Insight: Using inclusive language in the workplace
Language is always evolving. It is important to NOE CPC that we continue to do what we can to adapt with these changes; to foster a comfortable workplace for our team to feel included and understood.
In order to do just that we recently asked Tash Oakes-Monger, previously the Senior LGBT+ Project Manager at NHS England, to guide us through some best practice, and to offer a learning environment for people to ask questions.
The basics
Firstly it was explained that gender, sex and orientation are three very different things and they are not binary or fixed.
Each person experiences them differently, and these experiences may differ from societal expectations.
Sex: typically assigned on the basis of primary sex characteristics, genitalia, and reproductive function. It can be called assigned sex or registered sex at birth.
Gender: typically something expressed in terms of masculinity and femininity. This is largely culturally determined. Gender identity, or just gender, is a person's internal sense of their own gender, whether that be male, female, nonbinary, or something else. And that may or may not correspond to the sex they were assigned at birth.
Orientation: an umbrella term used to describe someone's attraction to other people, whether it be sexual or romantic attraction. Orientation can be described using terms such as lesbian, gay, bisexual, pansexual, asexual and heterosexual.
Respecting people’s choice
It was highlighted that the most important thing to understand, is to respect the language that people use about themselves. If somebody asks you to use a certain term for them, that's the term that you should use.
A common misconception is the use of the term ‘preference’ when talking about someone's orientation, because often this is something that people don't have a say in, and is fundamentally a part of who they are.
Using someone's pronouns correctly is a sign that you respect them and see them for who they are, and demonstrate to them that they are a valued member of the team.
Making mistakes is common when learning something new. Just remember to acknowledge mistakes and apologise briefly where appropriate, to correct yourself, and then most importantly learn from it.
Educate yourself and keep up to date with changes in language.
Language is ever evolving. Staying involved in conversations about these topics, following people on social media and being interested in learning about this area will keep you up to date with language evolution.
Model inclusive language and inclusive behaviour and be aware of your role in supporting transgender and non-binary people. For example, try to avoid using gendered language. In place of saying, “good morning ladies and gentlemen”, try “good morning colleagues”, or “good morning everyone”.
Encourage an inclusive environment
To encourage an inclusive environment there were a couple of suggested changes to make into standard practice for example:
- In meetings you could make it optional but standard practice for all individuals to introduce themselves and their pronouns
- Offering support and encourage the inclusion of pronoun use in email signatures
- Providing your team members with ‘hello my name is’ badges which include pronouns.
It is important however to remember that pronouns should never be mandatory. There may be individuals who aren't comfortable or who are still figuring out their pronouns and don't wish to discuss it publicly yet.
Be a real and visible ally
Allyship was described as a commitment to effecting tangible difference and real change for minority communities. This commitment begins with educating yourself, an ongoing process of learning about the experiences and inequalities faced by these groups. It's about consistently learning, unlearning and relearning and it starts with listening.
As an ally, your position should be leveraged respectfully to amplify their voices. Even when you're unsure of the presence of transgender and non-binary individuals, it's important to stand up for their rights. Don't hesitate to speak out when you encounter discrimination or when presumptions lead to exclusionary language.
And lastly, it important to signpost support for your transgender and non-binary colleagues, demonstrating that they are a seen and respected member of the team. By doing so you could help to foster environments where individuals feel secure enough to share their experiences and live authentically.
Keen to learn more? We found this insight really useful and we appreciate the time Tash took to share their knowledge. Please take a look at the useful links below to hear first-hand experiences and find out what you can do to further your allyship.
Useful links
Stonewall
Website: www.stonewall.org.uk
YouTube: www.youtube.com/user/stonewalluk
LGBT Foundation
Website: www.lgbt.foundation
YouTube: www.youtube.com/c/lgbtfoundation
Gendered Intelligence
Website: www.genderedintelligence.co.uk
YouTube: www.youtube.com/channel/UCatNvIEGYX8DyIsIKs8rzOQ
Follow Tash Oakes-Monger
Twitter: @tash_om