Why bother with Inclusive Language?

On today’s episode, I’m talking about inclusive language. Why bother with inclusive language, why it is so important and why language matters so much.

I decided to talk about this because inclusive language seems to be a hot topic. One that many organisations, prior to lock down, were asking me to deliver workshops on. In fact, during this period of social and physical distancing, I’ve heard unhelpful expressions around inclusive language. 

Listen to the episode

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In today’s show, why bother about inclusive language:

• Why we should care about inclusive language [01:29]
• How I can help you think about positive practice in your workplace [03:55]
• Some ideas to ensure that the language we use in all our media and spoken word is inclusive. [04:20]
• Seven pros of using an inclusive language approach at your workplace. [08:24]

Some statistics about inclusive language:

• In 2018 a Deloitte Millennial Survey showed that there is a “very strong correlation between perceptions of workforce diversity and loyalty”. 
• 69% of employees working at organisations they perceive as diverse intended to remain there for at least five years, thus reducing recruitment costs. 
• Candidates will often turn down opportunities as a result of the impression formed by language that is used in interviews. The language used reflects whether workplace adjustments and support will be put in place. 
• Candidates stated they can often tell whether an organisation has clear policies just through the tone and phrasing recruitment panels use. 

Resources to help you: 

• Diverse Minds Blog: 7 Ways inclusive Language creates belonging at work.
• Deloitte 2018 Millennial Survey: https://www2.deloitte.com/content/dam/Deloitte/global/Documents/About-Deloitte/gx-2018-millennial-survey-report.pdf
• Diverse Minds Blog: How hate crime impacts mental health

Quotes:

• Inclusion etiquette refers to respectable communication and interaction with people who may not have the same characteristics as someone else. 
• I think the key thing is that inclusive language acknowledges diversity, conveys respect to all people, is sensitive to differences and promotes equitable opportunities. 
• Language is fluid, therefore meanings and connotations of words can change rapidly. 
• By using terms in this flippant way, we’re unlikely to see people asking for help or talking to us about their challenges.
• Using inclusive language challenges both conscious and unconscious biases. 

Work with me:

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60 minutes for Organisations and Wellbeing £120 (incl VAT) 

This video call is for anyone responsible for wellbeing and employee engagement in their organisation. Maybe you need an expert to bounce ideas off or a sense of what other organisations have done that works. 

This video call will enable you to:

• Generate practical and easy ideas for mental health, diversity and inclusion projects/programmes you may be working on.
• Learn how to obtain optimum buy-in for your work and projects.
• Manage your stakeholders for maximum support.
• Communicate your vision with impact on your wider team and organisation.
• Think about what’s most important to you right now to achieve your goals.

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Remember to tune in to next week’s episode, where I’ll bring you more insights into mental health and inclusion.