We all know that words matter. It’s become a very big movement lately to make sure to use politically correct language as well as inclusive language at work. inclusive language means that it is free from particular words, phrases or tones that reflect prejudiced, stereotypes or discriminatory views. Building respect and maintaining it is crucial to a healthy work environment. DEI is now at the top of the priority list for brands. Here are some guidelines for your company to solidify that it is using inclusive language.
1. Use the people-first approach. Center language on the individual rather than a group descriptor. Use neutral words related to gender, sexual orientation and other distinguishing qualities.
2. Set aside any assumptions. We all know what happens when people assume right? Don’t make us say it. For example, instead of asking where a woman’s husband is you should ask her where her spouse is.
3. Refer to theoretical person as “they.” Always use “They” instead of he or she. One may never know how a person identifies. If you’re unsure, you can always ask your team members how they identify. Also, keep in mind the use of gender terms, such as salesman. Take this term and make it ubiquitous such as salesperson or sales rep.
4. Consider historical context and implications. Think about phrases such as slaving away or cracking the whip. These are contextual to slavery. One must keep these things in mind.
We cannot stress enough how important inclusive language in the workplace is. As a brand, you want your employees to feel comfortable working for you. You want to foster a work culture that includes everyone in order to maintain a high level of respect between employees and managers. Not only is it just right, it will make your employees want to be there and work hard for you. They’ll believe in your mission and help you grow.
