Creating an inclusive workplace is essential for fostering a positive and respectful environment where everyone feels valued and respected. One crucial aspect of promoting inclusivity is being mindful of the language we use. Words have the power to shape perceptions, reinforce biases, and either include or exclude individuals. In this short article, we will explore some common words and phrases that should be avoided in the workplace to ensure effective communication and promote inclusivity.
Gendered Language
In today’s diverse and inclusive workplaces, it’s important to use gender-neutral language to avoid making assumptions or perpetuating stereotypes. Here are some examples:
- Instead of using “guys” or “ladies,” opt for gender-neutral terms like “team,” “folks,” “everyone,” or “all.”
- Avoid using “he” or “she” when referring to a hypothetical individual, and use gender-neutral pronouns like “they” or “them.”
- Instead of using gender-specific job titles like “stewardess” or “salesman,” use gender-neutral alternatives such as “flight attendant” or “salesperson.”
- Replace words like “mankind” or “man-hours” with “humankind” and “work hours.”
Ableist Language
Language that perpetuates ableism can marginalize individuals with disabilities. By being mindful of the words we choose, we can create a more inclusive environment. Examples include:
- Avoid using terms like “crazy/insane,” “lame,” or “dumb,” as they can be offensive to people with mental or physical disabilities. Try “wild” or “unbelievable” instead of “crazy,” and “ridiculous” or “unaware” instead of “dumb.”
- Replace phrases like “blind to” or “deaf to” with “unfamiliar with” to avoid associating disabilities with negativity.
Ageist Language
Age should never be a determining factor in someone’s value or ability to contribute in the workplace. Here are some tips to avoid ageist language:
- Avoid using terms like “youngster,” “kids,” “old-timer,” or “senior citizen” when referring to colleagues.
- Refrain from making assumptions about someone’s abilities or skills based on their age.
- Focus on individuals’ experiences, expertise, and accomplishments rather than their age when discussing their contributions.
Racial and Ethnic Stereotypes
Eliminating racial and ethnic stereotypes from workplace communication is crucial for fostering inclusivity. Here are some examples of language to avoid:
- Refrain from using terms like “whitelist” or “blacklist.” Try “allowlist” and “denylist/blocklist” instead. The same goes for “blackmail,” which can be replaced with “extortion.”
- Avoid the term “non-white” or other terms that treat whiteness as the norm. If necessary, try “POC” or “BIPOC” instead.
Conclusion
Creating an inclusive workplace requires deliberate efforts to eliminate language that excludes or marginalizes individuals. By being mindful of the words we choose and their potential impact, we can foster an environment where everyone feels respected, valued, and included. This article has highlighted a few common words and phrases to avoid, but it’s crucial to continuously educate ourselves and remain open to feedback in order to cultivate an inclusive and supportive workplace for all.
