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The Power of Words: Why Inclusive Language Matters in Building a Welcoming Culture

17^th July 2024 by Mark Holt

Inclusive language is a powerful tool for fostering an inclusive workplace culture that values and respects diversity. It involves using words and phrases that are non-discriminatory, respectful of differences, and make everyone feel valued and welcome.

The use of inclusive language is particularly important in the UK, where a diverse range of people from various backgrounds, identities, and experiences come together in the workplace. By embracing inclusive language, businesses can promote a sense of belonging, encourage open communication, and enhance productivity by ensuring that all employees feel safe, respected, and able to participate fully.

So, what does this look like in practice? Let's delve into the practical aspects of inclusive language, including the use of gender-neutral terms, avoiding stereotypes, and respecting cultural differences to ensure your business embraces a truly inclusive culture.

The Significance of Inclusive Language

Inclusive language is about ensuring that everyone feels included and respected in the way we communicate. It goes beyond simply avoiding offensive language; it actively promotes a positive and welcoming environment. According to a study by the CIPD, 1 in 5 employees have experienced discrimination at work, with language being a significant contributor to this issue

Research has shown that using inclusive language has a significant impact on individuals' psychological safety and sense of belonging. A study by the University of Essex, in collaboration with inclusivity consultancy, The Clear View Project, found that employees who felt their organization used inclusive language were more likely to:

Feel a sense of belonging (87%)
Feel comfortable speaking up at work (76%)
Be proud to work for their organization (71%)

Additionally, the research highlighted that inclusive language was particularly important for those with disabilities, with 92% of respondents feeling more included when their organization used inclusive language.

The Impact of Exclusive or Offensive Language

Exclusive or offensive language can have a detrimental effect on individuals and teams, creating a barrier to participation and engagement. It can perpetuate stereotypes, reinforce power imbalances, and contribute to a culture where certain groups feel marginalized or excluded.

Examples in Context

The "BAME" Controversy: The UK media industry faced a backlash in 2018 for using the term BAME (Black, Asian and Minority Ethnic) as a catch-all phrase. What was intended to be an inclusive abbreviation, ended up causing division due to its generalising and excluding nature. This example highlights how language that seems inclusive on the surface can still fall short and cause harm by not respecting individual differences.
Gender Exclusive Language: Sexist language in the workplace has long been an issue for women in male-dominated industries. Terms like "guys" to refer generally to mixed-gender groups, or using "girl" instead of "woman", can marginalise female employees and create a boys' club atmosphere that alienates talented staff. Financial services have recently been investigated and were found to act like an 'old boys club'
Racial Stereotypes: Referring to people using racial slurs or stereotypes, even jokingly, can be highly offensive and contribute to a hostile environment for those of that racial background. These can seem minor (see our article on microaggressions).
Cultural Insensitivity: Making assumptions about an individual's culture or background and using it as a basis for humor or jest can be insensitive and disrespectful. For example, assuming all individuals of East Asian descent are experts in martial arts reinforces a harmful stereotype.

This is another reason why it's so important that Divrsity constantly tracks the evolution of language. You can see our latest questions.

The Science Behind the Impact

The use of exclusive or offensive language triggers emotional and cognitive responses in individuals. Neuroimaging studies have shown that when individuals encounter discriminatory language, there is increased activity in brain regions associated with negative emotions and social cognition.

Specifically, research by Dr. Katie A. MacLeay and colleagues (2019) found that discriminatory language activates the amygdala, a region involved in processing fear and negative emotions, as well as the superior temporal sulcus, which is linked to social cognition and understanding the intentions of others.

This neural response demonstrates the impact of exclusive language on individuals' emotional state and their interpretation of social cues, potentially leading to feelings of exclusion, anxiety, or even trauma.

Practical Tips for Creating and Using Inclusive Language

Implementing inclusive language starts with awareness and a commitment to creating a welcoming environment. Here are some practical tips to help foster inclusive communication:

1. Embrace Gender-Neutral Language

Use gender-neutral pronouns such as 'they' when the gender of the individual is unknown or when referring to a single person.
Avoid gendered job titles where possible.
Be mindful of defaulting to male terms when using generic examples; vary your language to include female and non-binary references.

2. Avoid Racial or Ethnic Stereotypes

Steer clear of racial slurs and offensive terms, even if you hear them used casually by others.
Do not make assumptions about an individual's background or experiences based on their race or ethnicity. For example, assuming all Black individuals are interested in soul music reinforces a stereotypes.
Be cautious when using humor related to race or ethnicity; it can quickly become offensive and contribute to a hostile environment.

3. Respect Cultural Differences

Educate yourself about different cultural practices and beliefs, and avoid making assumptions. For instance, not all individuals observe religious dietary restrictions, so don't assume someone is 'not a true Muslim' if they consume pork.
Be mindful of cultural appropriate dress codes and communication styles. For example, business attire in the UK may differ from other countries, so be aware of expectations when working with international teams.
Avoid Racial or Ethnic Generalisations: Never assume that someone's race or ethnicity equates to their culture, language proficiency, food preferences, or customs. For example, assuming that all Chinese employees will observe and celebrate the Lunar New Year excludes those who do not follow this custom. Likewise, don't expect all Caucasian staff members to be culturally 'Western'.

4. Avoid Ablist Language

Do not use terms like 'crazy' or 'retarded' as they contribute to ableism and reinforce negative stereotypes about individuals with disabilities.
Ensure accessibility in your language by providing alternative phrasing for individuals who may process information differently. For example, offering a text-based alternative to a purely visual explanation.

Tools and Resources for Inclusive Language

The BBC's style guide offers comprehensive advice on inclusive language, including guidance on gender-neutral language, avoiding stereotypes, and respecting cultural differences.
The Guardian's style guide also provides valuable insights into inclusive writing, with a strong focus on avoiding discrimination and promoting equal representation.
Divrsity can help to identify problems which arise from employees not using inclusive language: it offers tools to help organizations assess their current language and inclusion practices through anonymous surveys.

Conclusion

Inclusive language is a cornerstone of creating a diverse and welcoming workplace in the UK. By understanding the impact of exclusive or offensive language and embracing practical tips for inclusive communication, businesses can foster an environment where everyone feels valued and respected.