As organisations increasingly commit to Diversity, Equity, and Inclusion (DEI), the role of inclusive language is gaining long-overdue attention. At Resource Provider Ltd, we believe fostering a culture where everyone feels valued starts with the words we use. Inclusive language goes beyond political correctness it’s about respect, representation, and creating a space where everyone can thrive.
What Is Inclusive Language?
Inclusive language refers to words and phrases that respect and acknowledge all individuals, regardless of their gender, race, ethnicity, religion, sexual orientation, ability, or any other aspect of identity. In simple terms, it’s about choosing language that avoids assumptions and doesn’t exclude or marginalise.
A common example is referring to the December period as “the holidays” rather than “Christmas,” recognising that not everyone celebrates the same traditions. This simple shift demonstrates awareness and consideration key components of a respectful workplace.
Why Inclusive Language in the Workplace Is Essential
The language we use daily plays a significant role in shaping workplace culture. Inclusive language supports psychological safety, which is the foundation for innovation, collaboration, and employee well-being.
When people feel accepted and respected for who they are, they’re more likely to bring their full selves to work. This translates to higher engagement, stronger performance, and lower turnover. On the other hand, even subtle language cues that exclude or stereotype can have a profound impact, often without the speaker realising it.
Inclusive language also acknowledges that we don’t always know what others are going through or which parts of their identity they may choose to keep private. A truly inclusive workplace removes the burden of hiding, allowing people to feel seen and supported.
How to Start Using Inclusive Language at Work
Language evolves, and so should we. Many of us have grown up hearing or using phrases that may have problematic origins or implications. While change doesn’t happen overnight, awareness and intention are important first steps.
Here’s how to start:
- Be open to feedback. If someone points out that a word or phrase you’ve used is not inclusive, listen without defensiveness.
- Educate yourself. It’s not the responsibility of marginalised groups to teach others. Take the initiative to learn through reputable resources.
- Acknowledge mistakes. If you slip up, offer a brief apology and move forward. What matters most is your willingness to do better.
According to a Deloitte report, phrases like “peanut gallery,” “divide and conquer,” and “grandfathered in” have problematic historical roots in racism and colonialism. Learning the history behind everyday language can be eye-opening and helps us choose more respectful alternatives.
Examples of Inclusive Language for Everyday Use
To make inclusive communication easier, here are some practical examples to keep in mind:
- They instead of he or she
Use “they” when referring to someone whose gender you don’t know or when addressing a general audience. It’s both grammatically correct and inclusive of all gender identities. - Partner or spouse
Avoid assumptions about gender or marital status by saying “partner” or “spouse” unless the individual has shared otherwise. - Parental leave instead of maternity/paternity leave
Not all parents identify as mothers or fathers. Using “parental leave” is more inclusive and reflective of diverse family structures. - BIPOC
This acronym stands for Black, Indigenous, and People of Colour, acknowledging the unique challenges and histories different racial groups face. - AAPI
Used primarily in the United States, this stands for Asian American and Pacific Islanders. If you’re in the UK, consider using more regionally appropriate terms such as British Asian or East Asian communities, depending on context. - People-first language
Prioritise the individual over the condition for example, “person with a disability” instead of “disabled person.” That said, always respect personal preferences. Some individuals with autism, for example, may prefer identity-first language like “autistic person.”
Moving Forward with Intention
Inclusive language is not just a trend it’s a meaningful way to show respect and empathy in professional settings. While it takes time and conscious effort to adjust our habits, the impact on workplace culture is significant.
At Resource Provider Ltd, we encourage continuous learning and open dialogue. By fostering awareness and being intentional with our words, we can create an environment where everyone feels they belong.
Inclusive communication doesn’t mean being perfect it means being thoughtful, adaptable, and respectful. It’s a journey worth taking for a more equitable and empowered workplace.