Diverse companies are better able to attract and retain top talent by being more people focused

As a People & Culture Business Partner, one of my objectives is to help to create a more inclusive workforce. Challenges presented during recruitment, through company communication, training, and one to one's with leaders, all present opportunities to help to create a more inclusive narrative.

I recently read the Inclusive Language report, created by Oxfam and it struck me that people may not be aware about why this is important.

Below, I share my take on Inclusive Language, why it is important to use in the workplace, and how through minor tweaks, we can all be more mindful of accommodating others.

So, why should we use it?

There are lots of benefits to increasing diversity in the workplace. In order for a business to be successful it requires many people from many different disciplines.?

Put simply, diverse companies are better able to attract and retain top talent by being more people focused.

Once a diverse and inclusive workplace is established, the company will benefit from different ideas and perspectives, challenging and sparring with the creation of innovative solutions to problems. Employees learn from one another, so their skills are continually developing.

But, how do you create an inclusive workplace, with people that quite literally speak different languages, of different ages, races, ethnicities, abilities, disabilities, genders, religions, cultures and sexual orientations?

Inclusive Language is a fabulous place to start!

What is Inclusive Language?

Workhuman defines Inclusive Language as "Language that acknowledges diversity, conveys respect to all people, is sensitive to differences, and promotes equal opportunities.”

They further state that "Inclusive language communicates with people in a way that is respectful and brings everyone into the conversation."

The United Nations writes, "given the key role of language in shaping cultural and social attitudes, using inclusive language is a powerful way to promote equality and eradicate bias."

I would define Inclusive Language as a tone and tune that not only recognises differences, but that is made with consideration, empathy and understanding of others.

In summary

The UN states that Inclusive Language will help to reduce bias and shape culture, whilst Workhuman states that by using Inclusive Language, we show respect and enable others to join the conversation. So far, so good.

Why is inclusive language important in the workplace?

Making everyone feel seen, understood, and valued requires the use of inclusive language. By using Inclusive Language, you help to create a culture of psychological safety and respect, by making a language choice that includes a diverse range of people and groups.

According to 美国哈佛商学院 professor, Amy Edmondson, psychological safety is defined as “a shared belief that I can bring my full self to work, that I will not be humiliated or made to feel less good about myself if I speak up with ideas, with questions, with concerns, and yes, even with mistakes.”

Benefits of inclusive language in the workplace

Promoting and using inclusive language in day-to-day communication sends a powerful message, it:

The goal of forward-thinking workplaces should always be about how to help their employees learn, grow, and develop. And when they do, the results are substantial and far reaching. That being said, the benefits of using inclusive language in the workplace are manifold:

• Contributes to a sense of belonging, as people from a wide range of backgrounds feel welcomed, valued, and empowered to bring their full selves to work.
• According to?Deloitte’s Human Capital Trends?research, fostering a sense of belonging is a priority for 79% of organizations, who agreed that the value of belonging was important to their organization’s success in the next 12–18 months.
• According to a?2021 poll?involving over 11,000 employees, the number one driving factor to retain staff is by fostering a deep and strong sense of belonging to the company.?When they feel like they're truly included, they would then perceive that the company cares for them as individuals (their authentic selves), without fear of different treatment or punishment.

In summary

Organizations and employees are prioritizing a sense of belonging, and to achieve results, employees must feel empowered, valued and able to speak up.

So, what do you want from me?

To harbor a culture that acknowledges, accommodates and welcomes others (a more inclusive culture) you have to be willing to acknowledge your own potential bias, misgivings or gaps in knowledge.

Very rarely do we seek to harm others with our words, but on occasion we may unknowingly say something that is uninformed, discriminatory or that has been used historically to oppress certain people or groups.

In summary

We all have a responsibility to find out what we don't know. Research, read, listen, watch videos about the subject, there is an abundance of material out there. Learn and grow - together we can bring about change, but only if we start by making informed decisions about the language we use.

"At the very least, we must ensure that our language does not imply concepts that are patronizing or reinforce stereotypes about the people we work with. At best, we can use language to actively challenge structures that marginalize people or groups in order to support them to exercise their rights". Oxfam

To read the full Inclusive Language report published by Oxfam , click here: Inclusive Language Guide - Oxfam Policy & Practice