The following is taken from "How to get better at using inclusive language in the workplace" article on Fast Company. For any regular readers of my articles, you will know that I have covered the use of language on a few occasions, but on reading this article I felt relief. I am keen to use inclusive language, but also afraid I will use the wrong language. This article explains that using the wrong language is part of our learning journey's, it is more important for us to try and be aware than to not try at all.
Even people who champion diversity and are knowledgeable about the topic can be nervous about choosing the correct words to describe various aspects of personal identity. This is especially true when interacting with people whose personal identities they have not often encountered. How should I address the chief marketing officer who identifies as a queer Black woman or the new administrative intern from Oman who uses a service animal at work? These moments put us face-to-face with our own insecurities, assumptions, and lack of awareness. They force us to reflect on our unconscious biases and linguistic habits.
Continue reading How to get better at using inclusive language in the workplace (fastcompany.com) and find out about 6 guidelines for using inclusive language.
To put it frankly, inclusive language doesn’t often come naturally, even for people who believe in and advocate for the value of diversity. Using intentional, inclusive language requires us to continually examine our unconscious biases and linguistic customs. Learning to do it well requires education, mindfulness, and repetition.
https://www.fastcompany.com/90753901/how-to-get-better-at-using-inclusive-language-in-the-workplace