The language leaders and employees employ has never been more critical in a diverse workplace today. Inclusive language is much more than a checkbox or a popular corporate buzzword, but it is an essential force behind organizational culture that is an indicator of respect, belonging, and psychological safety. When employers adopt the inclusion of language, they communicate to their employees a strong message; all voices count, and all people are welcome.
The changes in communication can radically change the workplace culture as well as increase the engagement among the employees and can foster the atmosphere where individuals feel enabled to become their true self at work.
Transforming Workplace Culture Through Purposeful Communication
Creating Psychological Safety by means of Purposeful Communication
Intentional communication is the pillar of inclusive culture. When the language used by employees recognizes them and respects their differences, they will tend to feel psychologically safe. This safety is essential as it promotes the conversation, minimizes the fear of making the wrong decisions, and promotes innovation.
Such companies as Workhuman have realized that inclusive language is not only about not using offensive words, but also about the intention to make this space where everyone feels recognized and appreciated. Leaders can achieve this by using the right words to show that they know the role played by language in their teams.
By referring to a team as a manager rather than guys, or by using gender-neutral pronouns, the manager is making a micro-commitment to inclusion that will add up to significant cultural transformation. These minor word substitutions have trickle-down effects within an organization and it indicates that inclusion is not merely a superficial program but a fundamental value.
Auditing All the Communication Channels
Changing culture means auditing culture on every level: job description, internal communication, recognition program, etc. Most organizations do not realize that their language patterns have become exclusionary over the years. A thorough audit includes analyzing the gendered language, recognizing the expressions that are based on the discriminatory past, and dropping the presumptions about the background, skills, and family set up of the employees.
Such audit is especially significant in recruitment materials. By ensuring that job descriptions are written in gender-biased language or even by omitting underrepresented populations, the companies are narrowing their talent pool before the applicants can even submit their applications. By making hiring content more inclusive, organizations increase the range of potential talent pool and indicate that the company is open to diversity even in the first interaction.
Taking Recognition and Feedback to Scale
Employee recognition programs accompanied by real-time feedback are one of the most efficient methods of inculcating inclusive language into the company culture. In recognition messages giving employees microcoaching when imparting on their language about how to use it- slight, instant feedback, where the non-inclusive phrases are pointed out and alternative options proposed- these employees learn and change naturally.
Such a strategy is not disgraceful; it informs employees and gives them knowledge to be more clothed next time they interact. It poses a positive peer effect when the employees observe their co-workers to undergo such language changes. The individuals initiate the process of modeling the inclusive language themselves and what started as a top-down process becomes a cultural norm.
Conclusion
Inclusive language is not a quick fix to change the culture of a company, yet it is among the strongest investments that the leaders may commit. Focusing on purposeful communication, auditing the language of an organization, and helping employees with feedback and recognition efforts, businesses establish the environment in which diversity can turn into an asset and inclusion can turn into a reality.
The companies that get it will find out what the leaders are already aware of: once people feel that they are part of the family, they can get involved, be more creative, and longer-lasting.
