Inclusion Starts With Language

Language and behavior make up the fabric of a work culture. These are the words and actions that leadership allows, encourages, propagates, and mandates for its people and practices. As I’ve said before, a work culture is defined by the “worst behavior” a leader allows to go unchecked. And it starts with language.

Bottomline: the more inclusive your language, the more equitable your behaviors and procedures can be, and the more diverse your organization can and will be. And we know that having a diverse group of employees improves both the quality and efficiency of your work, boosts creativity, boosts problem solving, and boosts results. McKinsey and others have done extensive research on the business benefits of inclusive and diverse workforces. Inclusive organizations see a 30% +/- increase in productivity and a 35% increase in retention. You don’t need to be a math genius to understand the benefits of an inclusive workplace.

I don’t know any successful business leader who doesn’t want their employees to know they belong. As Paola Gaudiano writes:

Inclusion is what you do; equity is what you want; and diversity is what you get.

Inclusion starts with language. Language can operationalize inclusion.

Words matter.

If you want to have an inclusive workplace, you need to start with the language that you use day-to-day, event-to-event, and situation-to-situation.

Don't let the language you use deliver a different message than your intent.

For many of us, it's a learning journey—and not necessarily an easy one.

Personally, this has been a difficult revelation—that I regularly and frequently use words and phrases that unintentionally exclude and offend. You can read more about my own experience here or listen to the podcast here.

One thing (ok, one BIG thing) you can do to be clear about your intent to be inclusive is to understand and adjust your language.

 MANY Resources I Find Helpful

 I can't recommend just one resource for you on this topic.

• WGBH shares its Inclusive Language Guideline Here
• Follow Better Allies and subscribe to Karen Catlin’s weekly 5 Ally Actions Newsletter . Use Karen’s latest book The Better Allies Way, a workbook on for being more inclusive
• McKinsey shares great research, case studies and guides
• Harvard Business Review regularly publishes on the topic. Start here, here, and here.
• Read Beyond Bias by Andrea S. Kramer and Alton B. Harris

 If diversity is the goal—and it should be—then inclusion is the starting place. And inclusion STARTS with language.