Language is a tool that brings the human species together through communication, and the type of language used in the workplace can be a very determining factor in the atmosphere of said space. Incorporating inclusive language in the workplace is one of the simplest but most effective ways to make the workplace welcoming and safe for all. Inclusive language does not always seem easy to incorporate as it is, but with small adjustments to everyday language each member of the workplace will feel a new sense of belonging. Here are some straightforward examples of how to be a more inclusive member of your workplace through language:
Pronouns
Pronouns are an integral part in the way in which people describe themself and want to be addressed. Specifically, for those who identify as men they would use the pronouns, he/him/his. For people who identify as women might use the pronouns, she/her/hers. However, in addition to the standard male and female genders, nonbinary people may use the pronouns they/them/theirs in addition to using he/him or she/her. The initial response may be to use the pronoun that they most closely align to in terms of appearance or first name, but that is not always the correct case. If you are curious about what pronouns a person uses, simply asking privately “May I ask what pronouns you use”, is a perfect way of being inclusive and respectful to that person. Another option to avoid accidentally offending anyone would be simply to refer to the person by their preferred name – this is also another example of inclusivity in the workplace.
Using the term “Wife” and “Husband”
Conversing about spousal relations is an incredibly common topic within the workplace but can also be an opportunity for assumptions and implications that are not always correctly determined. For example, when a male colleague’s partner is automatically referred to as “wife” or “girlfriend” and vice versa can make anyone who is not heterosexual (straight identifying) feel excluded. Instead, terms such as partner or spouse instead of automatically referring to a male presenting colleague’s partner as “wife” or “girlfriend” and vice versa might make anyone who isn’t heterosexual or identifies as non-binary feel excluded. Instead of using those terms, replace them with “partner” or “spouse” to foster more inclusive communication in the workplace.
Using the term “Ladies and Gentlemen” or “Guys and Gals”
When referring to groups of people, the term ladies and gentlemen or guys and gals are often popular to use within the workplace. Using these terms can cause a feeling of exclusion towards members of the LGBTQ+ community, as it is assuming and implying that all the individuals present identify as a lady/ gentlemen or guy/gal, when that is not necessarily the case. Instead try implementing terms such as “colleagues” “people” or “team”.
Preventing Microaggressions
The term microaggression refers to a statement, action, or incident regarded as an instance of indirect, subtle, or unintentional discrimination against members of a marginalized group such as a racial or ethnic minority. Microaggressions can be implemented into society and day to day workplace interactions that may not appear to be harmful but are to those affected. Microaggressions can be incredibly harmful to the workplace culture but also to the mental wellbeing of those affected by it. Some examples of microaggressions that can occur in the workplace include:
- Physically distancing yourself from someone in the LGBTQ community.
- Using insensitive phrases like “gay” as a substitute for “bad” or “stupid.”
- Assuming or misusing a person’s pronouns
- Openly expressing beliefs that are offensive to the LGBTQ community, e.g., “homosexuality is a choice.”
Incorporating inclusive language is essential to making each and every employee feel safe and acknowledged. If you ever have any questions or concerns on inclusivity in the workplace head over to career.uconn.edu, where you can find a multitude of resources addressing LGBTQ+ culture in the workplace.
