Promote Inclusive Language in Your Organisation

Words matter and, unfortunately, modern-day professional vocabulary is littered with exclusionary terms.

To create a truly inclusive culture, take a hard look at how people in your company are using language.

For example, make sure recruiters and hiring managers pay careful attention to language they use when drafting job descriptions so they’re not inad- vertently deterring candidates of colour, women, people with disabilities, or older job candidates.

Terms like ‘hacker’ or ‘ninja’ are not only hard for many people to identify with, they’re also un- necessary, because you can use alternatives like ‘programmer’ or ‘software engineer’ that are neutral and more widely understood.

You could also generate a list of words and phrases that are forbidden in product development, marketing and external communications.

These could include terms like ‘the elderly’, ‘man hours’, and ‘crazy’, among others.

It could also be helpful to create a company guide to inclusive language.

This could outline practical, accessible tips and tools that can be put into immediate action – and it shouldn’t be a static manual.

Make sure you allow input and co-creation across the organisation.

* This tip is adapted from ‘How to Make Your Organisation’s Language More Inclusive’, by Odessa Hamilton et al.