We all communicate with everyone based on our acquired or ingrained philosophies and worldviews. Nonetheless, in a diverse organisational setting, we must tap into our capacity for empathy and be mindful of our language. Vocabulary that may seem innocent to some may be abhorrent and isolating to others. 

From personal experience, I can say any institution can leverage all the advantages of its diverse crew with an inclusive environment that encourages people to bring their knowledge, experience, opinions, and mindsets to the workplace. 

What is inclusive communication?

Inclusive communication uses words or terms that avoid vernacular, biases, expressions, and slang that discriminate against people or groups based on age, race, gender, socioeconomic status, and ability. 

Inclusive communication is not just restricted to daily dialogues but also amplifies the message to more people, making a blog post, job description, or website copy more accessible than before.

Principles of inclusive language

People first: We are more than our descriptors

Use people-centric language that reflects people’s individuality and doesn’t stereotype somebody based on their association or identity with a group or culture. 

Mentioning of personal attributes or characteristics like gender, sexual orientation, religion, racial group, or ability should be context and relevancy based.

Example: Instead of “It’s not that black and white”, use “It’s not that clear.” 

Medical conditions and ability terms: Recognise and be sensitive toward 

“Obsessive Compulsive Disorder (OCD)”, “Bipolar,” “PTSD,” and “ADHD” are real-world mental health issues. Spreading ableist language (Ableism is discrimination or social prejudice against people with disabilities based on the belief that common abilities are superior) or using such words interchangeably describing day-to-day behaviours undermines the impact of someone’s experiences with a mental disorder. 

Example: Avoid using derogatory terms relatable to mental health issues, like “crazy.” Instead, use “outrageous” or “unheard of.”

Universal phrases: Results in transparent communication

Acronyms, idioms, jargon, and even colloquial expressions or metaphors specific to just one culture or class have become part of most companies’ vocabulary. These can be alienating and impede effective communication for new joiners, candidates, or global teams. 

Example: Working majorly with startups that need quick results, I often use the term “Low hanging fruit”.  Instead, I am consciously practising using “executing easy things that can help make progress toward an objective.”

Gender-neutral language: The most obvious, but is it? 

Let’s take a step back first, Sex and gender are dissimilar. Sex is given at birth, while gender is how an individual identifies. Gender is a broad spectrum.

Now, the most basic way to avoid gendered language in English is by employing gender-neutral phrases when addressing groups of people, their professional titles or when talking about family members to prevent heteronormative language.

Also Read: Why we cannot talk of diversity without inclusion

Example: Instead of “a woman entrepreneur,” use “a woman who is an entrepreneur” or replace “Husband/wife” with “spouse” and Good Morning, Everyone/team/people!” instead of “Good Morning Ladies and Gentlemen!”. When unsure, you can always be respectful, introduce yourself and the pronouns you are comfortable with, and ask the same to make whoever you are communicating with feel welcome.

Not sure? Ask around

Inclusive language is subtle. The nuances can be confusing at the least and offensive at worst. The following questions have often helped me be neutral and inclusive:

• Is it essential to refer to a person or group’s inherent characteristics? 
• If so, are the references to personal characteristics couched in inclusive terms? 
• Do the framed considerations reflect the diversity of the audience? 
• If so, is the material accessible to the intended audience? 
• Are you, by any chance, excluding people in the design and delivery of your communication?

Image Courtesy: Inclusive Language for powerful communication by KarmaV

Conclusion

We are all constantly learning. So I’d say there are two key things to remember when practising inclusivity in communications:

First, anyone can make a mistake, no point in harping over it. Rather, sincerely apologise, correct yourself, make a mental note for future reference and move on. 

Second, the underrepresented are not obligated to explain the context behind their pronouns, how they perform their gender or the nuances of their sexuality. They shouldn’t be considered a token of their diverse community. I reckon the best approach is to ask questions you would consider answering without any discomfort.  

For me, inclusive language is not about alarming the ‘woke-meter’, encroaching on freedom of speech, or even being politically correct; it is about respectfully conveying your message. 

Verbiage is fluid. The intention and connotations of words can alter rapidly. It just needs one to be mindful of showcasing value, be inclusive, and empower all audience members.

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