Leverage Inclusive Language To Improve Organizational Functionality

In today’s diverse and evolving workplace, the words we use matter more than ever. Inclusive language is more than just words; it’s a powerful tool that can shape a cohesive and productive workplace. It reflects a company’s values, creates a culture of respect, and helps employees feel valued and heard. Emtrain’s Laraine McKinnon joined CEO of Worthwhile Consulting Suzanne Wertheim to address actionable strategies to align your team around common values in this video.

The Impact of Language on the Workplace

Consider this common expression: “We don’t have the man power.” Or how about “I’m afraid it fell on deaf ears.” While these phrases may seem harmless, they can actually have unintended consequences. Phrases like “manpower” exclude women and non-binary people, and “deaf ears” can be considered insensitive to those with hearing impairments. The language we use can have subtle yet powerful effects on how individuals feel within an organization.

When we carelessly use language that excludes certain groups, we risk alienating employees, which in turn can lead to higher turnover rates and decreased productivity. The more inclusive our language, the more likely employees are to feel a sense of belonging and equality in the workplace. This sense of inclusion can directly impact their engagement, creativity, and commitment to the organization.

The Push for Inclusive Language in Corporate Policies

Recently, several companies, including tech giants like Microsoft and Google, have made headlines for revising their internal communications and employee guidelines to promote inclusive language. This is in response to growing awareness about the impact of language on diversity and inclusion. Microsoft, for example, has introduced a style guide that advises against using terms like “crazy” or “insane”. These phrases can alienate individuals with mental health challenges. Google has also implemented inclusive language training, encouraging employees to use terms like “folks” instead of “guys”. They also opted for gender-neutral language such as “they” instead of assuming binary pronouns.

These moves reflect a larger cultural shift that’s taking place across industries, where companies are realizing that using inclusive language isn’t just the right thing to do – it’s a competitive advantage. It helps attract top talent from diverse backgrounds, and it shows a company’s commitment to building an environment where everyone feels respected and valued.

So, Where Do We Start?

If you’re wondering where to begin in making your workplace more inclusive through language, here are a few practical steps to consider:

1. Assess Your Current Language: Start by taking a look at the common phrases and terms used within your organization. Are there phrases that may inadvertently exclude or offend certain groups? Challenge yourself and your team to reframe your language in ways that are more inclusive.
2. Create an Inclusive Language Policy: Consider creating a document or internal guideline for inclusive language. Encourage employees to use gender-neutral terms, avoid ableist language, and be mindful of cultural sensitivities. This could be included in your company’s diversity, equity, and inclusion (DEI) training and communications materials.
3. Lead by Example: Leadership sets the tone for the rest of the organization. When leaders use inclusive language, it signals to the entire workforce that inclusivity is a priority. Managers can also model inclusive language in meetings, emails, and other communications.
4. Encourage Feedback: Foster a culture where employees feel safe enough to call out language that may be unintentionally exclusionary. This can be part of a broader DEI effort that promotes openness and trust.
5. Stay Informed: Language evolves, and what is considered inclusive today may change over time. Stay informed about new terminology and inclusivity practices to ensure your workplace remains respectful and welcoming for all.

Conclusion

Inclusive language is not just about avoiding offensive terms – it’s about consciously choosing words that reflect the diversity of your team and create a welcoming atmosphere for everyone. The benefits of this approach are clear: a more inclusive environment leads to higher employee satisfaction, lower turnover, and greater overall productivity.

As organizations continue to embrace diversity, equity, and inclusion, it’s crucial that we examine the language we use and ensure it aligns with our values. So, let’s start being more mindful of what we say – because the language we use today shapes the culture of tomorrow.