If we don’t intentionally include, we unintentionally exclude. The power of diversity thrives in a culture of inclusion.”
— Corey L. Jamison and Frederick A. Miller, The Linkage Leader: 7 Actions for Creating an Inclusive Organization
Language is a uniquely human attribute. It is a medium through which we express our thoughts, opinions, feelings, perspectives, experiences and points of view. When used consciously, choicefully and purposefully with self-awareness and intentionality it is termed as Inclusive Language.
Inclusive Language includes all people irrespective of diversity. It knits people together. Warm, accepting and respectful, Inclusive Language values people for who they are (Intrinsic worth).
For example,
My colleague is a person who uses a wheelchair.
This is an exemplary instance of inclusive language that is sensitive and respectful of a person with a disability. By positioning the person first over the disability, it accords dignity, choice, respect and equality to the person, whose disability is certainly not their identity. Equally importantly, it values the agency and autonomy of the person who uses the wheelchair. Inclusive language is people-centric, bias-free and values and respects people unconditionally.
Let’s look at another example.
Nethra Pawar, an MBA graduate, has seven years of work experience in the corporate world. After a three-year career break, she is now looking for a suitable career reentry opportunity. During the interview, she faced the following barrage of seemingly ‘harmless’ questions:
- “Your qualifications are fine, but this is a fast-paced high adrenalin environment. Do you have the drive, aggression and achievement orientation to beat demanding deadlines?”
- “Will you be able to man the office efficiently?”
- “Do you have the world class expertise, razor sharp analytical skills and logical precision to succeed?”
Not surprisingly, Nethra did not feel confident that she was the right person for the job. Despite clearing the interview, she turned down the offer.
Language is strongly gender coded. In the above instance, words such as drive, aggression, achievement orientation, high adrenalin environment, man (the office) beat demanding deadlines, razor sharp analytical skills, logical precision and world class expertise have strong masculine connotations and imply that women lack them. It is based on gender stereotypes of masculinity and is biased, sexist and discriminatory. Naturally, Nethra felt excluded.
Words impact women and men differently at the workplace. A study has revealed the following disconcerting findings:
- One in four women would be discouraged from working anywhere that is described as ‘demanding.’
- If the word ‘aggressive’ was used in a job description, 44 percent women would be discouraged from applying for the post (vis a vis 33 percent men).
In another study that underscored the business case for inclusive language, underrepresented groups are more likely to consider or buy a product after “seeing an ad they think is diverse or inclusive.”
For instance,
- 85 percent Latinx and LGBT+ consumers
- 79 percent Asian/Pacific Islanders and
- 77 percent Millennials
Are more likely to make a purchase decision after seeing advertisements that used inclusive language and imagery.
Exclusive Language thus uses words, phrases and stereotypes (benign and negative) excludes and discriminates specific groups of people based on their perceived differences. Exclusive language thus excludes some people. It makes those who are excluded feel rejected, belittled, trivialized, minimized or ignored based on bias, stereotypes, prejudice and sweeping overgeneralizations.
The contemporary workplace is a space where people of several diversity strands (age, gender, disability, gender identity, sexual orientation, neurodiversity, religion, socio economic status, race, ethnicity and colour) converge. Using Inclusive language is a powerful way to underscore our commitment to Diversity Equity and Inclusion (DEI) and nurture a sense of belongingness.
Using inclusive language is an art and craft. It requires a willingness to unlearn, relearn and being watchful and mindful of our own non conscious or implicit biases. It is a journey and work in progress. Championing the use of inclusive language is transformative both individually and collectively. It enhances our sensitivity and sensibility and enables us to communicate with authenticity and respond with empathy and compassion to differences and diversity.
Championing the use of inclusive language is everybody’s business. Conversations matter…every voice natters…in creating a culture of inclusion at the workplace.
Every Friday, watch this space to read Dr. Nandini Murali discuss different facets of a topic in a four-part series over a month. Offering a 360-degree view, she takes readers into the different dimensions through anecdotes, backing them with data.
