When creating an inclusive workplace, inclusive language principles play a pivotal role in making employees feel respected and valued. Using inclusive language means carefully selecting words and phrases that avoid bias, stereotypes, or discrimination based on gender, race, disability, sexuality, or social status. The words we choose in professional settings shape workplace culture and can either promote inclusivity or reinforce exclusion.
Think about the small things we say every day. When someone starts a meeting with, “Alright, guys, let’s get started,” they may not realise that this gendered language subtly excludes others. A better option? “Alright, everyone, let’s start.” It is a simple shift but one that sets a tone of inclusion and respect. It is all about understanding that language does more than just convey business memos and messages.
Let’s explore how making a few linguistic adjustments can foster a more inclusive environment.
Inclusive language principles: Addressing harmful ableist language
Phrases like “falling on deaf ears” and “turning a blind eye” are commonly used. However, for people with disabilities, they can feel like micro-assaults. Associating deafness with willful ignorance or blindness with neglect, even unconsciously, reinforces negative stereotypes. Instead, consider saying “unaware” or “ignoring the issue” to make your point without dragging disability into it. Even phrases like “blind review” compare blindness with ignorance. As much as we all like to believe we are mindful of our language, chances are we have thrown around these linguistic micro-aggressions without even realising it.
Avoid using words that refer to disabilities in ways that back up ableist stereotypes or assumptions. Take the phrase “wheelchair-bound“, which suggests that a wheelchair is a form of confinement, like a restraint for the user. In reality, a wheelchair is a tool of mobility and freedom. Using “wheelchair user” is both more accurate and avoids the ableist assumption that the wheelchair is something negative or restrictive.
See, such simple changes in the language you use daily can avoid perpetuating negative ideas about disabilities.
Stop making casual mental health buzzwords.
Terms like “bipolar,” “PTSD,” “OCD,” and “ADHD” refer to real mental health diagnoses that affect many. When people casually use these words to describe everyday behaviours, they diminish the seriousness of these conditions and the experiences of those who live with them. Additionally, derogatory terms such as “schizo,” “paranoid,” “psycho,” “crazy,” or “insane” carry harmful implications.
A phrase people often toss around these days is, “I’m so OCD.” Unless you genuinely have the diagnosis, it is best to avoid saying it. Obsessive-Compulsive Disorder (OCD) involves much more than simply washing your hands frequently or keeping your desk tidy. It often causes severe anxiety and intrusive thoughts that can disrupt daily life. When people casually misuse the term, they downplay the struggles faced by those who genuinely live with this condition.
Inclusive language principles: Use proper gender pronouns.
We use pronouns every day without thinking much about them. However, many people now prefer pronouns other than “he” or “she,” and this number continues to rise. Many also choose pronouns that do not fit within the traditional gender binary. Therefore, for any organisation aiming to create an inclusive workplace, it is essential to understand and respect a person’s chosen pronouns.
The final thoughts on inclusive language principles in the workplace
Besides communication accessibility, the language we choose holds immense power in shaping our workplace culture. Small changes in your vocabulary, like avoiding ableist phrases, not using mental health terms casually, and respecting diverse pronouns, can make a big difference. Prioritising inclusive language helps ensure that all employees feel they belong. It, in turn, creates a supportive workplace for everyone.
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we define broadly to include media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
