Webinars

Inclusive language is not just a trending topic; it’s a transformative tool that fosters belonging, equality, and effectiveness in the workplace. In a recent Avomind webinar, Veronica Llorca-Smith, an expert in culture and languages, shared her insights on the importance of inclusive language and its impact on recruitment, workplace culture, and organizational success.

 

What Is Inclusive Language?

 

As Veronica explained, inclusive language is about communication that ensures everyone feels acknowledged and valued. It’s a way of speaking that avoids gendered, biased, or discriminatory terminology. For example, instead of using terms like "chairman" or "policeman," more neutral alternatives like "chairperson" or "police officer" create a sense of inclusivity.

 

Even words that seem harmless can have significant impacts. Veronica shared an example of a 2022 agreement she received, where the only signatory options were "Mr." or "Sir." This experience highlighted how traditional structures often exclude non-binary individuals or those who don’t fit into narrow gender norms. Words matter, and when used inclusively, they create environments where people feel welcomed and respected.

 

Why Inclusive Language Is Crucial

 

Inclusive language impacts multiple facets of business, from recruitment to employee engagement and customer relations. Veronica noted:

 

• Improved Recruitment: Job descriptions laden with gendered or biased language can deter certain demographics from applying. For instance, words like "aggressive" or "go-getter" often appeal to male candidates, while terms like "nurturing" or "empathy" might attract more women. By using neutral language, companies can diversify their talent pools.

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• Enhanced Workplace Culture: Language shapes perception. Employees who see themselves represented in internal communications are more likely to feel engaged and contribute meaningfully. Conversely, exclusionary language reduces participation and innovation.

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• Business Benefits: Research shows that inclusive teams perform up to 30% better, and inclusive language in marketing can expand customer demographics. It’s not just ethical; it’s a smart business strategy.

 

Steps to Implement Inclusive Language

 

Veronica provided actionable advice for organizations looking to adopt inclusive language:

 

• Formal Training: Companies should offer workshops and webinars to raise awareness about inclusive language and its benefits. Hands-on activities and discussions can help employees understand the "why" behind these efforts.

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• Audit Communications: Review all job postings, marketing materials, and internal documents to ensure they’re inclusive. Engage diverse stakeholders, such as underrepresented groups or individuals from the LGBTQ+ community, to provide feedback.

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• Self-Education: Encourage employees to broaden their perspectives by following diverse voices on social media or exploring different cultural narratives. Exposure to varied viewpoints can foster greater understanding and empathy.

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• Measure Impact: Set measurable goals to track progress. For example, assess whether inclusive job descriptions lead to more diverse candidate pools. Collect feedback from employees and stakeholders to refine strategies.

 

Overcoming Resistance

 

Resistance to inclusive language often stems from misconceptions, such as labeling it as “politically correct.” Veronica emphasized the importance of shifting the mindset from compliance to understanding. By illustrating how inclusive language reduces bias and fosters fairness, companies can encourage genuine buy-in.

 

Real-Life Examples

 

Veronica shared examples of companies making strides in inclusive language:

 

• Marks & Spencer: Employees can choose pronouns for their name badges, fostering self-expression.

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• Nike and Adidas: These brands emphasize inclusivity in their messaging, celebrating diversity in abilities and backgrounds.

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• Boots (UK): A misstep occurred when the retailer labeled parking spaces as “less abled,” sparking backlash. The incident underscored the need for stakeholder input and thoughtful language choices.

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Future Trends in Inclusive Language

 

As awareness grows, Veronica predicts increased training and integration of inclusive language across workplace initiatives. With many organizations setting diversity goals—like achieving 40% women in leadership by 2025—inclusive language will be a critical tool in achieving these benchmarks.

 

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Inclusive language is more than a buzzword; it’s a commitment to creating spaces where everyone feels seen and valued. For recruitment firms and organizations alike, adopting inclusive language isn’t just the right thing to do—it’s essential for building resilient, innovative, and diverse teams.

 

If you’d like to learn more about inclusive practices or engage in a workshop, Veronica Llorca-Smith can be found on LinkedIn, sharing valuable insights on this evolving topic.