Articles

Inclusive Language in DEI: Fostering a Culture of Belonging

Inclusive Language in DEI: Fostering a Culture of Belonging

By Daphne Smith Marsh, PharmD, BC-ADM, CDCES, and Natasha Gomes, FRM, MAOL 

Introduction

Language is a powerful tool. It shapes our perceptions, influences our interactions, and can either build bridges or create barriers. In the context of Diversity, Equity, and Inclusion (DEI), the intentional use of inclusive language is paramount.

What is Inclusive Language?

Inclusive language is communication that acknowledges and respects the diversity of individuals and groups. It avoids words, phrases, or tones that are biased, discriminatory, or could exclude or offend any group of people based on their background, identity, or characteristics.

Why Does It Matter in DEI?

• Promotes Respect: Shows respect for all individuals and their unique identities.
• Fosters Belonging: Creates an environment where everyone feels valued, seen, and heard.
• Reduces Bias: Challenges stereotypes and unconscious biases embedded in our communication.
• Enhances Communication: Leads to clearer, more accurate, and less ambiguous messaging.
• Drives Equity: Contributes to a more equitable society by ensuring fair representation and treatment through language.

Why Inclusive Language Matters: The Impact

Our words have a profound impact, whether intended or not.

• Individual Impact:

• Validation: Inclusive language validates an individual's identity and experience.

• Psychological Safety: When people feel their identity is respected, they feel safer to be themselves and contribute fully.

• Alienation: Exclusive or biased language can make individuals feel invisible, misunderstood, or unwelcome, leading to feelings of alienation and reduced engagement.

• Organizational/Societal Impact:

• Culture: Language reinforces culture. Inclusive language builds an inclusive culture.

• Reputation: Organizations known for inclusive communication are often viewed more positively by employees, customers, and the public.

• Innovation: Diverse perspectives thrive in an inclusive environment, leading to greater innovation and problem-solving.

• Legal & Ethical Considerations: Using discriminatory language can have legal repercussions and is ethically unsound.

Key Principles of Inclusive Language

Adopting inclusive language is a journey of continuous learning. Here are fundamental principles to guide your communication:

1. People-First Language: Focus on the person, not their characteristic or condition. This principle is particularly important when discussing disability, but applies broadly.

• Instead of: "a disabled person," "an autistic child" “diabetic”

• Use: "a person with a disability," "a child with autism" “person with diabetes”

• Reasoning: Emphasizes the individual's humanity over a single attribute, avoiding the implication that the characteristic defines them.

2. Specificity and Accuracy: Be precise with your language. Avoid vague terms or generalizations that can perpetuate stereotypes or misrepresent groups.

• Instead of: "the elderly," "minorities"

• Use: "older adults," "people of color," "specific racial/ethnic groups (e.g., Asian Americans, Latinx individuals)"

• Reasoning: General terms can strip individuals of their unique identities and experiences.

3. Avoiding Assumptions: Do not assume someone's background, gender, sexual orientation, family structure, or abilities. If unsure, ask respectfully or use neutral language.

• Instead of: "he/she" (when gender is unknown), "moms and dads"

• Use: "they/them" (as a singular neutral pronoun), "caregivers," "parents"

• Reasoning: Assumptions can lead to misgendering, disrespect, and reinforce traditional norms that exclude diverse realities.

4. Respecting Self-Identification: Always defer to how individuals and groups refer to themselves. Terminology can evolve, and the most respectful approach is to use the language preferred by the community.

• Example: Some prefer "Black," others "African American." Some prefer "Latinx," others "Latino/Latina."

• Action: Stay informed and listen to how communities refer to themselves. If an individual shares their preferred pronouns, use them.

5. Considering Context: Language effectiveness depends on the context and audience. What's appropriate in one setting may not be in another.

• Example: Formal vs. informal settings, internal vs. external communications.

• Action: Be mindful of your audience and the purpose of your communication.

Visual from UIC PMPR | Inclusive Language in Education

Examples of Inclusive Language in Action

Let's look at common areas where inclusive language makes a significant difference.

