Using Inclusive Language in the Workplace

We all know that words matter. It’s become a very big movement lately to make sure to use politically correct language as well as inclusive language at work. inclusive language means that it is free from particular words, phrases or tones that reflect prejudiced, stereotypes or discriminatory views. Building respect and maintaining it is crucial to a healthy work environment. DEI is now at the top of the priority list for brands. Here are some guidelines for your company to solidify that it is using inclusive language.

1.     Use the people-first approach. Center language on the individual rather than a group descriptor. Use neutral words related to gender, sexual orientation and other distinguishing qualities.

2.     Set aside any assumptions. We all know what happens when people assume right? Don’t make us say it. For example, instead of asking where a woman’s husband is you should ask her where her spouse is.

3.     Refer to theoretical person as “they.” Always use “They” instead of he or she. One may never know how a person identifies. If you’re unsure, you can always ask your team members how they identify. Also, keep in mind the use of gender terms, such as salesman. Take this term and make it ubiquitous such as salesperson or sales rep.

4.     Consider historical context and implications. Think about phrases such as slaving away or cracking the whip. These are contextual to slavery. One must keep these things in mind.

We cannot stress enough how important inclusive language in the workplace is. As a brand, you want your employees to feel comfortable working for you. You want to foster a work culture that includes everyone in order to maintain a high level of respect between employees and managers. Not only is it just right, it will make your employees want to be there and work hard for you. They’ll believe in your mission and help you grow.

Employee Engagement

What is employee engagement? Well, it can be defined as a measure of an employee’s sense of purpose at the workplace, involvement, commitment to the brand, their effectiveness in communicating and lastly, having a collaborative attitude that’s dedicated to quality performance. Engagement of employees is about motivation behind their work and not job satisfaction. It’s surprising to note that only 36% of workers in the United States are highly engaged, according to HubSpot. Employees are the gears that turn the machine within a business. Their engagement is necessary to its success. When the gears are well oiled, the machine runs smoothly and efficiently. Think of it like this. It’s just as within the human body. When one part isn’t working well, the entire thing sees a downturn and it’s like a domino effect. One thing ultimately, affects the whole. Therefore, fostering a good culture in the workplace is crucial. Let’s look at some stats. Gallup studies show that having good employee engagement:

1.     Lowers absenteeism by 81%

2.     Lowers turnover rates by 18%

3.     Lowers defects in quality by 41%

4.     Increases productivity by 18%

5.     Increases customer loyalty and engagement by 10%

6.     Increases profitability by 23%

It is obvious why employee engagement is important looking at these numbers, but how do you foster it within the workplace for your brand? There are 3 key components to doing so. 1.) Leadership. 2.) Rewards and Recognition. 3.) Personal Growth. Within the leadership role, managers and CEO’s must communicate clear expectations for their employees so they understand their tasks, goals and day to day responsibilities. To this, they must also provide the proper tools and knowledge that they need to carry out these tasks while giving them the space to show your trust of them. Autonomy shows them that they are valued. Recognition programs are a great way to show employees they’re valued as well. Reward them with bonuses, gift cards, gift baskets, etc. for their successes. Lastly, there must always be room for growth and a clear path of how to get there. This can help create a sense of purpose with employees. They start at the bottom and work their way up towards a goal.

Now that you have all the tools you need to engage your employees; how do you measure the effectiveness you are having with it? The first is obvious, seek their feedback. Make it anonymous so they don’t feel put on the spot or you can have private, individual conversations. Or both. Survey Monkey is a great survey creator you can use to do this. Next, make sure to keep an eye on your turnover rates and employee absenteeism regularly. If these numbers are up, then unfortunately, engagement is down. Another way to get feedback would be to conduct exit interviews to see what areas can truly be improved. People tend to be more candid when they won’t be working there anymore.

In summary, employee engagement keeps your business running smoothly. Happy employees’ equal happy customers equal thriving businesses. It’s important to keep the gears of your business machine well-oiled in order to run well.