Use Inclusive Language and Create a Fair Environment For Everyone

The language we use to describe ourselves and those around us has enormous impact on how we are treated and on how we treat others. Below are some ideas on how to make your language more inclusive and help create an environment that supports everyone.

Trans Inclusive Language

People who are transgender or gender non-conforming face situations in their daily lives that make it difficult to be comfortable at work. Follow these tips from GLAAD, the Gay and Lesbian Alliance Against Defamation, to create a safer space for your transgender colleagues.

• If you don’t know someone’s preferred pronoun, ask privately and use it when referring to them. If you slip up, apologize and move on.
• Be careful to not “out” someone’s transgender identity without their permission.
• Don’t ask a transgender person about their “real name,” their genitals, or surgical status.
• Support gender neutral restrooms. Individuals may use whichever bathroom aligns with their gender identity.
• Identify unknown people through gender-neutral features like “the person in blue” rather than “woman in blue.”
• Do not refer to people using slurs, or tolerate others using slurs.

People First Language

Many people in our community have a disability or are close to someone who does. Using thoughtful language when talking about people with disabilities can help create a more inclusive and respectful community. One way to do this is to use “people first” language. People first language avoids reducing a person to a single characteristic. It talks about what a person has, not who a person is. People first language puts the person first, not the disability – literally. 

For example, you might describe someone as  

• a person with a disability instead of “the disabled”
• a person with dyslexia instead of “the dyslexic”
• a person who uses a wheelchair instead of “confined to a wheelchair”

Ultimately, it is important to treat everyone as an individual and respect the words with which they define themselves.

Don’t Play Doctor

A diverse workforce includes people with a variety of medical and psychiatric issues, including “invisible” conditions such as depression, diabetes, learning disabilities, and anxiety disorders. Besides dealing with their conditions, many of these employees may also face unintended harassment from co-workers. To support these colleagues, avoid carelessly using terms that may insult, alienate, or stigmatize, such as calling someone “psycho” or “crazy” for acting unusually, or “schizo” or “bipolar” for changing their mind.