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In a casual conversation, two colleagues discuss an upcoming meeting when one mentions an “all hands” meeting. The other quickly points out, “We’re not saying that anymore.” Frustrated by yet another phrase added to the growing list of “off limit” terms, the first colleague struggles to listen to the explanation. However, with a moment of reflection, the message is rephrased, clarity is achieved, and they move on. This scenario highlights the importance of de-escalation and meeting in the middle when addressing the complexities of inclusive language in the workplace.
As workplaces continue to evolve, so too does the language we use. Inclusive language in the workplace is more than just a set of guidelines. It’s a commitment to creating an environment where everyone feels respected and valued. In this context, they flagged the term “all hands” for its lack of inclusivity. Which sparks a necessary conversation about the power of words in shaping our interactions.
Inclusion efforts have transformed the way we communicate, introducing gender-neutral pronouns. Meaning, replacing terms like ‘chairman’ with ‘chairperson,’ and ensuring that social media and internal communications reflect a diverse range of identities. This shift encompasses a broad spectrum of considerations, from gender identity to cultural representation. For example, inclusive language encourages the use of terms like Black or African American, Asian, Latino or Latinx, and Native American or American Indian. While respecting the preferences of the communities these terms describe.
Moreover, the adoption of people-first language—such as saying “person with a disability” rather than “disabled person”—reflects a broader effort to prioritize the individual over the condition. This approach, however, is balanced with respect for identity-first language. Which is preferred by certain communities like the deaf or autistic communities. They may favor phrases like “deaf person” or “autistic person.”
Using inclusive language in the workplace is essential for creating a culture that honors and respects everyone. This includes cisgender, transgender, intersex, and non-binary individuals, as well as the broader LGBTQIA community. In a workplace that is as diverse as America itself, where employees come from various ethnic backgrounds and speak different first languages, such as Spanish, the importance of inclusive language cannot be overstated.
Beyond casual conversations, being mindful of inclusive language extends to all areas of the workplace. Ranging from job descriptions to team meetings. It’s not just about avoiding derogatory terms; it’s about making intentional choices that reflect an understanding and appreciation of every employee, regardless of age, mental health, socioeconomic status, or any other characteristic. Inclusive language is a key component of DEI (Diversity, Equity, and Inclusion) initiatives. While there may be a learning curve, the goal is to ensure that everyone feels valued and respected.
As we continue to embrace inclusive language in the workplace, it’s important to remember that this journey is about more than just words. It’s about fostering a culture of belonging where every employee feels seen, heard, and respected. By being mindful of our language and open to learning, we can all contribute to a more inclusive and supportive work environment.
