How do you foster a culture of inclusivity and respect in your workplace through your language choices?

If inclusion is a mindset, then inclusive language is its manifestation in communication. Inclusive language doesn't only show respect, it also reflects valuing diversity especially in a workplace. It's a simple yet an effective tool that fosters belonging. By addressing people in the right way, not using stereotypical or gendered statements, one can enhance interpersonal relations between people and build trust.

Use language that is inclusive of all individuals, regardless of their race, ethnicity, gender identity, sexual orientation, age, ability, or other identities. Avoid using gendered or exclusionary language and opt for gender-neutral terms whenever possible. Respect individuals' chosen names, pronouns, and identities by using them consistently and correctly. Ask individuals for their preferred pronouns and use them appropriately in conversations, written communication, and introductions. Avoid making assumptions or perpetuating stereotypes based on individuals' identities or backgrounds. Recognize and challenge biases in language and behavior to create a more inclusive and respectful work environment.

As stated in the article, using inclusive language shows respect. If the goal of communication is to get your message across, the last thing you want is to alienate the people you are trying to get your message out to. It's distracting for the audience if they are stuck on the words or phrases you are using, rather than the intent of your message.

In the workplace, adopting inclusive language goes beyond just avoiding harm; it actively contributes to a culture where everyone feels valued and understood. To do this effectively, we need to continually educate ourselves on language that respects and acknowledges diverse backgrounds and experiences. It's about making the effort to use terms that are welcoming to all, and being open to learning and adapting when we make mistakes. This practice not only improves interpersonal relationships but also sets a standard of respect and inclusivity in professional settings.

Let the team know about higher level goals and drive home a big team orientation. Many teams fall apart because they believe every individual is out for themselves.

Inclusive language in the workplace, much like Lean Software Development and Scrum, prioritizes respect and collaboration. It's about recognizing individuals first, avoiding assumptions or stereotypes. As a CTO, I've seen how language shapes culture. We iterate on communication like we do on products, ensuring inclusivity. This involves using gender-neutral terms, respecting personal identity preferences, and being open to learning. It's not just about avoiding offense but actively fostering an environment where every team member feels valued and heard. This commitment enhances team cohesion and drives innovation by ensuring everyone's perspectives are considered.

Use of inclusive language needs effort, practice, and accountability. Although there is awareness, somethings are deeply embedded in us, for example the usage of gendered language. Personally, I make a list of words that I can use especially when it's a planned encounter (a speech, Townhall,interview etc)

Another way to be inclusive is to use phrases that resonate with your audience. For example, many people use sports analogies or war analogies when speaking about business or non-sports/non-war topics. That may not be ideal for your audience, especially if they are not well-versed in those phrases. (For example, "making an audible" is a reference to a last-minute decision called out in football for how to run a play. Not everyone will know that).

For cis-gendered individuals, adding your pronouns to your email signature, on Zoom/Teams, and on your LinkedIn profile is a simple way to showcase allyship to non-binary and trans coworkers, business partners, and clients. When asking about an individual’s partner, don’t make assumptions by using specific pronouns that affirm heteronormativity.

Here are 3 ways that you can use Inclusive language in the workplace 1. Use Gender-Neutral Language Instead of: "Hey guys," say: "Hi team," or "Hey everyone." Why? This means that all team members feel included, regardless of their gender identity. 2. Avoid Ableist Language Instead of: "Let's circle back to that later," say: "Let's revisit that later." Why: Some expressions reference disabilities (like "circle back" referring to a wheelchair). Using different phrases promotes understanding. 3. Be Mindful of Cultural Differences Instead of: "That's so easy," say: "I find that straightforward." Why? What seems easy to one person may not be to another, due to cultural differences. Using "I" statements shows you respect these differences.

Everything, including the use of inclusive language is a matter of practice. With the right intent and practice, one learns how to use it. Our brain likes shortcuts and it is easy for us to assume or stereotype. A good habit is to ask questions when in doubt, and not simply assume. Also, it is important to normalize the idea that learning and growth involve making mistakes. Apologise if you make a mistake.

The language we use is habitual, and just like any other habit, it takes time to adopt a new habit. Give yourself patience and grace, and if you make a mistake, apologize and be sure to try and catch yourself next time. If you aren't open to hearing what other people think about your language choices, you won't be able to integrate more inclusive language.

Using inclusive language takes practice and patience. Expect mistakes and learn from them. Like any skill, improvement takes time. Be humble – see it as a chance to grow. Remember, it's not about you – it's about creating a welcoming workspace. Here are some tips to help you avoid common pitfalls: Avoid Assumptions Ask respectfully if unsure. Be Careful with phrases Not everyone understands certain phrases or references. Avoid Stereotypes Don't use language that makes generalisations about groups of people. Be Consistent Use inclusive language consistently. Educate Yourself Stay up to date about inclusive language and best practices. If you use non-inclusive language, apologise sincerely, correct yourself, and move forward.

To avoid pitfalls in fostering inclusivity through language, it's important to practice active listening and empathy. Acknowledge diverse perspectives by seeking to understand before being understood. Cultivating a habit of asking for preferred pronouns and names shows respect and recognition of individual identities. Additionally, integrating regular training on inclusive language into workplace development plans can enlighten and equip everyone to communicate more thoughtfully. This journey is about continuous learning and openness to change, not just ticking boxes.

Educate yourself and do not dismiss the use of inclusive language. We might not realise how certain words or phrases can perpetuate stereotypes or exclude certain groups. I suggest having accountability partners for help, suggestions and monitoring progress. Practice using gender-neutral terms. I use sticky notes on desks that serve as reminders.

To cultivate inclusivity, we should continuously seek out and genuinely listen to diverse voices, ensuring everyone feels seen and heard. It’s about being open to change, adjusting our language as we learn. Sharing resources and insights helps us all grow. Regularly checking in on our language use and its impact encourages progress, aiming for specific, measurable goals to guide our improvement. This journey is about mutual respect and understanding, evolving together through open dialogue and feedback.

Even people in the same demographic group have different preferences for what they are called and their definition of inclusive language, so when in doubt, ask respectfully. That's the best way to educate yourself about an individual's preferences.

I remember attending an event last year where a CEO kept talking about how he let disabled people work in his organisation. Later he faced a lot of criticism because of his tone and choice of words. The good thing is that I haven’t till now encountered a leader who is unwilling to learn and change. As a DEI consultant, at times I don't see full commitment for. DEI initiatives but there is no resistance to learning new things.

Avoiding Colloquialisms. Some examples I've heard in the workplace include: "going off the reservation," "holding a pow-wow" and "peanut gallery". I would encourage folx to understand the history behind these terms and think about how to communicate without alienating or offending their teams.

Personally I have been working on not using "guys" and it is surprisingly hard! The first step was for me to notice when I used it (sometimes we don't even hear ourselves use words), then to correct myself and use a different word, and now I usually don't have to correct myself - I use "you all" without thinking now. But it took more time than I expected!