According to the National LGBTQ Workers Center, 25 percent of LGBTQ people report experiencing discrimination in the workplace. To curate a welcoming work culture, using inclusive language is a must. While changing your vocabulary won’t affect you much, it will create a balance of respect among a diverse employee pool that includes everyone in the work conversations and projects.
What Does LGBTQ Inclusive Language Mean?
In simple terms, using LGBTQ inclusive language means choosing positive words that acknowledge the differences among people in the workplace. Choosing language that discusses gender, assigned sex at birth, and sexuality in a positive light shows you respect and value the worker.
In cases where your work involves interacting with patients and other clients, using inclusive language is detrimental to keeping the service or business alive. For example, a therapist using compulsory heterosexual language can negatively affect LGBTQ patients and deter them from treatment.
Simple Fixes To Become More Inclusive
Changing your language and choice of words is difficult at first, and you may need time to get used to the change. After a while, it will feel like second nature. Let’s see what LGBTQ inclusive language in the workplace looks like.
Understand the Differences Between Gender, Sexuality, and Sex
Before we get into the language aspect, you must understand the difference between assigned sex at birth, gender, and sexuality. Gender refers to how a person views themselves through physical appearance and behavior. Sex is what you were assigned at birth and the anatomical characteristics of a person. Finally, sexuality is how the individual is romantically or sexually attracted to others.
Get To Know Everyone’s Pronouns
Upon hiring a new employee, ask them to share their pronouns with you. If the employee is comfortable doing so, they can add their pronouns in their email signature to remind everyone. Once you know their pronouns, make every effort to use them correctly. This shows that the employer respects the employee’s identity.
Avoid Assuming Someone Else’s Identity
Before making assumptions about a new co-worker or client, get to know the person. Gather all the information and facts you can on them and ask them questions. If you are respectful, the person will be more willing to tell you what language they prefer, which is much better than assuming.
Skip the Labels
When we refer to a group as “ladies and gentlemen,” we unknowingly tell LGBTQ co-workers that they fit into a specific label when they do not. Instead, use language that can refer to everybody like, “you all.” Additionally, when you are referring to marital status, use “spouse” or “partner.”
There are many different ways to make a conscious effort to change your language in the workplace and make co-workers and clients feel accepted and more at home with your business. Using LGBTQ inclusive language in the workplace builds better practices and shows value to each and every employee.
Buying gay pride flags during pride events can be a great way to support an inclusive culture.