06/22/2021
If someone asks if you’re bringing your wife to the company dinner and you have a husband, you’re likely to feel “othered” in a way that’s subtle but magnified by every similar reference. If you’re constantly addressed or referred to by pronouns that don’t fit your own self-image, you’ll feel uncomfortable, and this discomfort can grow over time into significant stress. It can also create feelings of not “belonging,” which leads to lower productivity rates at work.
If every time you hear references to “mankind” or “manpower” or “freshmen,” your mind conjures up male images (which research shows it tends to do), you’re likely, over time, to receive a message that your role as a woman or a non-binary person is less central and important than the roles of men.
As gender discrimination issues have come to the forefront in recent years, it has encouraged us to find ways to speak to each other that are more compassionate, respectful, and empowering.
Gender-neutral language is inclusive and gender-fair. As the United Nations says, it means “speaking and writing in a way that doesn’t discriminate against a particular sex, social gender or gender identity, and does not perpetuate gender stereotypes.”
Language that’s not gender-neutral can:
Alienate people who don’t fit into traditional binary gender roles
Maintain male/female gender stereotyping
Reinforce conscious and unconscious patriarchal biases against women
Gender-neutral language strives to level the playing field and be courteous, respectful and accepting of all groups and individuals.
Many people believe that language is the icing on the values cake. If we believe we have the right intentions, are the exact words we use to express ourselves less important? No, language is very powerful and has far-reaching effects. The words we hear tell us how the world sees us. The words we say influence the beliefs we hold. Both speaker and listener are affected often in ways we don’t consciously realize.
Remember the expression “The pen is mightier than the sword?” Words can hurt. Individuals, teams, and businesses can suffer. Fortunately, words can also help to heal.
There are recommended practices in speaking and writing that can increase gender neutrality. These include:
Use available gender-neutral alternatives
“Business people” instead of” businessmen.” “Personnel” instead of “manpower.” “Team” or “folks” instead of “guys” or “ladies and gentlemen.”
Eliminate gender-biased or stereotypical expressions
“She throws like a girl.” “Man up.” And avoiding gender-based assumptions — “Great coffee, gals” or “Men just can’t multitask.”
Use pronouns consistent with the subject’s gender identity
Ask if you don’t know. Offer your own pronouns first to introduce the question without creating awkwardness. For example, introduce yourself by saying, “Hi, my name’s Camille, and I use she/her pronouns. What are yours?”
Learn to love the singular “They.”
In modern usage, it’s increasingly replacing “he” as the default pronoun used to represent the entirety of mankind or a subject whose gender is unknown. “He/she” is considered problematic today because it reinforces binary gender roles. “They” is an acceptable substitute.
As an employer, you can take steps to encourage the use of gender-neutral language in your workplace. These steps are not about policing free speech or enforcing rules but rather about broadening perspectives and educating your workforce on the “hows” and “whys” of a mindful use of language.
Start with your job descriptions. In recent years, extensive research into the effects that gendered language (i.e., masculine- and feminine-themed words, such as those associated with gender stereotypes) has on potential applicants has shown definitively that gendered wording helps sustain gender inequality. Research which words to use and which to avoid to build a diverse workplace.
Bring the use of gender-neutral language into all your company’s communications — internal communications, website, social media, advertising, etc. Consistency is important and will reinforce your company’s values and communicate them to all of your internal and external stakeholders.
Provide voluntary training in gender-inclusive language — organize a staff workshop, managers’ engagement session, etc.
Encourage employee engagement and empathy. Support the concept of employees helping each other to understand personal reactions to different word choices.
At Kanarys, we are the diversity, equity, and inclusion people with the data-driven approach. Since 2018, Kanarys has aimed to change the world by creating equitable workplaces where everyone belongs. We guide your organization’s DEI path every step of the way with courage and collaboration. It starts with data, analytics and insights, and continues with recommendations and implementation.
Our mission, as your partner and champion in the ever-evolving DEI journey: Help you understand what it takes to foster lasting, systemic change today and for tomorrow. Because when you succeed with DEI, your employees can thrive—and so can your organization.
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