Diversity, equity, and inclusion (DEI) programs will take years to accomplish their goals, and they should be included in a company’s business and talent management planning.
Communicators will be a part of implementing DEI programs, and they will also be responsible for how the company talks about these topics. Some tips…
Talking about race: Be thoughtful and careful. Race is just one part of who someone is and often need not be mentioned at all. When it is make sure it is relevant and in the service of accurate representation. Don’t generalize.
Talking about gender: Gender is about social identity, not biological characteristics, and there is a broad range of possiblities. Whenever possible use gender-neutral language, and be careful about cliches that often carry gender stereotypes.
Talking about disabilities: Typically a disability is not relevant to anything that needs to be communicated in the workplace. A guide to words and phrases related to disabilities can be found at ncdj.org/style-guide/ and it will help you avoid mistakes.
Talking about sexuality: This topic is not appropriate for the office. LGBT+ employees should feel comfortable to be who they are in the workplace. The language we use is an important part of that. Don’t make assumptions about anyone’s sexual orientation.
Understand intersectionality: This term, created by Kimberlé Crenshaw, acknowledges that we are all the sum of many parts, including our age, gender, race, sexuality, health, and so on. Treat people as individuals.
Phrases can be problematic: Many common words and phrases have origins in racism, sexism, and xenophobia. Just because something has been handed down to us doesn’t mean it is okay to be used today. Be open to learning about problem words and phrases.
I hope your company has a strong baseline understanding of DEI, and has begun implementing programs to make solid, measurable improvements. The worst is a company in denial, or one that simply doesn’t care.