This resource offers practical tips on how to promote and use inclusive language, particularly when discussing accessibility, disability, and intersectional identities.

Inclusive language is essential for creating environments where everyone feels respected, valued, and understood. This guide is inspired by the need to ensure that communication in the workplace and beyond is accessible to everyone, regardless of background, identity, or ability. The language we use plays a critical role in shaping inclusive spaces, whether we are engaging with colleagues, planning events, or drafting documents.

What is Inclusive Language?

Inclusive language avoids words or expressions that exclude or marginalize groups of people. It’s about using words that are respectful, kind, and reflective of everyone’s diverse experiences. Whether you’re referencing people’s gender, race, disability, or cultural identity, the goal is to create an environment where no one feels excluded or othered.

Disability Terminology and Communication: Key Guidelines

1. Person-First vs. Identity-First Language:

• Person-First Language: Places the individual before their disability. E.g., "person with a disability" or "individual who uses a wheelchair."

• Identity-First Language: Some individuals or communities prefer identity-first language, such as "autistic person" or "Deaf person." When in doubt, ask the individual what they prefer.

2. Avoid Negative Language:

• Don’t Use: Terms like "suffers from," "wheelchair-bound," or "victim of" which emphasize limitations.

• Use: Neutral terms like "lives with," "uses a wheelchair," or "experiences."

3. Emphasize Abilities, Not Limitations:

• Focus on what people can do. Instead of saying, "confined to a wheelchair," say, "uses a wheelchair for mobility."

4. Avoid Ableist Language:

• Words like "crazy," "insane," or "lame" are often used casually, but they can reinforce negative stereotypes about mental health and physical disabilities. Instead, describe situations more accurately (e.g., "hectic" instead of "crazy").

Examples of Inclusive Language for Accessibility:

Don’t Use

"Confined to a wheelchair"

"Handicapped parking"

"Suffers from a disability"

"Crazy workload"

"He’s so r-tarded"

"Committed suicide"

"Blind to the issue"

Use

"Uses a wheelchair for mobility"

"Accessible parking"

"Lives with a disability"

"Heavy workload"

"He’s acting ignorant"

"Died by suicide"

"Didn’t notice the issue"

Promoting Inclusive Language at Work

1. Use Plain Language:

• Avoid jargon, idioms, and colloquialisms that may not be accessible to everyone. Instead, choose words that are clear and easy to understand, particularly for non-native English speakers or those with cognitive disabilities.

2. Avoid Assumptions:

• Don’t assume someone’s gender, sexuality, or background based on their appearance or name. When in doubt, ask politely and use gender-neutral terms like “they” or “partner.”

3. Check for Biases:

• Review your written and verbal communication for terms or expressions that could be exclusionary or biased. Many common phrases, like “master/slave” or “blacklist/whitelist,” have problematic origins. Use alternatives like "primary/secondary" or "allowlist/denylist."

4. Acknowledge Mistakes and Learn:

• It’s okay to make mistakes as long as you are willing to learn. If someone points out that you’ve used offensive language, apologize, correct yourself, and strive to do better.

Intersectional Language:

When communicating, it’s important to consider how identities intersect. For example, a person may identify as both a racialized individual and someone with a disability. Inclusive language must be sensitive to the various dimensions of people’s identities.

For Example:

• Gender-Neutral Terms: Use "spouse" or "partner" instead of "husband" or "wife."

• Respecting Pronouns: When asking for pronouns, say, "What pronouns do you use?" instead of "What are your preferred pronouns?" The word "preferred" implies that pronouns are optional rather than essential to someone’s identity.

Steps to Promote Inclusive Language:

1. Regular Training:

• Offer workshops and resources on inclusive language, focusing on different areas such as accessibility, gender, and race.

2. Incorporate Inclusive Practices into Policies:

• Ensure that inclusive language is embedded in company policies, manuals, and public communications.

3. Encourage Psychological Safety:

• Create an environment where people feel safe to speak up about language that makes them feel uncomfortable or excluded. Psychological safety allows for open discussions on improving inclusivity.

4. Leverage Tools:

• Use software like Microsoft Word’s inclusive language checker to identify and correct non-inclusive language in documents.

Conclusion:

Inclusive language is a powerful tool in promoting equity and belonging in the workplace and beyond. By considering the words we use and adapting our communication style, we contribute to a more accessible, respectful, and inclusive world.

For more information and further resources, feel free to explore:

• https://www2.gov.bc.ca/gov/content/home/accessible-government/toolkit/audience-diversity/inclusive-language-and-terms

• https://www.uvic.ca/brand/story/style/inclusivity/index.php

• https://www.un.org/en/gender-inclusive-language/toolbox.shtml

Download our accompanying Pocket Guide PDF for quick, on-the-go tips on using inclusive language and promoting accessibility in your daily communications.