Everyone likes to feel included in the workplace, and statistics show that many employees stay in their jobs longer when they feel accepted and valued. In cases where they feel excluded and undervalued, they tend to leave sooner or produce sub-par work. Most executives recognize the importance of cultivating an inclusive environment, but this can be a difficult process.
One key aspect of inclusivity is mindful language. Words have power, so we need to choose ours wisely. Here’s how to do it.
Start with awareness about the makeup of your team members.
My client Michael works for an international corporation, and his team stretches across the globe. Over the past year or so, he started noticing a disconnect with certain employees. They were not openly hostile or rude, but simply a bit more closed off with him. After consideration, he realized that several of these team members had direct connections to the war in Ukraine. Either they had lived there at some point or they had family members still in the danger zone.
Michael also realized that he was unwittingly using expressions that included war terminology, such as “don’t shoot the messenger” and “fighting an uphill battle.” While these idioms are built into mainstream American culture, they had struck a nerve with Michael’s teammates who were enduring real-time suffering from war. By actively working toward avoiding violent terminology in his discourse with colleagues, he was able to reestablish healthy working relationships with those employees.
(Disclaimer: While understanding people’s backgrounds and beliefs can be helpful for you in using mindful language, only make note of personal information offered freely during the course of normal conversations. Do not ask probing personal questions that could make people feel uncomfortable. Not only is that behavior illegal, but it can also be off-putting and disconcerting for employees.)
Stay inclusive.
For example, the slang term “guys” is often used to address a group of people regardless of gender. However, some people may feel that the use of a masculine term excludes any women or nonbinary people in a group. While not everyone feels this way, a mindful leader should use gender-inclusive vocabulary and simply omit “guys” from their vernacular for those who do care—try swapping it for “folks.”
Also be aware of unintentional ethnic slurs or racist language. I have heard leaders use terms like “slaving away” or “cakewalk”—both idioms that stem from racist practices and thought in the United States. Once you are aware that a phrase is rooted in racism, avoid it.
Mindful language is rooted in diversity, equity, inclusion and belonging. Ask yourself if you are using vocabulary that helps all employees feel included or the opposite. Is anything you say potentially insensitive, or could it make someone feel uneasy or disconnected from the group?
It’s worth it.
While analyzing your speech can be a long process, even tedious at times, you will be a better and more respected leader for it. Showing thoughtfulness in your way of speaking demonstrates inclusivity and ensures that your messages resound loud and clear without getting bogged down in potentially offensive vernacular.