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    Diversity and Using Inclusive Language - 091116

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    Diversity and Using Inclusive Language - 091116

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    15 views9 pages

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    Diversity and Using Inclusive Language_091116

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    15 views9 pages

    Diversity and Using Inclusive Language - 091116

    Uploaded by

    jennythewriter674

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 9

    DIVERSITY AND USING

    INCLUSIVE LANGUAGE
    Diversity in langauge
    Definition of Inclusive Language

     Based on Linguistic Society of America(LSA) in their direct line for the inclusive language, the
    term is deliberately defined as language that;
     acknowledges diversity
     conveys respect to all people without discrimination
     it values the differences,
     Promotes equal opportunity
     The main theme for inclusive language for individual to realize and think about the impact their
    words and phrases have on others. The use of this language avoids some expressions that could
    be;
     Racist
     Sexist
     Or biased against a group of people
     It also avoid making assumptions about individuals, steering clear of defaults that could make a
    person feel alienated or unwelcome.
    Benefits of inclusive language at
    workplace
     contributes to a sense of belong for a
    person, individuals from a range of
    background feel welcomed, valued and
    empowered to bring themselves to the
    work
     It also promotes unit and
    understanding among employees,
    employees feel that they are
    discriminated from certain groups.
     Demonstrates that individuals also
    reflect about the impact of their
    language and behavior on others, hence
    establishing a human centric workplace
    that puts people first.
    Recommended
    inclusive language
    when addressing:
    RACE
     Avoid the term like
    non-white, or black
    people or other
    terms that treats
    whiteness as a
    default.
     For example you
    can say a Hispanic
    person, but not a
    Hispanic.
    Inclusive language in
    addressing sexual
    orientation
     Make use of descriptors of sexual
    orientation. Avoid the use of nouns such
    as transgender person, cisgender person
    and lesbian woman.
     In gender identity avoid guess work,
    however ask the person whom you are
    referring to tell you how they identify
    themselves.
     Use different sex instead of opposite sex
    because this recognizes gender as
    spectrum rather than binary
     In terms of marital status or family
    relationships use spouse or partner
    instead of husband and wife.
    Inclusive language in
    addressing gender
    identity
     Use a gender fair ay in your
    communication.
     Avoid phrases or words that indicates
    gender bias like irrelevant description of
    appearance
     For instance use person`s pronouns, for
    example they or them instead of he/she.
    Recommended inclusive
    language when addressing:
    AGE
    Avoid using someone's age unless the
    information is very relevant to the topic.
    Alternatively, avoid using women or older
    relatives as substitute for novice.
    The preferable language is older person or
    senior elderly
    Inclusive language in
    addressing disability
     in addressing disability, avoid
    made up words like “diversabiility’’
    and “ handicapable.”
     Also be sensitive while using words
    such as disorder, impairment.
    Abnormality and special.
     For instance use person first
    language such as “ a person who
    has Down Syndrome” rather than “
    a down syndrome person”.
    Another example is “ people living
    with disability” rather than
    “disabled individuals”
    References

    Djavadghazaryans, A. (2020). “Please Don’t Gender Me!” Strategies for Inclusive Language

    Instruction in a Gender-Diverse Campus Community. Diversity and Decolonization in

    German Studies, 269–287. https://doi.org/10.1007/978-3-030-34342-2_15

    Hughes, C. (2023). Diversity Intelligence and Leadership Development: How Allyship, Anti-

    Racism, and Inclusive Language Hinder Diversity Efforts. 73–105.

    https://doi.org/10.1007/978-3-031-33250-0_4

    Perales, F., Ablaza, C., & Elkin, N. (2022). Exposure to Inclusive Language and Well-Being

    at Work Among Transgender Employees in Australia, 2020. American Journal of Public

    Health, 112(3), 482–490. https://doi.org/10.2105/ajph.2021.306602

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