I often start a conversation on inclusive language with my clients with a reflection: “How diverse your organization is and to what extend your organization’s language reflects that?

The results of the reflection often signal a disconnect between the two.

I support organizations in filling that gap and learning to speak the inclusive language like any other language – with reflecting on the norms, explaining the guidelines to follow and addressing misconceptions or limited understandings of what inclusive language is – e.g. that it’s not limited to using #gender-neutral language.

To me #inclusivelanguage is one of the beautiful languages because it strives to reflect the world in its real diversity, as it is, not as we are

When an organization starts to speak inclusive language:

• it moves from majority-oriented communication to diversity-oriented communication and makes space for more diversified group of people: employees, #talent, clients - to participate in the dialogue

• it emphasizes the presence and includes the perspective of employees from historically underrepresented groups

• it creates more equitable and inclusive language norms that reflect the diversity of their employees

It’s not only worth it.

It’s not only the right thing to do.

It’s fundamental for building the sense of belonging.

There are three things that I consider important to add:

• Inclusive language trainings are not shame trainings

• Modeling works better than correcting and leaders play huge role in that

• Inclusive language, like any other language, is dynamic and we will always make mistakes. It’s not about perfection.

I’ve once heard a phrase

If you give me effort, I’ll give you grace

and I think it’s spot on about organizations’ effort to communicate in a more inclusive way.

 How does it look like in your organization: is inclusive language commonly spoken?