Inclusive language is a powerful tool and is essential for creating a workplace where everyone feels welcome and included. It ensures all employees are treated with respect, dignity and impartiality, and acts as a device to bring everyone into the group and exclude no one.
What exactly is inclusive language?
Inclusive language are the words and phrases used that avoid biases, slang and expressions that discriminate against groups of people based on characteristics such as culture, race, ethnicity, gender, sexual orientation, age, disability, socioeconomic status, appearance and more. When inclusive language is used, it can resonate with a larger audience by speaking and writing in ways that everyone understands and makes everyone feel welcome.
Why is it important to promote inclusive language at work?
Not only is it unlawful to discriminate against a person based on certain characteristics, but most businesses should have in place a code of conduct which all employees are required to comply with, outlining acceptable standards of professional behaviour at work. When certain language is used in the workplace which excludes an employee or a group of employees, whether intentional or not, it communicates the wrong message and can result in unacceptable behaviour and conduct; something which is not conducive to a harmonious work environment.
What are the benefits of using inclusive language in the workplace?
Communication is not what a person says, but what the other person hears, so it’s important for employers to bear this in mind when developing company policies and other important documentation. It’s not just about creating a more inclusive environment at work either, it’s also vital for the bottom line, particularly now that many businesses are employing remote workers and are reaching a global customer. Inclusive language promotes the business’s message to a larger audience, and important marketing tools such as blog posts, job descriptions, and the company website become more accessible to a broader range of potential clients and candidates.
Some important considerations
Although language has a big impact on a person’s sense of belonging at work, it is nuanced and many of the changes employers could consider making are small. The plus is that the English language is very flexible, so there are many ways to say what needs to be said without indicating anything that might be exclusive. A simple example is to replace references to he/she in company policies and other HR documentation to they/them; not only is it more inclusive but it is also grammatically correct.
Most people don’t realise that language sometimes has an additional meaning hidden between the lines. Particular words can imply a certain age, gender, educational background, social class and more; but provided the task of implementing more inclusive language in the workplace is approached with openness, empathy and practice, there is no reason why businesses shouldn’t reap the benefits.
Our team can assist in reviewing your company policies and HR documentation to ensure all employees feel included, and are treated with respect, dignity and equality. Get in touch with our team for an obligation free chat now, we can help.
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