Language is how people communicate and express themselves. This makes it a very powerful tool, and knowing how to use it properly can create a sense of safety and belonging. In workplaces, you need to build a safe and comfortable ambiance that can, in return, create an inclusive and respectful company culture. This is why there is a high need for inclusive language in the workplace. But before we move forward, let's understand what inclusive language is and why it matters in detail.
What is Inclusive Language?
The language that people use be it in casual conversations, official settings, or various social media platforms, has the power to include or exclude people. Usually, when people speak, they do not give much thought to the words or their impact on other people.
So, even though the words are often not ill-mannered, there are some phrases, terms, or analogies that end up disrespecting one or a group of people. Inclusive language is a language that is all about proactively choosing inclusive phrases and terms that acknowledge, include, and respect people.
Inclusive language includes and respects everybody and is not limited to their –Gender, Age, Race, culture, ethnicity, or nationality.
Why is it Important?
While building an inclusive workplace and culture for your company, using inclusive language, especially in a workplace is extremely important. It will create a safe and comfortable space for everybody working in the organization. Moreover, it generates a sense of belonging and well-being for your employees. You can use this to send a message to every employee that they are safe and, in this organization. It further protects people from being stereotyped and its harmful impact.
For example –
You can say "Welcome, everyone!" instead of "Welcome, ladies and gentlemen!".
Also, the phrase "Partners are welcome!" is quite more inclusive than saying "Husbands and wives/boyfriends and girlfriends are welcome!”.
To refrain from using ableist language and going with inclusive language would need you to say "They didn't take my advice." instead of "My advice fell on deaf ears.".
Moreover, you can represent your words like "I've had an unbelievable/ridiculous/wild day!" instead of "I've had a crazy day!"
How Can You Foster Inclusive Language in the Workplace?
Three steps to stop using ableist language in theworkplace:
Inclusive Job Ads
The language that is used in the job ads says a lot about the organization and its work culture. So, you can use inclusive language by referring to potential candidates as "they" rather than "he/she". You can also offer inclusive organizational benefits. For example, you can introduce parental/caregiver leave instead of maternity or paternity leave. You can also be a little mindful of ageist language and refrain from using terms like "young team" or "recent graduates".
Sharing Pronouns
An inclusive workplace has normalized pronoun-sharing as it deconstructs the concept that you can assume someone's gender by just their appearance. You can normalize using pronouns by including them in emails or LinkedIn. You can also start sharing your pronouns when you are introducing yourself and updating employee platforms or forms by including an option for pronouns.
Official Policy
Inclusive language is not just a “preferred” approach to a workplace setting. If you are truly serious about building an inclusive culture at your organization, make sure it is included in the official policies as well. Include the language in any organizational style guides, such as branding and marketing guidelines.
In addition to these, offer your employees access to resources and tools they can use and incorporate in everyday work.
