Using Inclusive Language in the Workplace

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• Instead of saying: Ladies and gentleman, guys and gals → Colleagues, team, people, everyone

• Instead of saying: Husband, wife, boyfriend, girlfriend → Partner, spouse, significant other

For example, automatically referring to a male colleague’s partner as “wife” or “girlfriend” and vice versa might make anyone who isn’t heterosexual or identifies as non-binary feel excluded.

Instead of using these terms, replace them with “partner” or “spouse” to adopt more inclusive communication in the workplace.

— Shani Jay

• Instead of saying: Maternity leave, paternity leave → Parental time off, parental leave

• Instead of saying: “What are your preferred pronouns?” → “What pronouns do you use?”

• Instead of saying: He, she → They, them

“For example, people who identify as men might use the pronoun “he”. Similarly, people who identify as women might use the pronoun “she”. Non-binary people may also follow the use of these pronouns, or they may not.

Some people may instead use gender-neutral pronouns like “they” and “them”, or “ze” and “zir”.

Although your initial instinct may be to ask an employee what terms they prefer, this implies that there is a choice in the matter, while many people believe it is not a choice.

So, if you need clarity here, it’s best to ask people privately what pronouns they use. For example, something like “Can I ask what pronoun you use?” would be respectful and inclusive.”

— Shani Jay

• Instead of saying: Salesman, saleswomen, chairman → Sales representative, chairperson, or chair

• Instead of saying: Man hours → Work hours, person hours

• Instead of saying: Men’s outing, Ladies’ night → Team outing, group night

• Instead of saying: “Good job, guys!” → “Good job, team!” or “well done, everyone!”

Adapted from: AIHR, “A Guide to Using LGBTQ Inclusive Language in the Workplace” by Shani Jay