1. Gender

• Gender-Neutral Nouns:

• • Instead of: "fireman," "policeman," "chairman," "stewardess"

• • Use: "firefighter," "police officer," "chairperson," "flight attendant"

• Gender-Neutral Pronouns: When an individual's gender is unknown or irrelevant, or they prefer them:

• • Instead of: "he or she," "s/he"

• • Use: "they," "them," "their" (singular 'they' is grammatically correct and widely accepted).

• Inclusive Groupings:

• • Instead of: "ladies and gentlemen," "guys"

• • Use: "everyone," "team," "colleagues," "folks"

2. Race and Ethnicity

• Avoid Stereotypes: Do not use language that reinforces stereotypes or implies a group is monolithic.

• • Instead of: "model minority," "articulate for his race"

• • Use: Be specific about individuals' achievements or contributions without linking them to racial stereotypes.

• Capitalization: Capitalize proper nouns for racial and ethnic groups (e.g., Black, White, Indigenous, Asian).
• Specificity: As mentioned, use specific terms when possible (e.g., "Japanese American" instead of just "Asian").
• "Person of Color" vs. "Colored Person": "Person of color" is widely accepted; "colored person" is outdated and offensive.

3. Disability

• People-First Language (re-emphasized): Crucial for respectful communication.

• • Instead of: "the disabled," "wheelchair-bound"

• • Use: "people with disabilities," "a person who uses a wheelchair"

• Avoid Victimizing Language:

• • Instead of: "suffers from," "afflicted with"

• • Use: "lives with," "has" (e.g., "a person who has Parkinson's disease")

• Focus on Ability:

• • Instead of: "confined to a wheelchair"

• • Use: "uses a wheelchair" (a wheelchair is a tool for mobility, not a confinement)

4. Age

• Avoid Ageist Terms:

• • Instead of: "the elderly," "seniors," "old people"

• • Use: "older adults," "older persons," "senior citizens" (if preferred in a specific context).

• Focus on Relevance: Only mention age if it's truly relevant to the discussion.

5. Socioeconomic Status

• Avoid Judgmental or Stigmatizing Terms:

• • Instead of: "the poor," "welfare recipients"

• • Use: "people experiencing poverty," "individuals receiving public assistance"

• Focus on Circumstances, Not Character: Avoid language that implies poverty is a moral failing.

6. Sexual Orientation and Gender Identity (SOGI)

• Respect Self-Identified Terms:

• • Instead of: "homosexual" (can be clinical or stigmatizing), "sexual preference"

• • Use: "gay," "lesbian," "bisexual," "queer," "sexual orientation"

• Pronouns: Always use an individual's self-identified pronouns. If unknown, use "they/them" or ask respectfully.
• Gender Identity vs. Sexual Orientation: Understand the distinction. Gender identity is one's internal sense of being male, female, both, neither, or somewhere else along the gender spectrum. Sexual orientation describes who one is attracted to.

• • Instead of: "transgendered"

• • Use: "transgender"

7. Religion/Belief System

• Avoid Assumptions: Do not assume someone's religious beliefs or lack thereof.
• General Terms: Use inclusive holiday greetings (e.g., "Happy Holidays" instead of "Merry Christmas" unless you know the person celebrates Christmas).
• Respect Diverse Practices: Be mindful of religious observances (e.g., dietary restrictions, prayer times).

Tips for Implementation

Incorporating inclusive language into your daily communication is an ongoing practice.

1. Educate Yourself: Stay informed about evolving terminology and best practices. Follow DEI thought leaders and organizations.
2. Listen and Learn: Pay attention to how people refer to themselves and others. When someone corrects your language, accept it gracefully and learn from it.
3. Pause Before You Speak/Write: Take a moment to consider if your words align with inclusive principles.
4. Embrace "I Don't Know": It's okay to admit you don't know the preferred term or pronoun. Politely ask, "What pronouns do you use?" or "How do you prefer to be addressed?"
5. Focus on Intent AND Impact: While good intentions are important, the impact of your words is what truly matters. If your words unintentionally cause harm, apologize and correct them.
6. Review Your Materials: Periodically review presentations, documents, website content, and internal communications for inclusive language.
7. Encourage Feedback: Create a safe space for colleagues and friends to provide feedback on your language use.
8. Be Patient (with yourself and others): Language habits take time to change. Celebrate progress and view mistakes as learning opportunities.

