By Wanja Njiriri

Language is an essential communication tool for expressing ourselves and interacting with the world around us (Kelly, 2023). It possesses the remarkable capacity to mould our thoughts, emotions, and behaviours, while also contributing substantially to the formation of our cultural identities and life experiences. Furthermore, Language holds the potential to both uphold and challenge the prevailing power dynamics that perpetuate inequality and injustice (Ng and Deng, 2017). Given this context, the significance of inclusive language cannot be overstated, as it actively recognises and honours the diversity of people in our society. 

The use of language is not neutral. It reflects and reinforces cultural beliefs and social norms that shape traditional gender roles and expectations. Shazu (2014) noted a strong connection between language structures, vocabularies, and their usage, and the social roles of men and women. The gendered characteristics inherent in language manifest across various linguistic dimensions, encompassing grammar, pronouns, and terminology. This multifaceted linguistic influence underscores the need for a nuanced and deliberate approach to language, one that recognises its power to either challenge or reinforce prevailing gender-related stereotypes and dynamics. For example, the word ‘man’ (as in ‘mankind’, ‘manpower’, ‘layman’, ‘statesman’) is often used to encompass both men and women, thus dominating, subsuming and rendering the feminine less visible (European Parliament n/d). 

Men are also usually assigned the title of ‘Mr’ whereas women may be ‘Mrs’ or ‘Miss’ indicative of the extra interest shown in a woman’s marital status. 

“Actor” is typically used for male performers, while “actress” is used for female performers. This distinction highlights gender differences in a profession where gender should not necessarily play a role in the description of one’s job. 

Whilst such conversational tropes may seem so familiar that we don’t notice them, or think them harmless, gendered language can reinforce and perpetuate harmful and discriminatory stereotypes. For example, the use of the terms “blacklist” implies something negative that has been banned. In contrast, “whitelist” implies something positive in technology and cybersecurity. This racialised language can contribute to the harmful stereotype that “black” is associated with negative or undesirable things.

In 2023, Oxfam published its Inclusive Language Guide (2023) arguing that ‘‘inclusive language can be a powerful tool for transforming society, helping to challenge harmful ideas, reframe development issues, and build a more equitable future’’. This blog explores these ideas, and makes some comparisons between the inclusive language guidelines of Oxfam and the American Psychological Association (APA). It is worth noting that APA argues for person-first language, a linguistic approach that prioritises emphasising the person rather than their condition, identity, or characteristic. In doing so, individual identity and cultural differences are respected to foster inclusivity and reduce bias in communication. For example, instead of saying “disabled people,” person-first language encourages saying “people with disabilities” to highlight the individual before their condition. Oxfam, in comparison, applies feminist principles and promotes inclusive language that addresses intersectional power issues related to gender, race, sexuality, and inequality. This aligns with the organisational feminist principles that emphasise self-awareness in communication to avoid reinforcing colonial stereotypes about the individuals they work with. Instead, they strive to use language that challenges structures marginalising disadvantaged groups.

There are many advantages to inclusive language. ICAEW Insights (2022) argues that it can promote a sense of belonging for individuals who have been historically excluded (whether due to their race, ethnicity, gender, sexual orientation, age, disability, or other aspects of their identity). APA argues that inclusive language can help eliminate unconscious biases and ensure that everyone feels welcomed and valued. Yet despite obvious benefits for many, gender-inclusive language is often fiercely contested and resisted, since it threatens the status quo and challenges traditional power structures that favour the few.

APA emphasises the importance of using culturally appropriate and context-specific terms. This often means reflecting and echoing the words people use to describe themselves, acknowledging that language can change over time, and recognising that individuals within groups may not always agree on their preferred terms (APA, 2021). 

So how does all this contribute to a better workforce? 

Here at Includovate, we strive to address the systemic exclusion and marginalisation of underprivileged groups. We are conscious about the language we use, utilising culturally sensitive terminology that evolves with time and does not reinforce stereotypes about the communities we work with. You might say that promoting inclusive language and amplifying the voices of marginalised populations is core to our enterprise, and you’d be right. 

But inclusive language aids all workplaces, for our language and behaviour affects others wherever we live and work. Since negative language can lead to a toxic work environment, high employee turnover, and reputational damage, it’s crucial to carefully choose words that demonstrate our good intentions to others, help build strong relationships and promote a positive work culture.

Source: European Institute for Gender Equality 

Key principles to be respected 

To communicate effectively, respectfully and inclusively, we need to be mindful of the language we use and hear. Here are a few tips:

• Challenge stereotypes that perpetuate negative attitudes towards certain groups. Avoiding language that is flawed, biased or prejudiced with assumptions about group identity. Instead, focus on the individual and their unique experiences. This includes respecting the preferred pronouns of individuals (such as she/her/he/him/they).

