Inclusive Language vs Exclusive Language
Whether we realize it or not, words shape our reality. The language we use in our day-to-day interactions holds the power to include or exclude and to uplift or diminish. Because of this power, inclusive language cannot be dismissed as just a trend or a box to check off—it is a fundamental component of building a workplace that encourages respect.
That’s why an inclusive language guide can be an invaluable tool for organizations to begin their journeys. By following clear guidelines on how to use language thoughtfully, we can ensure our words reflect the respect and inclusivity we aim to create.
But what exactly is inclusive language, and why does it matter? Let’s explore how intentional word choices can transform our relationships, environments, and organizations.
In this article we explore:
What is Inclusive Language?
Inclusive language is, as described by the Linguistic Society of America (LSA), “language that acknowledges diversity, conveys respect to all people, is sensitive to differences, and promotes equal opportunities”.
To be more precise, inclusive language is the deliberate use of words, phrases, and expressions that avoid excluding, marginalizing, or insulting people—especially people from underrepresented or disadvantaged groups. Furthermore, inclusive language means avoiding colloquialisms or metaphors that others may not understand due to a lack of cultural context. This includes phrases such as “hit it out of the park” or “let the cat out of the bag”.
When we use inclusive language, we ensure that everyone, regardless of their background and identity, feels acknowledged. Inclusive language avoids assuming aspects of a person’s character including, but not limited to: race, gender, and ability. When choosing inclusive wording, we aim for terms that are neutral, empowering, and rooted in respect.
In short, inclusive language is about being mindful of how words impact other people.
What is Exclusive Language?
In contrast, exclusive language describes words and phrases that imply or are explicitly discriminatory and disrespectful. These are often based on physical characteristics (race, age, gender identity) and do not consider how an individual would want to be acknowledged.
Using exclusive language fosters a harmful workplace culture. It causes employees to feel marginalized, alienated, and excluded. Often, exclusive language reinforces stereotypes and assumptions related to people’s identities and abilities, overlooking their experiences and preferences.
Exclusive language makes people feel unseen and not valued, especially within the context of a workplace. It reflects poorly on an organization, especially because it reinforces divisions rather than fostering inclusion.
Exclusive language is offensive, whether it is intentionally used or not.
Why Does Language Matter in the Workplace?
Using inclusive language is important because it creates an environment where everyone feels respected, valued, and seen. Using inclusive language echoes throughout a workplace by creating a culture of inclusivity, where diverse perspectives are welcomed and people feel they can meaningfully contribute without judgment and exclusion, whether intentional or not.
Conversely, exclusive language is notably important to be aware of and avoid because it stems from harmful biases and assumptions that often diminish people’s worth. In a workplace, this can lower employee morale, decrease productivity and collaboration, and foster mistrust.
Why Does Language Matter When it Comes To Diversity, Equity, and Inclusion?
Language is one of the most powerful tools we have at our disposal, and inclusive language is at the heart of DEI efforts.
This is because words directly impact how people feel, how they perceive the world, and how they approach problems and conflicts. Language can shift attitudes and determine how comfortable people feel in the workplace.
💁🏽♀️For example:
Layla is searching for a job in sales. As she searches, she notices words like assertive and dominant are used in many of the postings, and while she doesn’t entirely know why, she keeps avoiding applying for these positions.
Past research has shown that when words that are perceived as “masculine” are used in job postings, women are less likely to apply. This is especially true for male-dominated industries. When the reverse took place—when stereotypically “female” words were used like understanding or supportive—there was no difference in the number of men who applied.
To rectify this, it is best practice to use gender-neutral terms in your job postings.
Using inclusive language begins with the job posting and continues throughout the workplace and beyond.
🗣️ The Importance of Nuanced Language in DEI
This example highlights how even subtle choices can shape perceptions and unintentionally exclude certain groups. Language is so powerful that it sends signals about who “belongs” in a certain role, field, or organization.
In this respect, it is best to practice using gender-neutral terms in job postings, such as collaborative rather than dominant, or results-oriented rather than assertive. These are simple adjustments that can make a big difference to groups reading your post.
🗣️ Inclusive Language in Everyday Workplace Communication
Inclusive language doesn’t stop at the hiring process. Inclusive language should be embedded into organizational culture. The language we use in onboarding documents, meetings, emails, and everyday interactions influences how comfortable we feel. It also extends to delivering feedback or in welcome packages and training materials.
With consistent use, marginalized individuals feel more empowered, comfortable, and are more likely to contribute.
Taking time to learn inclusive language enhances communication and sends a clear message that your company values DEI, and values its people. It reflects a strong commitment to equity and says that every individual can bring their full selves to work, regardless of their background, race, gender, sexuality, and more.
Inclusive Language as an Ongoing Practice
Language is an evolving medium. What is acceptable today may not be tomorrow, so it’s critical to create compassionate spaces that consider the experiences of marginalized groups.
Inclusive Workplace Training
Inclusive language training helps fit your organization with essential resources to foster environments where everyone feels respected and valued. A key benefit of this training is that it grants employees and leadership with the tools and knowledge that helps use inclusive language.
Training may include:
✅ Workshops and practical exercises
✅ Role-playing scenarios
✅ Real-life examples
✅ Ongoing support
✅ Asking questions without judgment
Cultural Sensitivity and Awareness Training
In addition to inclusive language training, organizations can benefit from Cultural Sensitivity and Awareness Training, which further equips employees to respect diverse identities and traditions.
By attending additional training sessions, employees can learn about areas of sensitivity and diversity of cultures. This helps emphasize the importance of respecting various identities, traditions, and experiences are a great way to ensure language reflects inclusivity.
Incorporating Feedback into Policy
It is important to be open to feedback from employees and colleges. Encourage your team to be honest and upfront with their concerns, or create a space where they can voice them. This could be a variety of tools or methods, from anonymous surveys or regular check-ins focused on DEI and manager feedback.
When concerns related to inclusive or exclusive language are voiced, managers can incorporate them into official company policy.
Continuous Self-Education
Learning inclusive language doesn’t have to come directly from the workplace. Outside of work, you can learn about evolving language and terms from a variety of sources: social media, news sources, friends and family, and more.
5 Principles of Inclusive Language
Here are five key principles to guide your use of inclusive language in everyday interactions:
Avoid assumptions about identity: Don’t assume an individual's gender, race, or sexual orientation.
If you don’t know, ask: Whenever possible, ask for a person’s pronouns, and use inclusive, neutral terms if you are unsure about specific parts of a person’s identity such as “they” rather than “he” or “she”.
Avoid words with negative connotations: Some terms carry inherently negative meanings. For example, using “low-income” rather than “poor”, or “undocumented immigrant” rather than “illegal immigrant”.
Steer clear of ableist language: Avoid using words like “blind”, “OCD”, “deaf”, or “ADHD” as descriptors for everyday situations and behaviors.
Keep inclusivity in mind: Terms and identities are influenced by the intersection of experience, background, and ability (e.g., race, gender, ability). Make sure to tailor language.
And remember…it’s okay not to know! It can be difficult to keep up with the evolving landscape of inclusive language. By referring to inclusive language guidelines and staying open to feedback, you can create a more inclusive environment where everyone feels seen, heard, and respected.
Inclusive language is a journey, and we strive for progress, not perfection.