These inclusive language examples allow us to learn to communicate more respectfully so that everyone sees themselves reflected in the conversation.  At Inclusity, we mindfully try to use language that avoids words or phrases that reflect stereotypes or serve to subtly exclude any individual or group of people.  You can begin to practice using more inclusive language by increasing your awareness. Inevitably, you’ll notice just how embedded biases are in the culture. Here’s some things to consider.

Terms to avoid and inclusive language examples

Avoid unintentionally centering the dominant culture or perpetuating a “them and us” mentality.
Minorities, Disadvantaged –> Underrepresented, Underserved

Set aside any assumptions about the background and preferences of others. Use neutral words related to gender, sexual orientation, and other distinguishing qualities.
Him / her –> They
You guys –> Folks, All
Husband / wife –> Spouse, Partner
Cleaning lady –> Cleaner

Focus on relevant characteristics. Is it even necessary to mention gender, race, disability, etc.?

Avoid using adjectives as nouns to label people, or labels that equate people with their condition.
The gays –> Gay men / women
Drug users –> People who use drugs
The elderly –> Older adults

Use person-first language when possible, keeping in mind that some communities (e.g. the deaf and autistic communities) value identity-first language.
Mentally ill people –>  People with mental illnesses
Disabled/handicapped person –> Person with a disability
Homeless person –> Person who is unhoused, person experiencing homelessness

Consider the historical, cultural, and religious context and implications of words and phrases.
Slaving away –> Working hard
Pow wow –> Huddle

Avoid phrases that condescend, suggest victimhood, or that reflect or project feelings and judgments about a person.
Rape victim –> Rape survivor
Afflicted by AIDS –> Living with AIDS
Handicapped –> Person with a disability

Avoid terms that reinforce stigma.
Drug addict –> Person with a substance abuse disorder
Obese–> Fat, plus size, bigger bodied

Shifting our language involves putting the person first — both in our minds and in our words. Rather than a defining category, recognize them as an individual first. Using more inclusive language requires not making assumptions about people, managing our judgements, and using more neutral words.

Unfortunately, there are many words and terms in the English language that can be insensitive (or worse) toward certain people groups. We probably aren’t aware of many of them! For instance, have you thought about these terms:

• Hold down the fort
• Low man on the totem pole
• Pow wow

We might not stop to think that they can be dismissive or derogatory to Native Americans / Indigenous people. Our language is also replete with terms that reference slavery or that reinforce the bad/good binary of black/white. Including:

• Sold down the river
• Grandfather in
• Slaving away
• Master
• Blacklist
• Blackball

Such terms can carry painful historical weight for many people. It’s worth learning and thinking about the context of certain terms and how/why we use them.

While language is powerful and can help promote a more inclusive culture, we also shouldn’t police our language to the extent that we tiptoe around sensitive topics. It’s not about shame or guilt for using a word that could be considered offensive. Mistakes happen; ask if you don’t know and apologize if you make a mistake!

Using more inclusive language is about open-mindedness and re-learning, so that you’ll be more attuned and can start to shift the words you might use. For more extensive inclusive language examples, refer to this American Psychological Association guide. And remember: Language is always evolving, and we need to keep a growth mindset about this – we’re all learning here!

The post 8 Tips and Inclusive Language Examples appeared first on Inclusity.

The beginning of the year is an excellent time to apply the spring cleaning mindset to review your organization’s policies and procedures.

The case for a closer look

Policies and procedures do more than help organizations run smoothly – they shape employees’ experience and engagement. Ways of working and systems shape how employees have access, communicate, hire, and more. Outdated or exclusive policies and procedures can actively hinder an organization’s efforts toward a fair and equitable workplace. In addition when organizations adapt to become more accessible and inclusive, they benefit from diversity of talent and perspectives, which positively affects innovation and productivity.

Examining current policies and procedures can offer key insights into the relationship between written policy and workplace climate.

Analysis helps identify opportunities to enhance internal policies or practices so that they can be as inclusive and equitable as possible.

“Cultures that lead to talent staying around don’t arise from mission statements or isolated policies” says the Harvard Business Review. “Rather, they are a function of systems where core practices align, where hiring models, pay structures, and advancement philosophies, whatever they are, reinforce one another. Employees respond to that alignment by demonstrating significantly higher levels of commitment”

Removing Barriers to Access

Because exclusionary or biased policies are the antithesis of a healthy organizational culture, accessibility and inclusion are arguably the most important things to check for when reviewing policies. It’s also important to include people with disabilities in the conversation; input by those with lived experience is the only way to improve representation of marginalized groups. Currently, the U.S. lacks representation of people with disabilities in the workforce. According to U.S. Bureau of Labor Statistics data, the unemployment rate of people with disabilities, who are able to work, is 9%, compared to 4.6% for people without a disability.

Disability covers a broad range of conditions, many of which are not always visible or obvious when interacting with someone, and in general, people’s experiences of the workplace vary widely. Chronic health conditions, post-traumatic stress disorder, dyscalculia, and sensory processing issues are just a few examples of disabilities that policy-makers may not know their colleagues or employees are living with. Leaders must consider accessibility through the lens of all types of conditions that may inhibit it.

Along with evaluating whether policies restrict access to anyone, it’s also important to consider whether policies can help empower the inclusion and participation of all employees.

Recognizing and Revising Past Practices

“Changing policy is one way to turn the page on poor cultural practices of the past”, says Inclusity’s Director of Research and Evaluation, Mitchell Campbell. “We tend to underestimate how sticky culture is: the ideals of an organization’s original leaders are often codified in written policy, which shape the culture long after they depart. Writing new policies helps to interrupt a culture’s self-reinforcement, leading to productive change.”

Frequent review and reconsideration are important as the faces of your organization change. If you hire new employees or have team members moving into new roles, it will be essential to review policies and procedures to ensure fairness and set each member of your organization up for success.

Review & Revise Inclusive Policy in the Workplace

Inclusity’s Inclusive Policy Toolkit provides users a comprehensive guide (which can be paired with live virtual consultation) to refresh and reframe the elements that make your organization what it is, or what you want it to become.

In particular, we look at processes for hiring (including position descriptions, diversity of interview panels​, etc.), promotion, development, and succession planning. We offer recommendations for creating more inclusive language and procedures, as well as an accessibility audit.

Ensuring inclusive policy in the workplace are steps in the right direction and not fleeting but are codified for years to come.

Contact us

The post Take a Look at Inclusive Policy in the Workplace appeared first on Inclusity.