Why Is Inclusive Language Important in the Workplace and Beyond

Using inclusive language in the workplace is crucial for creating a welcoming environment where everyone feels valued and respected. It's not just a moral imperative, but also a business necessity.

Research has shown that employees who feel included in the workplace are more likely to be engaged, productive, and committed to the organization. In fact, a study found that inclusive workplaces see a 50% increase in employee retention.

Inclusive language helps to break down barriers and challenge stereotypes, which is especially important for marginalized communities. By using language that is respectful and considerate, we can create a more inclusive culture that values diversity.

Inclusive language is not just about avoiding offense, but also about being mindful of the language we use and its impact on others.

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Inclusive language matters because it has the power to shape our views and trigger certain images in our mind's eye. Words can lead us in the wrong direction, and unfortunately, our language still contains many stereotypes from the past.

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Science has found that language can transport old stereotypes, such as slavery being acceptable, women not belonging in public spaces, and people with physical disabilities being insulted. This is a big difference from today's world, where we want to communicate in a way that speaks to and engages people from diverse backgrounds.

Using inclusive language is not just a matter of being polite; it's a matter of economic performance, as diverse and inclusive businesses lead to more innovation and higher economic performance. In fact, ignoring language in internal communications can lead to lost employees' loyalty and even lawsuits in some countries.

Gender-neutral language is a key part of inclusive language, as it ensures that every individual feels included and acknowledged, regardless of their gender identity. Using gender-neutral language demonstrates respect for an individual's self-identified gender, avoids assumptions, and creates a warm and welcoming environment.

Here are some examples of gender-neutral language:

Promoting inclusivity is an ongoing effort, requiring continuous effort and commitment from every level of the organization. By fostering a culture of respect, using gender-neutral language, diversifying the workplace, providing training, and establishing ERGs, businesses can create a stronger, more unified team.

Using inclusive language at work can create a sense of belonging, which is essential for a positive work culture. This, combined with diversity, leads to a more innovative and better-performing workplace.

Inclusive language helps employees feel comfortable being themselves, which is demonstrated in the Victorian Government's LGBTIQ+ Inclusive Language Guide. This guide shows that inclusive language fosters inclusion of people of different gender identities, including LGBTIQ+ individuals.

Using inclusive language can also encourage employees to work harder. According to Achievers, "Diversity and Inclusion in the Workplace: Benefits and Challenges", when employees feel a sense of belonging at work and feel positively connected to it, they are more likely to work harder and produce higher quality work.

Inclusive language has a direct impact on company performance. Research by Gartner shows that teams that were inclusive and diverse performed up to 30 per cent better than their non-inclusive counterparts.

Here are some examples of how inclusive language can benefit your workplace:

Inclusive language is key to creating a welcoming and respectful workplace culture. Using inclusive language helps to eliminate microaggressions, which are casual, inadvertent insults that can contribute to a sense of inequality.

In a diverse workplace, it's essential to avoid phrases that have discriminatory origins, such as "off the reservation", "cakewalk", "grandfathered in", and "Eenie, meenie, miney, mo" which have racist roots.

Inclusive language promotes a sense of belonging and creates a positive work culture. This, combined with diversity, leads to a more innovative and better-performing workplace.

To incorporate inclusive language at work, HR managers, leaders, and employees must all do their part. This includes using gender-neutral language, such as using "they/them/their" pronouns instead of "he/him/his" or "she/her/hers."

Here are some examples of inclusive language:

Inclusive language is not a one-size-fits-all approach; it requires continuous effort and commitment from every level of the organization. By fostering a culture of respect, using gender-neutral language, and promoting diversity, businesses can create a stronger, more unified team.

Here are some resources that demonstrate the benefits of inclusive language:

Inclusive language helps employees feel comfortable being themselves, fosters inclusion of people of different gender identities, and encourages employees to work harder. It also helps to create a sense of belonging, which is essential for a positive work culture.

By promoting inclusive language, businesses can create a more innovative and better-performing workplace.

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Using inclusive language can be challenging, especially when we're not sure how to phrase things correctly. One of the main challenges is avoiding language that's hurtful or alienating to certain groups.

For example, using the term "manpower" can be exclusionary to women, as it implies that only men are capable of doing physical labor. Similarly, using the term "mankind" can be exclusionary to non-binary individuals.

However, there are many alternatives to inclusive language that can make a big difference. For instance, using the term "human resources" instead of "manpower" can be a more inclusive way to refer to a company's employees.

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Using inclusive language is crucial in our conversations, and it's surprising how often we use phrases that can be hurtful or dismissive. "You guys" is a common expression, especially in the Northeast, but it's better to use "all", "everyone", "you all", "y'all", "friends", or "team" instead.

Referring to someone as "normal" is never appropriate, as it implies that others are somehow abnormal or deficient. This phrase can be especially damaging when discussing mental health or disabilities.

Exaggeration can create situations where real conditions are trivialized. Using words like "addicting" minimizes people's real experience with addiction, so it's better to use "delicious", "yummy", or "tasty" instead.

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Exclusive language can be a barrier to creating an inclusive workplace. It's often unintentional, but can still have a negative impact on employees.

Using slang terms to refer to Aboriginal and Torres Strait Islander people is an example of exclusive language. It disregards their cultural beliefs and can be hurtful.

Referring to facilities as "mother's facilities" is another example of unnecessary gender references. This kind of language can make people feel excluded.

Putting undue emphasis on someone's race is also exclusive language. It can make people feel like they're being judged based on their identity.

The way we talk about people with disabilities is also important. Using emotive language, like saying someone "suffers" from a disability, can be hurtful and exclusive.

Here are some examples of exclusive language to watch out for:

Respect is the cornerstone of fostering an inclusive workplace. It's essential to ensure that every member of your organization treats one another with decency and dignity, regardless of their backgrounds or identities.

Organizational leaders play a pivotal role in exemplifying the value they place on diverse perspectives, creating an environment where everyone feels at ease expressing their values and opinions.

Emphasizing open communication is crucial in building trust and fostering a culture of respect. A zero-tolerance policy towards any form of discrimination or harassment is also vital.

Respect serves as the foundation for all your inclusive workplace strategies and initiatives, but it's only the beginning of the journey.

Here are some ways to cultivate respect in the workplace:

By following these practices, you can create a workplace culture that values respect, inclusivity, and diversity.

Promoting inclusivity is an ongoing effort that requires continuous commitment from every level of an organization. This means that it's not a one-time task, but rather a continuous process that needs to be maintained.

Fostering a culture of respect is key to promoting inclusivity. By doing so, businesses can create a stronger, more unified team.

Using gender-neutral language is an important part of this process. It's a small change that can make a big difference in how people feel included and valued.

Diversifying the workplace is also crucial for promoting inclusivity. This means making a conscious effort to hire people from diverse backgrounds and creating a work environment that is welcoming to everyone.

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Providing training is another important step in promoting inclusivity. This can help employees understand and appreciate the importance of inclusivity and how to create an inclusive work environment.

Establishing Employee Resource Groups (ERGs) can also help promote inclusivity. ERGs provide a sense of community and support for employees who share similar characteristics or experiences.

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