• Be inclusive – don’t ignore, omit or make others invisible: Use language that includes everyone, regardless of their gender, race, religion, or other identities. For example, gender-neutral language like “they” (instead of “he” or “she”) can be more inclusive of non-binary individuals. Additionally, language that acknowledges and respects different cultural backgrounds and experiences can help create a more inclusive environment. 

• Be respectful – avoid trivialisation and subordination: Respectful language recognises the dignity and worth of all individuals. It avoids trivialising, subordinating, dismissing or demeaning individuals and groups, and instead seeks to empower and uplift all, especially the historically marginalised. Acknowledging the contributions and achievements of oppressed groups can help start to address the impacts of long-term systemic oppression. 

To promote inclusive language, one must be willing to admit and fix a mistake, listen to others, ask questions, and learn the historical contexts of certain words and expressions. Language that is impolite, disrespectful, discriminatory or excluding is likely to alienate colleagues, have a negative impact on relationships, and may give the wrong impression about what you value and believe. Organisations that foster and promote inclusive language are more likely to attract and retain diverse employees. 

Join the Conversation 

Inclusive language is a crucial aspect of promoting diversity and equity in our society. It is a topic that impacts us all, and we want to hear from you.

Do you have examples of inclusive language in your everyday life that you’d like to share? Have you encountered situations where language could have been more inclusive? We welcome your thoughts, experiences, and questions on this important subject.

Let’s engage in a constructive dialogue about how we can collectively create a more inclusive and equitable world through language. Your insights and contributions are valuable, and together, we can make a positive impact. Leave your comments below, and let’s learn from each other’s experiences and perspectives.

About the Author:

Wanja is a multidisciplinary gender practitioner specialising in rights-based programming addressing environmental and development challenges with more than 10 years of experience. Her work employs a feminist perspective to unpack gendered power relations shaping participation and citizen engagement in natural resource management and governance processes and policy reforms. She has two Master’s Degrees in Gender & Development Studies and Power, Participation, and Social Change. 

References 

Brodzik, C. (2021). The Power of Inclusive Language: Building Diversity and Inclusion in the Workplace. Deloitte. Retrieved from: https://www2.deloitte.com/us/en/blog/human-capital-blog/2021/inclusive-workplace-language.html 

American Psychological Association. 2021. Equity, Diversity, and Inclusion Framework. Retrieved from: https://www.apa.org/about/apa/equity-diversity-inclusion/equity-division-inclusion-framework.pdf

European Parliament. Gender-Neutral Language in the European Parliament. Retrieved from: Europa, https://www.europarl.europa.eu/cmsdata/212799/GNL_Guidelines_EN.pdf. 

Ferguson, J. and Bellamy, R. (2022). How to Get Better at Using Inclusive Language in the Workplace. Fast Company. Retrieved from: https://www.fastcompany.com/90720940/how-to-get-better-at-using-inclusive-language-in-the-workplace

ICAEW Insights. (2022.) Words Matter: How Inclusive Language Creates a Sense of Belonging in the Workplace. Retrieved from: https://www.icaew.com/insights/viewpoints-on-the-news/2022/mar-2022/words-matter-how-inclusive-language-creates-a-sense-of-belonging-in-the-workplace.

The Family Institute at Northwestern University. (2019). Inclusive Language Guide. Counseling@Northwestern. Retrieved from: https://counseling.northwestern.edu/wp-content/uploads/sites/5/2019/09/Inclusive-Language-Guide-Northwestern.pdf.

UN Women. Guidelines on Gender-Inclusive Language. Retrieved from: https://www.unwomen.org/-/media/headquarters/attachments/sections/library/publications/2017/guidelines-on-gender-inclusive-language-en.pdf?la=en&vs=1445.

Workhuman Editorial Team. (2022). Four Steps to More Inclusive Language: Examples and Strategies for the Workplace. Retrieved from: https://www.workhuman.com/resources/globoforce-blog/4-steps-to-more-inclusive-language-examples-strategies-for-the-workplace.

APA.(2020). APA Bias-Free Language Guidelines for Writing About Disability. Retrieved from: https://apastyle.apa.org/style-grammar-guidelines/bias-free-language/disability

Oxfam. (2023): Inclusive Language Guide. Oxfam GB for Oxfam International. Retrieved from: Inclusive Language Guide – Oxfam Policy & Practice 

Kelly, Bart. 2023. How Does Culture Affect Communication: Exploring the Impact, Importance & Examples. Retrieved from How Does Culture Affect Communication: Exploring The Impact, Importance & Examples (peepstrategy.com)

Sik Hung Ng and Fei Deng 2017: Language and Power. Oxford research encyclopedia. Retrieved from Language and Power | Oxford Research Encyclopedia of Communication 

Shazu,Rafiul Islam (2014): Relationship between Gender and Language. Journal of Education and Practice www.iiste.org ISSN 2222-1735 (Paper) ISSN 2222-288X (Online) Vol.5, No.14, 2014 r

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