Why inclusive language matters – and how to get it right

In 2023, most organisations have a clear focus on why they should foster an equitable, diverse, and inclusive workspace and are committed to building an agenda that works towards achieving true diversity and inclusion amongst their workforce.

However, this doesn’t mean that we shouldn’t take our own personal responsibility for making our workplaces more inclusive. Our individual behaviours, attitudes and mindsets have a direct impact on the lives of others – and they help shape both our workplace and society.

National Inclusion Week, taking place between 25th September – 1st of October, is just one example of a key opportunity to highlight the responsibility we have as individuals to ensure we foster an inclusive environment where we work.

One aspect that we can all make a conscious effort with is the language we use. Inclusive language avoids using words or expressions that might exclude, stereotype, or offend certain groups of people based on their characteristics, such as age, race, ethnicity, disability, gender, sexual orientation, religion, or culture.?So let’s take a closer look at the importance of conscious language and the steps we can take to be more mindful and inclusive:

Why is it so important?

Using inclusive language avoids making assumptions about people and it can help to shift attitudes and behaviours. However, this doesn’t mean to say that you will get it right first time – language is shifting and ever evolving, and some of the terms that were used day-to-day just 10 years ago have already become outdated.

Education is the first step. For example, the term BAME had been used for a long time but was constantly misused by people who were actually talking about a specific ethnicity, as explained in this blog by the Women’s Equality Party. The Race Equality Caucus has replaced its use of Black, Asian and Minority Ethnic (BAME) with Global Ethnic Majority (GEM) going forward – and you should too.

However, this is just one example and there’s plenty of instances of language that is used everyday that you can look to easily tweak to be more inclusive:

• Gender neutral language:

o?? There are many different pronouns an individual can go by, but the most common gender-neutral terms are ‘they/them’. Take note of when individuals have expressed their desired pronouns in their email signatures – and make sure to address them as they’d prefer

o?? Gender assumptions can often slip into language without realising – the term ‘guys’ is a common catch all phrase that might not offend everyone, but you should adapt to a more inclusive term such as ‘everyone, folks or team’

• Referring to racial identity:

o?? Be mindful of the terms you use to refer to people’s ethnic, cultural or national identities. Ideally, the more specific the better such as Black, Asian, Indian, British etc.

• Inclusive language for those with disabilities:

o?? A person isn’t defined by their disability, or health, so take care when you are using emotive language and avoid terms such as ‘victim’ or ‘sufferer’. Instead, terms such as disabled person, person with a disability, a person with a mental health condition are much more inclusive

This list is by no means exhaustive and there’s plenty of inclusive language guides out there which are really useful for informing yourself on why these terms exist and what kind of language to avoid. It’s worth asking your own employer if they have an inclusive language guide themselves and if they don’t, why not offer to create one?

Making a conscious effort and thinking before you speak

Ensuring you are making a conscious effort to be inclusive, especially with your language, is really important – but it doesn’t mean you might not make mistakes along the way. If you are unsure about what terms to use, ask the person politely or consult a reliable source. If you make a mistake or offend someone with your language, apologise, try to correct yourself and most importantly – be mindful to avoid making that same mistake twice.

Being on point with your language is about constantly learning, so part of this is making sure you show up and are an active ally for any employee networks that might exist as part of your organisation, such as an LGBTQ+ network, a parents network or a Black network. We’ve made a conscious effort at Hays to build these communities among others – and most importantly encourage allies to join these groups in order to support, learn and educate others.

How are you educating others on inclusive language? Share your recommendations, thoughts or feedback in the comments.