{"id":70051,"date":"2017-11-19T02:37:00","date_gmt":"2017-11-18T15:37:00","guid":{"rendered":"https:\/\/elements.blog-cms.envato.net\/?p=1113"},"modified":"2025-12-03T21:17:51","modified_gmt":"2025-12-03T10:17:51","slug":"inclusive-language-guide","status":"publish","type":"post","link":"https:\/\/elements.envato.com\/learn\/inclusive-language-guide","title":{"rendered":"Inclusive Language (For the \u2018Guys\u2019)"},"content":{"rendered":"\n

This is an adapted version of a talk given at <\/em>AlterConf <\/em><\/a>in Melbourne a few weeks ago. AlterConf is a travelling conference that gives representation to marginalised voices in the tech and gaming industries, and which offers an incredible opportunity to hear from diverse perspectives.<\/em><\/p>\n\n\n\n

Language is one of our most powerful tools. <\/strong>It shifts and adapts, and is often reflective of our society\u2019s values at any given time – or perhaps those of the societies that came before us.<\/p>\n\n\n\n

From a very early age, we learn and normalise terms and phrases that exclude marginalised people, and reinforce the power structures that govern us unequally. Often we don\u2019t learn about the damaging impact of these words until we are much older, and sometimes we don\u2019t learn about it at all.<\/p>\n\n\n\n

Consequently, harmful language is often prevalent in the workplace, where it can be particularly difficult to identify and challenge.<\/p>\n\n\n\n

This article will identify some of the ways in which our language can impact others. It will also encourage readers to work towards being more inclusive in their own language use, and feel empowered to call out harmful language when they encounter it.<\/p>\n\n\n\n

There\u2019s a content warning in this article for ableist, homophobic, heteronormative and sexist language, which may be upsetting or triggering for some users. These types of language will be used solely as examples for the purposes of discussion.<\/p>\n\n\n\n

When I was a kid, my sister and I didn\u2019t always get along. Sometimes she would call me names, and it would upset me. My dad tried to help me out by sharing his version of the old saying, \u201csticks and stones may break my bones, but words will never hurt me\u201d. I tried to take this on board, but it didn\u2019t seem to matter what I<\/em> did; it was her words that would do the hurting.<\/p>\n\n\n\n

Sticks and stones may break my bones, but words will never hurt me<\/p><\/blockquote><\/figure>\n\n\n\n

This taught me early in life that our words have power. In fact, in a society where you\u2019re not actually meant to break anyone\u2019s bones with sticks and stones, our language can be our most powerful everyday weapon. It shifts and adapts to reflect the norms and values of our society.<\/p>\n\n\n\n

One of the darker powers of our language is its ability to make others feel excluded: to make them feel like they don\u2019t belong somewhere, or that they\u2019re not part of a group. This impacts people in schools, workplaces and, in everyday life. And often we aren\u2019t even aware that the language we use is harmful. But, it can also be used to make others feel included, and to prevent harm.<\/p>\n\n\n\n

What is Inclusive Language?<\/strong><\/h2>\n\n\n\n

Inclusive language positively reflects and respects the diversity<\/a> of our society. This means avoiding words or phrases that marginalise or exclude individuals and groups. Consciously or unconsciously, our language has the power to create and reinforce bias and negative stereotypes. We want to use inclusive language to challenge existing norms that are outdated or offensive, and to shape a better society for the future.<\/p>\n\n\n\n

The best way to use inclusive language is to avoid using exclusive language, which can be a bit of a challenge to get your head around, as it\u2019s used heavily in both social and professional environments. Using inclusive language usually means firstly identifying exclusive<\/em> language, then unlearning that language, then replacing it with something that is more inclusive<\/em>.<\/p>\n\n\n\n

Sounds complex, right?<\/p>\n\n\n\n

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Well, it\u2019s not really. Let\u2019s unpack it further through some examples of exclusive language.<\/p>\n\n\n\n

Exclusive Language<\/strong><\/h3>\n\n\n\n

Have you used the phrase \u201cthat\u2019s crazy!\u201d in the last week? What about saying something is dumb, or lame?<\/p>\n\n\n\n

I\u2019ve heard all these words and terms floating around. I hear them on most days. Usually at work, too. These are normal, everyday phrases, right?<\/p>\n\n\n\n

