At 24, Divyanshi embarked on a career in the IT sector after completing her undergraduate studies. Fresh out of college, she found herself steering through the intricacies of workplace language, discerning what was deemed appropriate and what wasn't. She vividly remembers a team meeting called by her then-boss who casually began with the words, 'Okay, guys, let's get started.' In that moment, she couldn't help but feel somewhat excluded. She pondered, 'Wouldn't it have been more inclusive to use 'everyone' instead?'

Fast forward to the present, Divyanshi has ascended to a managerial role, where she places a strong emphasis on ensuring her language choices are all-encompassing, free from barriers that might alienate or exclude others.
In 2019, The United Nations released a valuable set of guidelines, aimed at promoting gender-inclusive language across all forms of communication, be it oral or written, formal or informal, and whether directed towards an internal or external audience.
Read: https://www.un.org/en/gender-inclusive-language/guidelines.shtml
A 2022 report from the International Labour Organization (ILO) reveals that one out of four people doesn't feel appreciated at work. This is a problem because diverse and inclusive workplaces can boost productivity, innovation, and well-being. Unfortunately, the report shows that not enough is being done to create such workplaces, especially for minority groups. Senior employees, at 92 per cent, are more likely to feel valued and respected compared to 76 per cent of lower-level workers.

Recognising the importance of inclusive language, many companies have initiated sessions designed to create an environment where every employee is valued, included, and empowered to share their unique perspectives.
The Role Of Inclusive Language For Leaders and Organisations
According to Himani Mathreja, a Human Resource specialist, who works for an IT company in Pune, ‘Inclusion and diversity are not mere catchphrases in the modern workplace; they help establish a culture of respect, equality, and belonging, making every individual feel valued and respected. Employing inclusive language is a fundamental step toward realising this goal.’
She adds, ‘For us HR leaders, workplace managers, founders, and organisations, promoting and practicing inclusive language is not just an option; it's a responsibility’.

Understanding Inclusive Language
Let us first try to understand what exactly inclusive language entails. Himani says, ‘Simply put, inclusive language acknowledges and respects the diversity of people, aiming to create an environment where everyone feels included and respected. It encompasses multiple aspects, including gender-neutral language, respectful terminology, and cultural sensitivity.’
She sheds light on how the use of inclusive language helps eradicate stereotypes and biases in communication, thereby creating a fairer workplace where opportunities are not influenced by preconceived notions about one's identity. ‘In fact’, she adds, ‘we have noticed that companies that embrace inclusive language tend to receive more positive public perception and attract a diverse pool of talent.’

Himani shares some practical tips for workplace leaders to ensure the culture of inclusive language trickles down
1. Educate Your Team: Provide training and resources to raise awareness about the importance of inclusive language among your employees.
2. Avoid Gendered Language: Opt for gender-neutral terms in place of gender-specific ones to be more inclusive.
3. Respect Pronouns: Allow employees to specify their preferred pronouns and make a conscious effort to use them correctly.
4. Be Mindful Of Titles: Use titles that don't assume someone's marital status or gender identity.
5. Use Inclusive Terminology: Replace outdated or offensive terms with more inclusive language.
6. Be Culturally Sensitive: Avoid making assumptions and stereotypes related to culture and religion.
7. Promote Accessibility: Ensure your workplace is physically accessible and your digital content accommodates all employees, including those with disabilities.
8. Encourage Open Dialogue: Create an open and inclusive environment for employees to discuss concerns or suggest improvements related to inclusive language and diversity.
9. Lead by Example: Managers and leaders should set the tone for inclusive language in the workplace by modelling respectful communication and supporting diversity and inclusion initiatives.
10. Review and Update Policies: Regularly review and update workplace policies to ensure they reflect the commitment to inclusive language and diversity, including anti-discrimination and anti-harassment policies.
She elaborates that inclusive language is an integral element of building a more diverse, equitable, and respectful workplace. ‘By embracing these practices, organisations can cultivate a culture where every individual feels valued and empowered to contribute, resulting in stronger, more collaborative, and innovative teams.’
