The inclusive language is a Language that avoids the use of certain expressions or words that might be considered to exclude particular groups of people.
Inclusive language is used in order to avoid offending or demeaning people based on stereotypes or personal perceptions.
Using inclusive language shows that you know and appreciate the different perspectives, identities, and ideas that others bring to the table. This helps to create a safe and open space where others know they will not be judged or looked down upon because of who they are or by factors beyond their control. In addition, using inclusive language shows that you would like that respect from other people and puts the need for mutual respect while sharing.
While it is important to know what an inclusive language is and why it is important, it is equally important to know which words and phrases are, in particular, respectful and inclusive – and what is not. To avoid obscene language or slur’s not enough you should also remove common words that you do not know and that are annoying and insert them in acceptable and respectful ways. This is the key to making sure everyone around you feels important, comfortable and safe.
Examples of Inclusive Language
Following are some examples of inclusive languages in workplace environment:
- Avoid company or team acronyms – The words used have become part of the names of many companies, but they can distinguish new employees, candidates, or international groups” because using the acronym and not understanding the meaning is very embarrassing.
- Use plain language in your writing rather than expressions or jargon – Most of us use cultural expressions every day. For example, I often say “It’s just a ballpark number” or “it should be a piece of cake” without pausing to see if the listener knows it or has heard the word before. Of course, this can be surprisingly confusing to most of the world. If your company has global offices, or works with clients from all over the world, “normal” expressions can be a major barrier to explicit communication.
- Refer to a theoretical person as ‘they’ instead of ‘he’ or ‘she’ – As marketers, we are different storytellers. Sometimes, even if you are talking meaningless to a colleague or bringing a voice, you may get stuck in using pronouns to support unintentional extreme ideas.
- Ensure your company’s designs or images reflect a diverse group of people – When potential customers look at your website, you want them to see people (or statistics) who looks like them. At the same time, you want to make new appointments for yourself. Otherwise, you may lose both potential customers and future employees of your company.
- When speaking to colleagues about family, use gender – neutral label for family – Instead of making assumptions, approach conversations with colleagues using gender neutral topics. For example, it is better to use a “parent” or “guardian” when conducting a conversation with a colleague, because “mother” or “father” does not include family structures such as grandparents such as caregivers, same-sex parents, etc.
- When in doubt, ask individuals which pronouns they prefer – It is important to avoid applying harsh rules to everyone, as this is your personal preference. You can consider asking them what they like, or give them pronouns of your choice to create a safe place for them to do the same – but only if they feel comfortable doing so.
Finally, remember that inclusive language is about spreading your message and allowing it to boom or reach with as many people as possible, so it’s critical and important for your businesses bottom-line that you do everything you can to communicate more inclusively every day.