Businesses today are constantly striving to attract and retain top talent. One aspect that is often overlooked is how well a business embraces different perspectives and ideas and uses that as evidence for its progressive and inclusive culture.
A business can wax lyrical about the togetherness of its team, but it’s all for nought if there is zero evidence of inclusive communication within its diverse work environment. The crucial difference lies in whether a business views diversity, equity, and inclusion (DEI) as a tick-box exercise, or whether it establishes a team comprising different backgrounds and perspectives with authentic enthusiasm.
If it’s the latter, a business will not only be helping diverse groups of people work more effectively together, but it will also create a culture where everyone feels respected, valued, and empowered to contribute without any fear of repercussions. In their quest to hire and retain more top talent to fill vacancies and pervasive skills gaps, tech businesses in particular should view DEI with a very specific lens.
When discussing inclusive language and communication, it’s often met with confusion or subjective classification. In simple terms, inclusive language addresses everyone, is accessible to anyone, and avoids stereotyping.
Language, like technology, is always evolving; this is never more apparent when assessing how different generations interact with one another. Inclusive language avoids the use of certain words and phrases that could – knowingly or unknowingly – exclude or be ignorant of groups of people.
Businesses are now operating in a world that is increasingly ‘online’ and, by extension, they are invariably in the public eye more than ever. As such, their communications – be they internal or external – are likely going to be scrutinised if they are biased against groups of people. Communication is most effective when it resonates with everyone who can relate and respond well to it in a certain way.
What is the business case for demonstrating inclusivity in a company’s language and communications?
Job seekers, particularly those from underrepresented groups, are increasingly conscious of the language used by potential employers. By using inclusive language in job advertisements, company materials and during the recruitment process, businesses can signal their commitment to diversity and inclusion. Backing this up with accessible ways for employees to make reasonable workplace adjustments will also make the company more appealing to a wider talent pool.
When employees feel that their experiences, perspectives and identities are acknowledged and respected through the language used in the workplace, they are more likely to feel like they belong. The absence of unconscious biases or prejudices in all communication also contributes to a broader feeling of psychological safety among the workforce, which, in turn, leads to higher levels of engagement, loyalty, and productivity. In roles where technical skills are paramount, it’s vital that all employees feel as though they can bring their authentic selves to work.
Creating a diverse workforce allows organisations to bring a wealth of ideas, experiences, perspectives, and opinions to the table. An environment where all of these are embraced and encouraged – where everyone feels comfortable expressing themselves – is crucial for businesses trying to scale, progress, and innovate. Skills gaps can be bridged more effectively with the help of companies that pioneer innovative products and solutions, which are born from a broad range of perspectives.
Avoid gendered terms like “salesman” or “guys” when addressing a group, and instead use inclusive terminology like “salesperson” or “everyone”.
Encourage employees to share their preferred pronouns (e.g., he/him, she/her, they/them) in email signatures or introductions. Don’t make assumptions and use the correct pronouns when addressing each person.
Be mindful of language that may be derogatory or hurtful to individuals with disabilities. Even common slang can be rife with ablest expressions like “OCD” or “crazy”, which, when used innocuously, could be upsetting or damaging to someone with specific conditions.
It’s prudent to avoid tarring everyone with the same brush, but even segregating groups by age can be perceived as ageist. Be careful using words like “young” or “old” which can be less welcoming to all ages, and instead use terms like “experienced” or “skilled”.
Develop a comprehensive guide that outlines best practices for inclusive language in your organisation. This can be used as a point of reference for employees, helping them understand and adopt inclusive communication.
Communication extends beyond text and words. While some neurodivergent employees may find swathes of text more accessible to them, others may feel differently and learn better through alternative media.
Consider breaking up large chunks of text and providing written descriptions or captions for images to help employees with visual impairments who cannot interpret graphics or photographs. Avoid colour combinations in graphics or pages that can cause visual overload for people with sensory processing issues.
Embracing inclusive language is an ongoing process for businesses. Getting all of your team on board with inclusive communication policies will likely take time, as certain generations may have to ‘unlearn’ phrases or terminology that would be part of their everyday vernacular. What’s more, monitoring and maintaining an environment that adopts inclusive language is difficult.
One of the most effective ways to bring all employees up to speed with inclusive communication, its importance, and how to implement it effectively is to invest in training resources and programmes. There are plenty of online courses and workshops that offer inclusive language training, and collaborating with organisations that specialise in DEI training will also steer businesses on the right path.
However, the real power lies in soliciting regular feedback and opinions from staff. Take the time to understand what language makes them feel respected, acknowledged, and heard. Leverage this to influence your policies, strategies, and language, as this will be pivotal in keeping essential staff engaged throughout their tenure with your organisation. Reducing staff turnover will ensure that organisations are less likely to find themselves at a skills shortage again.
Skills gaps can only be closed with the right talent engaged and committed from the outset. According to a recent report by Edge Foundation, skills shortages run rampant throughout many industries, including digital, despite it being hugely sought-after by many professionals. If candidates are from underrepresented groups, organisations should strive to demonstrate their inclusivity from the very beginning.
A company’s recruitment material and processes should be exemplary of diversity, equality, and inclusion at all touchpoints. From job postings to interviews and onboarding, businesses should go to great lengths to ensure they are practising what they preach.
This will involve:
Adopting the advice above will ensure that the best talent – regardless of ethnicity, gender, age, or disability – can be their most authentic selves and contribute positively to your organisation. In the long run, organisations that can fill in-demand roles through inclusivity will become rightfully recognised as forward-thinking employers, thus earning them a rightful place ahead of the curve. If more organisations adopt this mindset, they will be best placed to cultivate a more inclusive industry that thrives on championing everybody with unique backgrounds and skills to make these gaps less noticeable.