Diversity and non-inclusive language

BC’s Department of Education defines inclusive language as follows. “Language that is free from words, phrases or tones that reflect prejudiced, stereotyped or discriminatory views of particular people or groups. It is also language that doesn’t deliberately or inadvertently exclude people from being seen as part of a group, such as using gender-specific pronouns.”

 

No matter what we feel about any excesses of political correctness, non-inclusive language can create offence in people. Offence either on their own behalf or on behalf of other people.

At the very least we have to accept that it can be misused by some individuals and groups. In this way, it can reflect an intolerance or bias that we have worked hard to address within society. An intolerance with which we would probably prefer not to associate. In other words, even totally innocent use of non-inclusive language can convey implications. And these implications may affect the engagement and commitment of people in our meetings. Even for this reason alone it should be avoided.

This is particularly important in organisations which are seeking to address issues of diversity. Diversity not just in terms of nature or disposition, but also in terms of thinking and approach.

We need a rich vein of ideas and perspectives to ensure the best outcomes. And it is diversity that helps us to achieve that. Diversity may seem like a moral and ethical position, but it can also be a pragmatic and rewarding one. For more on this, see our post on: Do virtual meetings support diversity?

But diversity is only free to be its fully diverse self, if it feels safe to do so. And the use of non-inclusive language can, at the very least. place a question mark over that. Left unchecked, and unaddressed, it can alienate the very qualities we are seeking. So how do we address this?

The first step is to find ways to ensure your own language is inclusive. Ditch those purely masculine pronouns. And check the adjectives you use do not create unfortunate associations. For example, associating something flawed and undesirable with any group of people. An example might be the use of the word ‘lame’. However, there are many more examples, and we don’t always realise we are using them.

While we clearly don’t intend offence with these words, the reality is they can create it. Often they unintentionally reflect aspects of our traditions and history. Times where disdain for other groups ‘not like us’ was more prevalent and accepted. The ‘shadow’ of these times can be reflected in more than just the words we use. Sometimes it can be hidden in unconscious bias that we don’t even realise we have.

But inclusive language is not just about groups, it is also about individuals. It is about appreciation and respect of individual contributions.

There is clearly value in humour and banter in keeping group energy high. But it is important that this is not at the cost of an individual’s feelings or respect. Humour is often the weapon of choice of the cynic and the bully. And sometimes we don’t even realise it is happening. A sarcastic put-down or rolling-eyes can not only undermine somebody’s confidence. It can trash what might have been the beginnings of a different way forward.

So the second step is to pick up and address (in the nicest and most supportive way) use of non-inclusive language by others. Include it in your groundrules. Perhaps include a line like: “We value diversity in all things and positively support it in word and deed.” This would give you the perfect opportunity to pick up on the behaviour illustrated in the previous paragraph.

The third thing is to help people to look more into their thinking. And the way that certain prejudices and biases can hide within it. How our own internal paradigms and heuristics can subtly thwart our own desire to be open-minded. This can not only help those around us to be more authentically diverse. It can also help us to tap into greater diversity in ourselves.