Did you know that over 70% of employees in diverse workplaces report greater job satisfaction when inclusive language is used? The words and phrases we use in everyday conversation can influence how welcome people feel at work. But how exactly does this happen, and what can we do to make sure our language promotes inclusion rather than division?

Understanding the Power of Language

Language shapes how we think, how we behave, and how we treat each other. Inclusive language helps to create harmony within diverse teams. It supports people in feeling heard and respected, and it reduces misunderstandings.

It also boosts morale. Research shows that inclusive language can improve employee engagement and satisfaction by up to 20 percent. By reducing the harm caused by careless phrases, it helps foster a sense of belonging. It is not only the right thing to do, it also strengthens your brand and attracts a broader range of talent.

A consistent use of inclusive language also strengthens internal communication. When everyone feels confident that their identity will be acknowledged and respected, it improves participation and reduces the risk of misinterpretation. This is especially important in hybrid or remote teams, where written communication often replaces face-to-face interactions.

The Harm Caused by Exclusionary Language

Exclusionary language may seem minor, but it has real impact. It can reinforce stereotypes, cause emotional harm, and make people feel unwelcome or overlooked. The consequences can include reduced motivation, increased stress, and higher turnover, particularly among marginalised groups.

This type of language often goes unnoticed because it’s woven into everyday speech. But that makes it even more important to challenge. Gendered titles, assumptions about family structures, or outdated references to disability all contribute to a culture that excludes rather than includes.

Exclusion can also manifest through tone or silence. Failing to acknowledge someone’s identity or misusing their pronouns is more than a slip-up, it is a reminder that they do not fully belong. This repeated experience affects not only individuals but also team dynamics and company culture.

Benefits of Inclusive Language in the Workplace

Using inclusive language can help to improve employee retention by creating a more welcoming environment. It encourages innovation by supporting collaboration across differences, and it reduces conflict and misunderstanding in team communication.

Beyond internal benefits, inclusive language enhances your organisation’s reputation. Candidates and clients are increasingly looking for businesses that reflect their values. The language on your website, social channels, and job descriptions sends a message. Inclusive language signals respect, openness, and a willingness to evolve.

These changes do not happen overnight, but even small adjustments can make a difference. Using gender-neutral job titles or acknowledging diverse family structures is a simple yet effective step. So is removing ableist or ageist language from everyday communication.

Addressing Bias in Everyday Communication

Much of the language we use comes from habit. But these habits are often shaped by biased assumptions we may not even notice. Reflecting on how we communicate, and being open to feedback, is a good starting point.

Training on inclusive communication can help teams recognise exclusionary phrases and replace them with language that respects everyone’s identity. This includes using preferred pronouns, choosing people-first language, and avoiding terms that reinforce stereotypes.

It’s helpful to examine how language aligns with other areas of bias, such as recruitment or performance reviews. Phrases that appear neutral may carry coded assumptions that affect how people are perceived and evaluated. Being conscious of this creates space for fairer decision-making.

Feedback matters. Creating safe ways for employees to comment on language use, or ask questions without judgement, builds a culture of accountability and learning.

Policy, Practice and Leadership

To support inclusive language, organisations need to go beyond one-off training. Policies and communications should be reviewed regularly. Language guides, glossaries, and visible examples of inclusive communication can give employees the confidence to follow suit.

Leadership plays a critical role. When managers model inclusive language, share their own learning experiences, and encourage discussion, it signals that this is part of the organisation’s values, not just a passing initiative.

Language also affects how leadership itself is perceived. Inclusive communication from senior figures promotes transparency and builds trust. It shows that inclusion is a core concern, not a side issue. This can increase buy-in at all levels of the organisation.

A culture of respect must be reflected in everything from recruitment adverts to internal newsletters. If the commitment to inclusion is not visible, it’s unlikely to be adopted widely.

Listening and Responding

Employees should be invited to give feedback on how language is used in the workplace. This can be through surveys, suggestion boxes, or informal discussions. When feedback is taken seriously and used to improve materials and communication styles, it builds trust.

This process should also include space for questions, mistakes, and reflection. If language is policed too harshly, people may avoid engaging altogether. A culture of curiosity, rather than fear of getting it wrong, allows people to learn and improve together.

Organisations should also be willing to update policies and materials as language evolves. What is considered inclusive today may not be in five years. Being open to change shows that your values are active, not static.

Everyday Practice

In meetings, emails, and conversations, inclusive language should become the default. This means avoiding unnecessary gendered terms, referring to relationships using neutral terms like ‘partner’, using ‘they’ for individuals whose gender is unknown or non-binary, and describing people respectfully and accurately, not reducing them to a condition or stereotype.

Inclusive language can also be built into onboarding materials, templates, and internal comms guidelines. When this becomes part of how the organisation communicates, it is no longer dependent on individual choices. Instead, it becomes part of the culture.

These adjustments are not about policing language. They are about respect. They help ensure that everyone feels seen, and no one feels sidelined by careless assumptions.

Final Thoughts

Inclusive language is not a trend. It is a commitment to fairness, empathy, and growth. The way we speak reflects the way we think. By making small, thoughtful changes to how we communicate, we create a workplace where everyone feels valued.

This work is ongoing. It requires effort, reflection, and openness. But the benefits, for individuals, teams, and the entire organisation, are well worth it.

Language is a tool. Used well, it can build bridges, promote understanding, and bring people together. Inclusive language helps us make that choice, every day.