An electrical contractor’s guide to inclusive language

The words we use every day have a massive impact on the people we’re aiming them at. That impact can be positive or negative, determined by the motivation behind them.

But as electrical contractors running our own businesses, what none of us want to do is offend someone accidentally. (If you mean to offend someone – and sometimes it’s necessary to do so –  then that’s a whole different thing altogether!)

However, it’s important to know that inclusive language isn’t about being politically correct – it’s about being respectful, accurate and relevant. And in a business environment, it starts from the top.

Why inclusive language is important in the world of work

How we live and work is changing pretty rapidly, and new legislation means there’s an awful lot more for employers to think about these days. A big part of that mix is ensuring your people aren’t being sexually harassed, and that their mental health is looked after too.

Words play a big part here. Just as it’s no longer acceptable to have a topless calendar displayed in the workplace, it’s no longer acceptable to use certain words and phrases.

Some of these are more obvious than others though, and that’s the really tricky thing. Because, while the vast majority of us will understand why we can’t say words such as ‘retard’ and ‘spastic’, which were acceptable in the not-too distant past, there are others that are a bit more nuanced.

According to the Diversity Council of Australia (DCA), studies show that non-inclusive language can contribute to reinforcing and continuing stereotypes, can make applicants find jobs less appealing, can lead to discrimination and can cumulatively be as harmful as more intense but less frequent negative experiences at work, including harassment.

And it’s about more than just how people feel in the here and now. An Australian HR Institute survey found 84% of HR professionals felt that diversity, equity and inclusion were important to their business’s future success. After all, the more inclusive you are as a business, the greater your pool of prospective employees will become.

Warning: approach inclusive language with common sense

In order to figure out what we can and can’t say, a big dollop of common sense is needed. In short, if you think someone might be offended by a particular word or phrase, then it’s probably best to choose an alternative.

Ultimately, using inclusive language is designed to do what it says: ensure people feel included, and don’t feel excluded.

5 tips to ensure you’re using inclusive language at work

The DCA suggests five tips to help ensure your communications at work are inclusive and relevant to your people.

Keep an open mind

We frequently come across new information, people or ideas that challenge our thinking, and this topic is no different. It’s always good to be open to learning and understanding more!

Focus on the person

Person-first language is encouraged in Australia, as it helps avoid labelling someone. For example, rather than ‘disabled employees’, we’d say ‘employees with disabilities’.

The DCA advises putting the person first and to only refer to age, cultural background or gender if it’s absolutely relevant. For example, rather than saying: “It’s great having Jenny Lui in the team as Asian people are so good with numbers,” say, “It’s great having Jenny Lui in the team as she has great accountancy skills.”

Consider context

Language you might use outside of work can be inappropriate at work. This is a difficult one if you work with some of your mates, but it’s important to remember!

If in doubt, ask

This isn’t something that anyone has all the answers about, and no one expects you to get it right all the time. Be conscious of it, and if you’re not sure, ask someone who knows. Google is your friend.

Keep calm and respond

We all have unconscious biases and this means that, sometimes, we can say things that exclude people when we don’t intend to. If someone takes offence, don’t go on the defensive or try to justify your words; instead, ask them what it was that’s caused any offence.

Pulling others up about non-inclusive language

As an electrical contractor with a team of people, it’s your responsibility to make sure your people are speaking to each other, and customers, in the right way. It’s important you do this whenever you hear it – small steps create cultural change. When you do so, keep it simple (‘Do you really think that?’) and avoid labelling someone as, for example, racist.

Instead, tackle it with sentences beginning like, “I’m sure you didn’t mean to suggest that…” or, “Perhaps you’ve not thought about this before, but…”

As the old saying goes, what you permit, you promote.