Conscious use of inclusive language is a process; a journey. It requires sustained practice, commitment, active listening, willingness to learn and unlearn and being flexible and receptive to feedback (e.g., not responding defensively if someone recommends modifying our word choice or phrasing in a given situation).
For most of us, word-choice is often habitual and a default response. It is so knee jerk, with most of us (unless we happen to be writers or communications professionals!) not even pausing to weigh our word choices and consider is implications—implicit or otherwise.
Another aspect of building one’s inclusive language capability is being open to acknowledging and correcting our use of language. It takes curiosity, patience and commitment to listen to others, ask questions, and explore and understand the historical context of words and phrases. These are important steps in increasing our comfort and ease with using more inclusive language.
Here are 13 guidelines for Inclusive language:
- Awareness of diversity: Be aware of and sensitive to diversity issues and ensure that you embed this awareness to make your interactions truly inclusive.
- Words matter. Terms and expressions not only allow people or groups to feel excluded, but they can also convey or embed stereotypes, expectations or limitations.
- Language changes. All language changes to reflect the values of society. As language changes, so do the norms that deem what is socially and grammatically acceptable.
- Mindset matters. Cultivate a mindset that is curious, open, alive and empathetic . Most language has evolved to reflect the values and norms of the mainstream or dominant culture. Hence if a person is a member of that culture, they have had the privilege to feel included the majority of the time. That, however, is not the case for everyone.
- Use inclusive terms. Try to make your language and your message as inclusive as possible. For example, when speaking or writing, make sure your communication relates to all your listeners/speakers and uses gender-inclusive, People First
- Avoid use of generalizations or stereotypes. Irrespective of your audience, be cautious about making sweeping statements about any social group. Avoid making personal assumptions based on gender, culture, ancestry, age and other categories.
- Avoid use of prejudiced language. Invest time and effort to become aware of sensitive use of language . Sidestep words, phrases, or perspectives that may offend your listeners. Be an audience-centred, inclusive speaker who is careful and mindful about prejudiced language or remarks and has banned them forever!
- Self-reflection. Bring self-awareness to your communication. Think about your intentions and implications of using a phrase. Be aware of its historical/cultural origins and connotations and whether there is a more inclusive way to state what you are trying to say.
- Use People First Language that centres on the individual rather than their descriptor(s).
For example, using “people/persons with disabilities,” rather than “disabled people.” - Set aside any assumptions about the background and preferences of others; use gender inclusive words related to gender, sexual orientation, and other distinguishing qualities.
For example, saying, “You all” or “Team” rather than “You guys,” or “Spouse or partner” rather than “husband” or “wife.” - Context matters. Consider the historical context and implications of words and phrases. It can be an eyeopener to learn the origins of seemingly neutral idioms are based on oppression or cultural insensitivity.
For example, the N word is considered a racial slur and has connotations of the oppressions of Anglo-European colonialism. It is a profoundly hurtful racial slur meant to stigmatise people of African descent. It has also been used to demean members of other dark-skinned people of various racial and ethnic groups. - Listen to others when they share words or phrases they find harmful.
For example, at an organization, colleagues who identified as gay, lesbian or trans were asked to share words and phrases they find harmful or non-inclusive. - Champion use of inclusive language: If someone uses inappropriate language in your presence, call it out gently, but firmly. However, use tour discretion regrading when and how to call out. This is particularly true when confronting people in positions of authority. Suggest suitable alternatives and point out why it is unacceptable.
Every Friday, watch this space to read Dr. Nandini Murali discuss different facets of a topic in series over a month. Offering a 360-degree view, she takes readers into the different dimensions through anecdotes, backing them with data.
