How Language Can Drive Positive Change in the Workplace
Language plays a crucial role in shaping perceptions and can either perpetuate inequality or drive positive change. Leaders must be mindful of the words used when communicating with colleagues, clients, and employees. By prioritizing person-focused and equitable language, companies can create inclusive and effective workplaces.
Jobs for the Future, a national nonprofit, has developed a public inclusive-language guide called Language Matters to support this effort. Other organizations, including Salesforce, Workday, and the University of Washington, have also recognized the importance of language and implemented similar initiatives.
Equitable Language Principles
Equitable language follows three key principles: being person-first, asset-based, and specific about identity and the causes of inequity. For example, instead of labeling individuals as “low-income workers,” it is more inclusive to use phrases like “workers earning low wages” or “workers earning below a family-supporting wage.” This acknowledges the impact of circumstances and allows for the possibility of upward mobility.
To avoid perpetuating stigmatizing language, terms such as “marginalized,” “disadvantaged,” “at-risk,” or “suffers from” should be replaced with language that focuses on identifying the causes and harms. For instance, instead of saying “disadvantaged students,” it is more accurate to say “students who have been disadvantaged by education systems.”
Specificity is vital in describing the populations and conditions being addressed. Acronyms like BIPOC (Black, Indigenous, People of Color) can be overly broad and fail to capture the unique experiences and identities within these groups. Asking individuals how they wish to be identified and using terms like “people facing systemic barriers to advancement” help provide a more accurate representation.
The Impact of Equitable Language
Using equitable language not only fosters employee belonging, well-being, and retention but also has a positive impact on the bottom line. Salesforce, for instance, conducts language reviews of its internal and customer-facing products to eliminate insensitive or biased terms. Moreover, the inclusion of a wider range of gender identities and pronouns in their customer interface demonstrates their commitment to inclusivity.
Workday has incorporated Inclusive Language training into its Value Inclusion, Belonging, and Equity program, with a majority of employees completing the training. The University of Washington and other nonprofit institutions have also embraced inclusive language guidelines in their branding and communications strategies.
The Role of Employees
Employees themselves can play a pivotal role in driving inclusive language initiatives within their organizations. Worker input and collaboration are essential in shaping policies and practices. Employee resource groups, like Salesforce’s LGBTQ+ group Outforce, provide valuable insights and perspectives.
Language has the power to both help and hurt. As leaders, it is crucial to be intentional about the words used and to constantly learn and adapt. By prioritizing inclusive language, we can create workplaces where everyone feels valued and contribute to the necessary transformation and success of our systems. Let us all embark on this journey towards language that truly matters.
Analyst comment
Positive news: The importance of language in driving positive change in the workplace is being recognized by organizations such as Salesforce, Workday, and the University of Washington. Equitable language, which focuses on being person-first, asset-based, and specific about identity and causes of inequity, fosters employee belonging, well-being, and retention. By implementing inclusive language initiatives, companies can create inclusive and effective workplaces, leading to positive impacts on the bottom line.