Sure, they might seem<\/em> normal to most of us. But just because we learned them when we were kids, or we\u2019ve heard a bunch of other people say them, doesn\u2019t mean they\u2019re okay to use. We learn things growing up, cool slang or just random phrases, which become completely normalised to us, but have a different, damaging meaning behind them.<\/p>\n\n\n\n

Terms like \u201ccrazy\u201d, \u201cdumb\u201d or \u201clame\u201d fall within the category of ableist language, which refers to language that is alienating to the enormous numbers of people in our society with mental illness, or physical or intellectual disabilities. Other really common examples are \u201cinsane\u201d, \u201cidiot\u201d, \u201cstupid\u201d, and \u201cmoron\u201d. These words have roots as medical diagnostic terms, but rapidly became used more frequently as insults. Each takes the lived experiences of someone who is already marginalised by our society, due to their individual characteristics or circumstances, and uses it to criticise, or describe something negatively. Which makes people feel excluded.<\/p>\n\n\n\n

Another example is sexist language. Terms like \u201cman up\u201d or \u201cstop being a princess\u201d.<\/p>\n\n\n\n

Telling someone to \u201cman up\u201d and be tougher or stronger spreads toxic masculinity. Calling someone a \u201cprincess\u201d or a \u201clittle girl\u201d if they\u2019re upset about something furthers this gendered stereotyping<\/a> by identifying women as weak, irrational and overemotional. Sexist language is so deeply ingrained in our vernacular, and it harms people of all genders.<\/p>\n\n\n\n

There\u2019s also homophobic and heteronormative language. People who yell \u201cthat\u2019s gay!\u201d if something displeases them, assigning negativity to being gay. Telling someone that \u201call the boys\u201d will be after their daughter when she gets older. Making the assumption firstly that gender is a binary state, and that each of these binary genders will by default be attracted to the other. Heteronormative language pushes heterosexuality as a standard and marginalises anyone who doesn\u2019t identify as heterosexual, who often already experience severe disadvantages within our society.<\/p>\n\n\n\n

This is by no means a comprehensive list of the types of exclusive language we use; it\u2019s just a starting point for discussion. There are many great resources online that engage with examples of exclusive language in much more detail. These can be uncovered with an \u201cinclusive language\u201d Google search.<\/p>\n\n\n\n

So, What Can We Do?<\/strong><\/h4>\n\n\n\n

All these exclusive terms float around the workplace. They\u2019re used by people of all genders, all backgrounds. There are cases where people who fall within one marginalised group, and who champion its inclusion, will turn around and use terms that are exclusive towards other marginalised groups.<\/p>\n\n\n\n

Identifying exclusive language in both yourself and others is hard, and changing it within yourself and challenging it in others can be even harder.<\/p>\n\n\n\n

That said, while identifying, changing and challenging exclusive language can be some effort, this effort isn\u2019t comparable to the difficulties experienced by people who are systematically excluded by a society that doesn\u2019t allow for diversity. It\u2019s much easier for me to do that Google search on \u201cexclusive language\u201d, or to spend a few hours writing an article like this, or to speak up when a colleague says something harmful, than it is for people to feel like they simply don\u2019t belong in their own workplace.<\/p>\n\n\n\n

And, in a selfish sense, it\u2019s a rewarding effort for me too. Because I know that just by speaking up, I\u2019m using my privilege for good, I\u2019m using my loud voice to try and make more space for people who are afforded less space by our social structures.<\/p>\n\n\n\n

Change your Own Language<\/strong><\/h4>\n\n\n\n

The first step, if you\u2019ve learned to identify exclusive language, is to simply stop using it. Use inclusive terms instead. The more you hear something, the more normal it becomes, right? That\u2019s how exclusive terms become so accepted. It\u2019s your chance now to normalise inclusive language instead. Look for alternative terms to what you\u2019ve been saying.<\/p>\n\n\n\n

It can take a little while for it to feel natural – instead of calling someone an idiot, just say they\u2019re being annoying, or they don\u2019t know what they\u2019re on about. Whilst it may not roll off the tongue quite as easily at first, it will quite quickly just become your default response when someone is irritating you or doing something unreasonable.<\/p>\n\n\n\n

Call it Out in Others<\/strong><\/h4>\n\n\n\n

Once you\u2019ve got a good grasp on your own language, it\u2019s time for you to more actively try and change others\u2019 language to be more inclusive.<\/p>\n\n\n\n

