outside of their home country. Babbel itself is a global company. Although we’re headquartered in Berlin and New York City, our team reflects more than 65 nationalities with people speaking dozens of different languages. We are just one example of an employer embracing a more multicultural workforce.

Of course, this approach means that more colleagues may speak more native languages. Even if a company operates using one primary language, welcoming people from across the globe also means being mindful of cultural and linguistic differences. For people working with international colleagues, there are some factors to consider to better ensure inclusivity.

Not all idioms or slang will make sense to those who aren’t native English speakers, either linguistically or culturally. Think of all the sportsrelated idioms that pepper the English language: “a ballpark figure,” “the ball’s in your court,” “run down the clock,” “hole in one,” etc. Many of these don’t translate directly into other languages or make sense to those who don’t typically follow sports.

In a business setting, it’s best to use straightforward, clear language whenever possible. This practice can help avoid misunderstandings or potentially disrespectful interactions.

Use Correct Pronunciations

It’s also crucial to pronounce colleagues’ names correctly. Names often have cultural significance, and they’re an essential part of a person’s identity. If you interact with someone in any capacity— personal or professional—it’s okay to ask how to pronounce their name. And if you get it wrong, apologize. It goes a long way when building a connection with someone. Tools like Slack are also offering features that let users record their names or include phonetic pronunciation, another indication of the globalizing workforce.

DON’T USE ABLEIST LANGUAGE

Ableist language includes words and phrases that discriminate against people with disabilities, and it hides in plain sight. Many common sayings are actually rooted in the marginalization of these communities. But these terms can be seriously harmful to the folks that struggle with these disorders, further stigmatizing or trivializing their experiences. https://www.fastcompany.com/90826455/stopusing-harmful-language Image credit: Dreamstime

It can be difficult to identify ableist language because it is so embedded in our vernacular. Some examples to avoid include terms that reference mental health issues, like: “she’s crazy” or “this is nuts.” Saying “I’m addicted to…” also falls in this category, because addiction is a neuropsychological disorder. Instead, say “I love” or “I enjoy.” Referencing other diagnosable illnesses like “I’m depressed” or “she’s bipolar” makes it more difficult for those struggling with those conditions to properly articulate how they feel.

Using people-first language also helps reframe our thinking about ableist terms. This means putting the person ahead of a certain part of their disability. Change “she’s disabled” to “she has a disability.” This removes the linguistic emphasis on the disability and is less reductive to the person or people you are talking about. And of course, it’s always a good idea to ask how a person would like to be referred to, as everyone has a different perspective and preference.

The use of inclusive language is a work in progress. As we learn more about marginalized communities and individual preferences, we can continue to improve how we speak to and about each other. It’s vital to approach shifts in language with patience and grace. Not everyone will eliminate exclusionary language overnight, especially for ubiquitous phrases that don’t seem harmful at face value. But with effort and an open mind, we can make our personal and professional interactions more respectful, using the power of language as our guide.