To Know
-
ACTING WITH A PURPOSE
How words shape us
The power of inclusive language
CALL to Impact
—
Feb 2025
Language has never been neutral. The words we choose shape perceptions, influence behaviour and define who feels included or excluded. In organisations, this becomes even more evident: the way we communicate reflects our culture, our values, and how we view people.
Inclusive language is not a trend or an exercise in political correctness. It is a practical tool for creating safer, more collaborative and more productive environments. It means using words that respect human diversity, avoid stereotypes and do not rely on assumptions about who is on the other side.
Inclusive language helps dismantle long-standing prejudices and brings visibility to realities that were often ignored. In the workplace, its impact is direct: it influences how people feel, how they engage, how they collaborate and whether they choose to stay.
A clear example is disability. Many limitations are invisible, and seemingly harmless comments can create discomfort or exclusion. Expressions like “confined to a wheelchair” or “suffers from” highlight limitations instead of the person. Alternatives such as “a person who uses a wheelchair” or “a person with a disability” are more accurate and respectful. Everyday phrases like “are you deaf?” or “you’re a bit bipolar today” unintentionally normalise ableist language and have real impact.
Multiculturalism is another area where language matters. Assuming nationality, religion or background based on appearance is a common mistake. Terms like “foreigners” or “minorities” may reinforce distance or hierarchy. Opting for “people from different backgrounds”, “under‑represented groups”, or simply using someone’s name and role shifts the focus back to competence and collaboration.
Inclusive language is built through small, conscious choices: asking rather than assuming, listening before correcting, and accepting feedback without becoming defensive. These consistent behaviours strengthen trust and belonging.
Leadership plays a decisive role. The language used by leaders quickly becomes a cultural norm. When they communicate clearly, respectfully and inclusively, they create psychological safety and space for teams to express themselves, collaborate and innovate. Inclusive language does not avoid difficult topics — it addresses them with precision and respect.
Processes also matter. From job descriptions to internal communications and feedback, language deserves the same rigour we apply to code, data or architecture. As technology evolves, so does language. Ignoring that evolution means falling behind.
As we increasingly discuss data, artificial intelligence and Next‑Gen Intelligence, it is crucial to remember that technology amplifies who we are. If systems learn from us, the way we communicate carries even more weight. Inclusive language becomes an essential part of building organisations that are more autonomous, adaptive and human.
This article is brought to you by the Diversity & Inclusion team.
This is not about perfection — we all make mistakes. It is about intention, continuous learning and shared responsibility. Inclusive language does not change the world overnight, but it changes environments, relationships and decisions. And, over time, that changes everything.
Language has never been neutral. The words we choose shape perceptions, influence behaviour and define who feels included or excluded. In organisations, this becomes even more evident: the way we communicate reflects our culture, our values, and how we view people.
Inclusive language is not a trend or an exercise in political correctness. It is a practical tool for creating safer, more collaborative and more productive environments. It means using words that respect human diversity, avoid stereotypes and do not rely on assumptions about who is on the other side.
This is not about perfection — we all make mistakes. It is about intention, continuous learning and shared responsibility. Inclusive language does not change the world overnight, but it changes environments, relationships and decisions. And, over time, that changes everything.
Language has never been neutral. The words we choose shape perceptions, influence behaviour and define who feels included or excluded. In organisations, this becomes even more evident: the way we communicate reflects our culture, our values, and how we view people.
Inclusive language is not a trend or an exercise in political correctness. It is a practical tool for creating safer, more collaborative and more productive environments. It means using words that respect human diversity, avoid stereotypes and do not rely on assumptions about who is on the other side.
Inclusive language helps dismantle long-standing prejudices and brings visibility to realities that were often ignored. In the workplace, its impact is direct: it influences how people feel, how they engage, how they collaborate and whether they choose to stay.
A clear example is disability. Many limitations are invisible, and seemingly harmless comments can create discomfort or exclusion. Expressions like “confined to a wheelchair” or “suffers from” highlight limitations instead of the person. Alternatives such as “a person who uses a wheelchair” or “a person with a disability” are more accurate and respectful. Everyday phrases like “are you deaf?” or “you’re a bit bipolar today” unintentionally normalise ableist language and have real impact.
Multiculturalism is another area where language matters. Assuming nationality, religion or background based on appearance is a common mistake. Terms like “foreigners” or “minorities” may reinforce distance or hierarchy. Opting for “people from different backgrounds”, “under‑represented groups”, or simply using someone’s name and role shifts the focus back to competence and collaboration.
Inclusive language is built through small, conscious choices: asking rather than assuming, listening before correcting, and accepting feedback without becoming defensive. These consistent behaviours strengthen trust and belonging.
Leadership plays a decisive role. The language used by leaders quickly becomes a cultural norm. When they communicate clearly, respectfully and inclusively, they create psychological safety and space for teams to express themselves, collaborate and innovate. Inclusive language does not avoid difficult topics — it addresses them with precision and respect.
Processes also matter. From job descriptions to internal communications and feedback, language deserves the same rigour we apply to code, data or architecture. As technology evolves, so does language. Ignoring that evolution means falling behind.
As we increasingly discuss data, artificial intelligence and Next‑Gen Intelligence, it is crucial to remember that technology amplifies who we are. If systems learn from us, the way we communicate carries even more weight. Inclusive language becomes an essential part of building organisations that are more autonomous, adaptive and human.
This article is brought to you by the Diversity & Inclusion team.
This is not about perfection — we all make mistakes. It is about intention, continuous learning and shared responsibility. Inclusive language does not change the world overnight, but it changes environments, relationships and decisions. And, over time, that changes everything.
.png)
.jpg)
.jpg)
