A new guide from McLean & Company, a global HR research and advisory firm, emphasizes the significant role of inclusive language in creating a positive employee experience and enhancing talent retention.
The guide, titled the “Inclusive Language Guide,” outlines how inclusive communication practices can contribute to a supportive and engaging workplace culture.
McLean & Company’s research indicates that employees who perceive their workplace as inclusive are more than twice as likely to remain with the organization. The guide aims to assist HR and communications professionals in incorporating inclusive language into their organizational communications to foster an environment where individual differences are valued and respected.
“Inclusive language contributes to and reinforces inclusion as an organizational priority, establishes a sense of belonging, and fosters psychological safety at work for employees,” said Elysca Fernandes, director of HR Research & Advisory Services at McLean & Company. Fernandes also noted the complexity of inclusive language, stating, “It’s impossible to know all the intricacies regarding inclusive language because there is no one way to be inclusive. It is highly contextual and requires adapting the approach to differing contexts and audiences over time.”
The guide defines inclusive language as avoiding expressions that stereotype, stigmatize, trivialize, or exclude individuals based on identity traits such as race, ethnicity, gender, sexual orientation, disability, class, or age. Instead, it advocates for the intentional use of words and phrases that value and honor diverse identities and experiences.
The resource is divided into three sections:
- Overview of Inclusive Language: This section defines inclusive language, identifies its key organizational applications, and highlights its benefits on the employee experience and psychological safety at work.
- Principles of Inclusive Language: This section outlines six principles for inclusive language in written communications, including acknowledging biases, knowing your audience, treating individuals as experts in their own experiences, evolving with language changes, seeking continuous DEI learning, and recognizing the emotional impact of change.
- Inclusive Language Best Practices Across Demographic Groups: This section recommends inclusive terms to replace less inclusive ones, though it notes some terms may be triggering for some readers.
The guide emphasizes the importance of written communications as tools to express organizational values and priorities. McLean & Company warns that neglecting inclusive language in these communications may signal a lack of commitment to inclusion and belonging.
