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.

Ways to Support Pride Month in The Workplace

May has already come to an end and if you’re like us, you feel as if it went by so fast. June 1st marks the first day of Pride Month. On top of sharing LGBTQ businesses and stories on our social media we wanted to share some ways to help promote pride month in the workplace. Here are some ideas:

1.     Have a LGBTQ guest speaker. For a detailed list visit the National Speakers Bureau and book yours now.

2.     Evaluate the company’s policies and standards. It’s always a good idea to revamp your company’s policies every so often. Does it align with DEI standards? How can it be improved?

3.     Rock the rainbow. Organize a day to celebrate pride month in the office with a fun rainbow-colored theme party. Have those who identify as LGBTQ help with planning the event.

4.     Have a fundraiser. Raise funds for a nonprofit LGBTQ+ organization. For a list of nonprofits visit Philanthropy Together.

5.     Attend a pride parade. Have a group of employees get together outside of the office and attend a pride parade. This falls slightly outside the scope of “workplace” but it could be a fun way to build stronger connections while supporting the LGBTQ+ community.

Whatever way you decide to celebrate pride month, understanding why it’s important is necessary. Making those in the LGBTQ+ community feel comfortable being themselves wherever they are,  matters. It also helps normalize LGBTQ+ families. Now more than ever, nontraditional families are on the rise and this is an opportunity to support diversity and pass this along to future generations. Love conquers all! Happy Pride Month! 

DEI in Advertising

One of the biggest challenges that marketers face today is making sure that their brand embraces DEI. If you don’t know what DEI stands for it is diversity, equity and inclusion. After several recent movements, society has embraced new ideals that include DEI and it’s extending into the advertising world. People want to feel that they support brands that align with their values now more than ever. 83% of millennials to be exact, according to the Consumer PR Culture Report. Brands have to include all people of any gender, race, age, sexual orientation and economic status. This means that every type of individual will need to be featured in their content. But this is not all. Companies must take stances on social issues and build diverse teams behind the scenes as well. First and foremost, brands must talk the talk and walk the walk. Taking action is the only way to ensure that your company is actually practicing DEI. We will touch on a few ways to get you started. 

1.     Always be learning. No one likes a know it all anyway. If the brand is always curious about new ideas and trends it will be in the know about what is important.

2.     Embrace diverse holidays and traditions. This will help to immerse the brand and its team in different cultures they may not be familiar with. 

3.     Make sure you have a diverse team. This will also ensure a more creative team. Many different kinds of ideas come from different backgrounds and cultures. This will keep the spark alive so to speak when it comes to creation. 

4.     Look at other brands for inspiration. See what others are doing to create diverse campaigns. 

5.     Take a position. It won’t be easy but difficult things that are worth anything, never are. Make sure your agency is showing up to social issues that are current. Your audience will thank you for it and it will build more authentic trust.

6.     Lastly, and most importantly. There must be diversity in the campaigns. This one we feel should be a given but we wanted to touch on it nonetheless. 

The key takeaways from this article are DEI is an important topic that’s not going away. And why should it? It’s helping us create a better world to live in overall. Brands need to make sure that their teams and campaigns include diverse voices. If the brand aligns with their audience’s values trust is created. People want to support brands that they have something in common with.