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This can be scary. Other people can be scary. But they can also be wonderful, and if you could do it, then they can.<\/p>\n\n\n\n

People are likely to respond defensively at first when you call out what they\u2019ve said, as they might think you are telling them that they\u2019re a bad person. It\u2019s best to try and be clear that it\u2019s specifically what they\u2019ve said which is problematic, which is great for them because all they have to do is change their language, not their whole personality.<\/p>\n\n\n\n

It can be reframed as an opportunity rather than a criticism. It\u2019s an opportunity to make a more inclusive workplace<\/a>, with happier and more productive staff, simply by changing some words. Let them know that we are all learning, and we probably all will be, which is actually a really good thing. We don\u2019t have to be perfect, but we do have to be open to changing what we view as normal or standard and adapting what we say to improve the environment we work in.<\/p>\n\n\n\n

I\u2019ve identified three main techniques that can be useful for calling out. I\u2019m going to use my favourite least-favourite term, \u201cguys\u201d, as to illustrate these techniques.<\/p>\n\n\n\n

\u201cHi Guys\u201d: A Case Study<\/strong><\/h3>\n\n\n\n

Because I work in tech, I work with a lot of men. Just this fact alone – that there are more men than any other gender – makes me feel a little bit like I don\u2019t quite belong. So when someone says \u201cthe guys had a look at it\u201d, where \u201cthe guys\u201d refers to a group of people including myself, it really reinforces the fact that I\u2019m not seen as the norm in my work environment. Or if someone says \u201cthe guys took the client out for lunch\u201d, where \u201cthe guys\u201d is talking about an all-men group of partners, it reminds me that nobody in a senior position is like me, and it makes it harder for me to imagine being in that position.<\/p>\n\n\n\n

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This has a snowballing negative impact on my career. And it can already be a bit tough being a woman of colour trying to pursue a successful career in tech, so I don\u2019t want the words I hear every day to make everything a little bit harder.<\/p>\n\n\n\n

\u201cHi guys\u201d might seem like such an incongruous phrase, but that\u2019s almost the point – I hear it so many times, every single day. If you add it to terms like \u201cchairman\u201d, \u201cbusinessman\u201d and even \u201cmankind\u201d, there\u2019s a pretty big portfolio of words that exclude women<\/a> from professional spheres, or even just being a person.<\/p>\n\n\n\n

1. Offer alternatives<\/strong><\/h4>\n\n\n\n

Hopefully, by now, you\u2019ll have a few of your own alternatives to exclusive terms that you use. It\u2019s time to share them.<\/p>\n\n\n\n

If you give people inclusive alternatives to what they are saying, they will probably be more likely to use them. If you just say \u201cwhat you said is bad\u201d and leave it at that, they might reconsider their words, but not really know how to follow through with a change in behaviour. Providing alternatives lets them know that there\u2019s a problem with their language, and also gives them something to do about it.<\/p>\n\n\n\n

How many times has someone tried to compliment women by saying they\u2019re \u201cone of the guys\u201d, like being a guy is the pinnacle of achievement as a woman?<\/p><\/blockquote><\/figure>\n\n\n\n

My favourite alternatives to \u201chi guys\u201d are \u201chi team\u201d, \u201chi folks\u201d, \u201chello friends\u201d, or simply \u201chi, everyone.\u201d<\/p>\n\n\n\n

The key to offering up good alternatives is to remove whichever element of the language that focusses on a particular characteristic of a group or individual, which can exclude them. In this case, it\u2019s the gendered element. You want to make it a term that addresses people, not specifically men or another gender.<\/p>\n\n\n\n

2. Flip it with humour<\/strong><\/h4>\n\n\n\n

Having said that, there is one use for actively addressing a particular characteristic – and that\u2019s to flip someone\u2019s language around to illustrate how ridiculous it can be. There\u2019s a twitter account called @manwhohasitall<\/a>, which does this very well.<\/p>\n\n\n\n

This account tweets advice for working dads from an alternate scenario in which women sit at the top of the privilege food chain, instead of men. One of my favourites is:<\/p>\n\n\n\n

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"I don't mind being called a 'girl' at work because I know it covers men too," Richard, IT support, one of the girls. Very sensible mate.<\/p>— manwhohasitall (@manwhohasitall) July 22, 2017<\/a><\/blockquote>