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- We encourage all people to adhere to the basic principles of inclusive language, which are to choose appropriately specific terms and to show respect by calling people what they call themselves. This requires being open to continual learning and capacity building and remaining mindful that language may change.
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The purpose of this guide is to: Provide some key principles and recommendations to encourage the use of inclusive language in our personal and professional lives; Explain how and why certain language related to equity, diversity, inclusion, and decolonization has changed over time; and.
- Acknowledgement
- Using Inclusive Language in the Workplace
- Respectful Workplaces
- Guiding Principles
- Unconscious Bias and Embedded Metaphors
- A Closer Look: Inclusive Language and the BC Human Rights Code
- Culture and Ancestry
- GENERAL PRINCIPLES
- Indigenous Peoples
- In-Group Terms
- Political Belief
- Religion
- Marital or Family Status
- Disability
- Sexual Orientation, Gender Identity or Expression
- Pronouns
- Gendered Exemplification
- Gendered Pronouns
- Age
- Promote Respect in the Workplace
- Useful Links:
The BC Public Service Agency acknowledges with gratitude the contributions of our colleagues across the BC Public Service — the many voices, perspectives, and experiences that have contributed to this document. These guidelines are a living document that will be enriched by continued feedback and conversations.
Inclusive language is language that is free from words, phrases or tones that reflect prejudiced, stereotyped or discriminatory views of particular people or groups. It is also language that does not deliberately or inadvertently exclude people from feeling accepted. The use of inclusive language plays an important role in promoting higher employee...
When employees are hired and take their Oath of Employment, they are asked to officially commit to upholding the Standards of Conduct for Public Service Employees, which address workplace behaviour and require all employees to contribute to a positive work environment. The BC Human Rights Code protects a person from discrimination in hiring or on t...
In using inclusive language, it is helpful to keep these principles in mind: People first. Many general principles provided in this guide involve seeing the person as an individual first and becoming aware of diverse audiences. Words matter. Not only do terms and expressions allow people or groups to feel excluded, but they can also convey or embed...
Many metaphors and sayings in the English language have become so frequent that a person may not realize their origins, and they can reinforce a stereotype or bias and marginalization without realizing it. Unconscious bias and embedded metaphors may also be reinforced through popular culture and media, therefore blurring the distinction between inc...
As previously noted, the BC Human Rights Code protects a person from discrimination in hiring or on the job, if the discrimination is based on one or more of the following protected grounds: Race, colour, ancestry, place of origin Political beliefs Religion Marital status Family status Physical or mental disability Sex Sexual orientation Gender ide...
Cultural labels, names and expressions can be created and used to portray certain groups as inferior or superior to others. Preferred terms change as language evolves and as awareness increases. It is important to respect a group’s or an individual’s preference about how they wish to be addressed and referred to. As a general practice, it is import...
When references are relevant and necessary, find the appropriate, widely-accepted terminology and use the language preferred by the individual or group concerned. Preferred terminology depends on the preferences of the individual or group, and may change on the basis of location. For example, in the United States, “African- American” is used; in Ca...
As a commitment to reconciliation, developing literacy with language that more accurately reflects Indigenous people is core to building cultures of reconciliation. There are three distinct groups of Indigenous Peoples in Canada: First Nations (status and non- status Indians), Métis and Inuit. “Indigenous Peoples” is commonly used as a collective t...
In-group terms are terms that are accepted and used by members of the same group, but are most often not appropriate for use by people who are not members of the group. In-group terms often form as an act of resilience and re-appropriation. This may occur in many groups. For example, the term “Indian” may be used as an in-group term, often among ol...
This ground protects a person from discrimination on the basis of their political belief. A person’s political belief should not determine how they are treated by others. This means recognizing the difference between respecting a person regardless of their political belief, and allowing personal judgment to shape actions and the way someone is trea...
This ground protects a person from discrimination on the basis of their religion or faith. Religious accommodation in the workplace may include at least the following considerations subject to operational and workplace requirements: Changing schedules to accommodate days of religious observance. Making changes to dress codes or uniforms to accommod...
Marital and family status can cover a range of family forms, including lone parent and blended families, as well as families where the parents are in a common-law relationship. While it may not be necessary to apply marital status titles such as Mr., Mrs. and Ms. when addressing or referring to individuals, some generations are more formal and may ...
When speaking to or about a person with a disability, it is important to focus on the person and not on their disability. Not all persons with disabilities will have strong preferences about language, and there is not always consistency about preferred language between different people. An effective way to determine a person’s preferences for what ...
Sexual orientation and gender identity or expression have different meanings, and are subjective and circumstantial to the individual. It’s also important to note that LGBTQ2S+ is an acronym that represents many, but not all, groups specifically. The acronym refers to lesbian, gay, bisexual, trans, queer, questioning and two spirit people, and the ...
It is important to be aware that a person who is transgender or non-binary (someone who does not identify as exclusively male or female) may have had a difficult lived experience. Language is important when speaking about gender identity because it facilitates respect by allowing people to use language that describes their identity. Respect can be ...
Exemplifying a gender involves using more examples involving males than females, repeatedly placing terms for males before females, and basing examples on stereotypes. One way to avoid gendered exemplification is to use equal examples that include different genders in work materials. Also, instead of using a female’s name to represent a nurse and a...
A gendered pronoun is a pronoun that references a person’s gender, such as “hers/his,” “he/she,” “him/her,” or “herself/himself.” Pronouns in English originally developed around binary gender norms (male/female) and may not match a person’s gender identity or expression. It is more inclusive to use the gender neutral pronoun “they” in written commu...
A person should be mindful about the connotations that could arise when referring to age, as both younger and older people may perceive their age as a systemic barrier to being included in the workplace. By avoiding terms and phrases that may stereotype individuals or groups on the basis of their age (e.g. language that implies that a particular ag...
Language is not always intended to exclude a person or a group, but it may unintentionally have that effect. Becoming conscious of how language impacts others can help prevent feelings of exclusion and discomfort in the workplace, which can lead to disengagement. Challenge yourself to use these guidelines when communicating in the workplace. It may...
@Work: https://gww.gov.bc.ca MyHR: www.gov.bc.ca/myhr
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Using the preferred approach to language when discussing people with disabilities—whether that be person-first language, identity-first language, or a mix of both—treats people with disabilities with respect and helps reduce bias in practice, research, and educational settings.
Inclusive communication that respects and includes all communities is free from sexist, racist and other discriminatory language. It does not inadvertently exclude groups and it avoids stereotypes, loaded words and patronizing descriptors.
Inclusive Language Guiding Principles. Be respectful of a person or group’s preferences/choices regarding vocabulary. Always ask how a person would like to be referred to. Remember that no community is homogenous and that an individualized approach is best.
Our aim is to have an inclusive environment by utilizing the following guiding principles: Put people first • This guide encourages the use of language that centers on people as individuals, not
Guiding Principles to Foster Inclusive Language in the Workplace: 1. Use inclusive language to convey respect. Using inclusive language is an important way to demonstrate and communicate respect for one another.