Conclusion

Inclusive language is a fundamental component of building truly diverse, equitable, and inclusive environments. It's not just about political correctness; it's about genuine respect, understanding, and creating spaces where every individual feels valued and empowered to contribute their authentic self.

By being mindful and intentional with our words, we contribute to a culture where everyone belongs. It's a continuous journey of learning, listening, and evolving our communication to reflect the rich tapestry of human experience.

Let's commit to using our words to build a more inclusive world, one conversation at a time.

Content developed from Inclusive Language in Education Seminar (April 2024) by Daphne Smith Marsh, PharmD, BC-ADM, CDCES. https://www.youtube.com/watch?v=IwFea2zssSU 

Additional References and Resources

Here are some valuable resources for further learning on inclusive language and DEI:

• APA Style Guide: Bias-Free Language Guidelines: The American Psychological Association (APA) provides comprehensive guidelines on inclusive and bias-free language, particularly useful for academic and professional writing.
• https://apastyle.apa.org/style-grammar-guidelines/bias-free-language
• The Diversity Style Guide (Center for Integration and Improvement of Journalism): A practical guide with an alphabetical listing of terms and detailed explanations, covering various aspects of diversity.
• https://www.diversitystyleguide.com/
• ACLU: Understanding LGBTQ+ Equality: Provides resources and definitions related to sexual orientation and gender identity.
• https://www.aclu.org/issues/lgbtq-rights/understanding-lgbtq-equality
• United Nations: Gender-inclusive language: Guidelines from the UN on how to use gender-inclusive language in all forms of communication.
• https://www.un.org/en/gender-inclusive-language/
• Purdue OWL: Inclusive Language: A useful resource for students and writers covering various aspects of inclusive language.
• https://owl.purdue.edu/owl/general_writing/academic_writing/establishing_arguments/inclusive_language.html

Living DEI Principles in a Shifting Political Climate: Building Strong, Safe Work Environments

By Racheal Hernandez, MAS

Introduction

Over the last decade, many organizations have embraced Diversity, Equity, and Inclusion (DEI) as core values. We’ve seen more diverse progress in teams, fairer hiring practices, and workplaces that better reflect the communities they serve. But in today’s climate, DEI work has become harder. Political polarization and social backlash can make conversations feel tense, leading some organizations to play it safe with surface-level gestures instead of real change.

So the question becomes: how do we keep DEI meaningful when the environment around us is anything but simple? How do we make sure inclusion isn’t just a buzzword in a mission statement, but something lived every day at work? This article explores ways leaders and teams can stay committed, adapt to resistance, and build cultures that feel safe, strong, and authentic.

Reaffirming the Foundations of DEI

At their core, DEI principles are about fairness, respect, and the belief that diverse identities and experiences strengthen teams, decision-making, and outcomes (Page, 2007). But DEI must be more than a checklist. To be effective, these principles must be:

Living DEI in Today’s Workplace

Adapting DEI in a Politicized Environment

In today’s climate, some may feel emboldened to question or undermine DEI initiatives. Here's how organizations can stay the course:

Conclusion

Staying committed to DEI in today’s polarized environment isn’t about grand gestures, it’s about consistent, practical actions. It’s leaders linking DEI to patient care, managers speaking up when bias shows up in meetings, and teams making sure every voice gets heard. Real inclusion doesn’t mean avoiding conflict; it means having the courage to work through it together.

By embedding DEI into daily operations, organizations show employees and communities that equity isn’t optional or temporary. It’s a non-negotiable part of how they do business. And when workplaces live these values, they build the kind of safe, strong cultures that endure long after political winds shift.

About the Author

Racheal Hernandez, MAS, is a Healthcare Administrator with over 20 years of experience in ambulatory care and healthcare leadership. Passionate about creating strong operational teams that deliver high-quality care.

References