The term “inclusive” has become more and more prevalent, with terms such as “inclusive education”, “inclusive workplace”, “inclusive language”, and so on being used more commonly in conversation. What exactly does “inclusive language” mean, and how is it relevant to work?
In this article, we explore what inclusive language is, its importance in the workplace, the benefits of using it, and examples of its use.
What is inclusive language?
According to the Diversity Council Australia, inclusive language is a style of communication that is respectful, accurate and relevant to all. It involves being culturally appropriate, acknowledging diversity and being sensitive to differences. Inclusive language avoids using words, phrases or expressions that discriminate against a particular group or individual based on gender, race, age, disability, religion, or other characteristics and preferences. The use of inclusive language promotes equal opportunities and respect for all.
Why is inclusive language important in the workplace?
The use of inclusive language in the workplace is important for several reasons. How we choose to speak and communicate with one another can have a lasting effect and influence a workplace’s culture. By incorporating inclusive language in your workplace, you are contributing to the following:
- Fostering diversity and inclusive
- Reinforcing everyone’s value and right to be treated equally
- Reducing stereotypes, bias, and anti-social behaviour
- Reducing unintentional, discriminatory comments or behaviour
- Boosting morale and productivity
- Improving team dynamics and the ability to work together
- And lastly, ensuring your compliance with legal requirements
How to implement inclusive language in the workplace
Inclusive language can easily be incorporated into your day-to-day workplace communication. Some ways to implement inclusive language include:
- Avoiding the use of gender-specific language
- Avoiding age-related stereotypes
- Avoiding ableist (discrimination, prejudice, or bias against individuals with disabilities) language and acknowledging different abilities
- Avoiding racial or ethnic stereotypes
- Avoiding religious or spiritual-based assumptions
- Avoid making assumptions based on someone’s cultural background
- Avoid making assumptions about someone’s sexuality
- Treating everyone with the same respect and understanding
- Being open to feedback and constructive criticism
- Providing your staff with training or access to resources
- Reviewing any company-wide written documents, as well as speaking notes for virtual events and in-person events
- Leading by example and practicing the above
Examples of inclusive language vs. exclusive language
There is a clear distinction between inclusive language and exclusive language, where inclusive language encourages the inclusion of all people, exclusive language can often have direct or indirect implications of discrimination against a particular group or individual. Here are examples of inclusive language versus exclusive language in a workplace setting:
- Inclusive: “Hello everyone”
Exclusive: “Hello ladies and gentlemen” - Inclusive: “What’s your partner’s name?”
Exclusive: “What’s your girlfriend/boyfriend/wife/husband’s name?” - Inclusive: “Experienced team members” and “Entry-level team members”
Exclusive: “Senior team members” and “Young team members” - Inclusive: “If you’re comfortable sharing, can you please tell me more about your background or heritage?”
Exclusive: “Where are you really from?” - Inclusive: “I love trying out different cuisines, [specific cuisine] is one of my favourites!”
Exclusive: “[Specific race] make the best food!”
When talking to someone about their background, it’s best to avoid identifying or describing people based on race in tokenising or reductive ways. If you’re ever unsure, ask yourself whether the same question can apply to anyone and whether it’s actually relevant to the conversation you’re contributing to.
How WISE promotes the use of inclusive language in the workplace
At WISE, we recognise and understand that everyone has differing preferences, requirements and beliefs. To ensure our staff and customers feel respected and valued at all times, we prioritise using inclusive language in various ways to create a welcoming environment for our staff, job seekers, stakeholders, and visitors.
We collaborate with employers and organisations to provide disability education, disability awareness training, mental health education, and information on cultural requirements and other workplace adjustments. In addition to this, we also run several employment programs, such as Rainbow WISE for the LGBTQIA+ community, where members within these communities run the program to promote awareness and improved understanding and inclusion.
Find out more about how WISE’s employment services are accessible and inclusive.
WISE Employment is also proud to be listed as one of the DCA’s Inclusive Employers of 2022-2023.