Language is the great equalizer
I believe that language matters, and in addition to what we communicate, the way we do it matters. Nonverbal/observed and spoken language impact mindset. And since mindset influences beliefs and behavior, the first step to reaching a goal is to build language around it. This is why diversity, equity, inclusion and belonging efforts are more successful with intentional language work.
Concept: Actions stem from thoughts. Thoughts stem from what we hear and say.
In human interactions, there is much opportunity to misunderstand. Clarifying what words truly mean in your culture, setting a standard for equitable communication, and showing how to embody language in actions is a game-changer.
Language Reformation in Industries
Legacy language that normalizes the oppression or erasure of communities are being challenged. I love the awareness of this movement. People are becoming more aware about how equitable and inclusive systems begin with how people speak and think.
In real estate, “master” is no longer the preferred language for the primary spaces because it denotes ownership and classist separation and simultaneously erases the people who it offends. In publishing “slave” and “master” files are being renamed, while in marketing “white label” and “black list” are under scrutiny. Even medicine is beginning to look beyond assigned gender.
How Language is the Great Equalizer in Culture Transformation
When I work with companies, we build a language around the culture they want and intentionally purge what no longer belongs in their conversation diet. This is not just an academic exercise — it’s the powerful start of a new cultural contract within the team. Language that is exclusive, polarizing, or facilitates cultural inequities work against our goals… so we work through the various stages of communication and language, and then I leave them with power phrases to jumpstart more inclusive language.
Language is a primary cultural cue. Want to test it out for yourself?
Listen and observe how your colleagues communicate. Push the mission statement aside a bit, stop “assuming best intent” and watch verbal and non-verbal communication normalized in meetings, emails, and team chats. Pay attention to dominant voices — when and how they communicate. Look at patterns based on position, identity, affinity, and how the team reacts. THIS is your culture.
Come on GUYS — this isn’t rocket science!
When conducting peer-based research for this piece, the most common feedback I received was about a pervasive tendency to address everyone in a group as “guys”. One woman even mentioned a team meeting where the leader addressed everyone as “gentlemen,” so she stayed quiet. To facilitate more equitable language, below are alternatives to thoughtfully try instead of gendering your group.
Team
Team and guests
Squad
Everyone
Everybody
All Stars
Adjective + People (i.e. Brilliant People)
Folks or Folx
Friends
All
Extra friendly terms to be used in highly familiar settings. CAVEAT: Do not use these terms unnaturally (cultural appropriation): Mates, Fam, Peeps,
Concept: The most inclusive modern word in American English is, “y’all”
In my practice, when teams experience inclusive language workshops, the impact and value of shared, intentional language becomes immediately clear. In addition to demystifying jargon, language that reflects the culture you want will reinforce desired behaviors. But more importantly, your team co-creates the experience and there’s immediate buy-in.
Language can offer a common ground for understanding, even when folx disagree. It’s the great equalizer that tells who you are and reinforces who you will be.
Many thanks to contributing editor, Meana Kasi.