Your team members point out your non-inclusive language. How can you address this feedback effectively?

When someone brings something to your attention, no matter if it offends or even triggers you to rage, at the very minimum it is important to acknowledge the feedback given. All humans are constantly in the process of transformation and have the ability to learn and evolve. This process cannot happen if we become closed off to the idea of learning through feedback. In this situation, acknowledging the feedback is paramount to ensuring that your team members feel respected and heard, and in doing so you begin your elevation to Transforming to a better version of yourself.

I think humans naturally struggle with 'acknowledging feedback without defensiveness'. On the surface, many people seem to be 'listen actively and understand the concerns raised' yet, in my experience, resentments often simmer away. Expecting all people to be able to respond receptively to feedback is rather idealistic. Our ability to respond to feedback differs considerably and is highly influenced by our personality type and life experience. Therefore, before discussing how to acknowledge feedback, choosing how to deliver feedback should be addressed.

Acknowledge feedback but always assess its relevance. Pose a counter-question, "what inclusive communication was missing?" Understand if the feedback is objective or subjective. Language is being misinterpreted heavily in todays times and it is necessary to drive clarity and understanding with all team members

As a leader, there are two ways you can solve this. You can change your language, or you can change the team member who’s always complaining.

I listen receptively and thank them for bringing it to my attention. When I apologize, I make sure to sincerely acknowledge how my words might have affected someone. I start by expressing genuine regret for any discomfort caused and show that I understand the impact. Then, I commit to being more mindful in the future, ensuring that I communicate with greater care. I also invite continued feedback, as I’m open to learning and improving. This helps build trust and strengthens positive communication.

Non-inclusive language can convey messages that alienate or marginalize certain individuals or groups, creating an atmosphere that feels unwelcoming or even antagonistic. Moreover, the impact of language extends to the broader organizational culture. When inclusive language is prioritized, it sends a powerful message that diversity and inclusion are valued within the workplace.

First and foremost, understanding the nuances of language and its impact on different communities is crucial in fostering an environment of respect and inclusivity. Moreover, self-education empowers individuals to recognize their own language habits and the potential harm they may cause. This awareness can lead to more thoughtful communication, where individuals consciously choose words that promote inclusivity rather than inadvertently reinforcing divisions. Additionally, educating oneself about non-inclusive language can inspire advocacy. When individuals understand the significance of using inclusive language, they are more likely to challenge non-inclusive practices in their communities, workplaces, and social circles.

Attend workshops or webinars on inclusive language and diversity. Engage with diverse communities to gain firsthand perspectives on inclusive communication. Read case studies that highlight the impact of non-inclusive language in various settings. Create a reading list of books and articles focused on cultural competence and inclusive practices. Join online forums or groups dedicated to discussing inclusivity in language use.

I agree with the statement, however, 'educate yourself' is a too broad statement. I would say this consists of three main areas. First, 'educate yourself' by speaking with others - ask their opinion, get their input and ask a trusted colleague to tell you if they pick up on unprofessional things you say. Second, observe - quietly listen to the language your colleagues use. This is a very useful tactic to pick up on the nuances of the workplace and to familiarize yourself. Third, research - once you gathered your own data (through observing, listening, asking questions), then you can watch videos or read easy to digest articles on appropriate language in the workplace. If an error is made, ask for input, open the conversation and try again.

It is essential to begin by recognizing the specific words or expressions that have been identified as non-inclusive or potentially harmful. This awareness is the first step in fostering a more inclusive environment. Once you have identified these terms, take the time to research and explor more inclusive alternatives that convey the same meaning without excluding.

Every single person comes from a different background, culture, norm as well as language use. This means that some people's acceptable language might not be acceptable to others. This does not mean that people are necessarily rude or even vain. It's rather an indication that people should speak up about how the language is being interpreted. An effective strategy is to have employees submit anonymous feedback. Complemented by a one-on-one with managers, they can make sure the feedback is interpreted correctly and being heard. Another thing that is vital is not to make assumptions but rather ask. In my experience most people are not disrespectful on purpose, it is merely the case that they are unaware, and helping each other goes a long way.

To foster a culture of inclusive language within your team, start by holding regular discussions focused specifically on the impact of language use. Encourage anonymous contributions to create a safe space where everyone can share their thoughts without fear of judgment. Facilitating small group sessions can also provide opportunities for deeper conversations about inclusivity, allowing team members to explore these topics in a more intimate setting. Inviting guest speakers or experts to share insights on best practices can further enrich these discussions. Lastly, establish an ongoing feedback loop where team members can continuously suggest improvements, ensuring that your team’s communication remains inclusive and respectful.

Regular reflection on your language use is essential for maintaining inclusivity. Set reminders to review your communication practices periodically, and seek feedback from colleagues to gain diverse insights. Keeping a language journal can help track your progress, while participating in workshops focused on inclusive communication can refine your skills. Additionally, regularly review your organization’s guidelines on inclusive language to stay updated.