Person-Centered Manager Syllabus
1:1 "Office Hour"
Inclusive Language: The words we chose
Recognizing, respecting, and affirming the diverse identities, experiences, and ways of being that people bring into the workplace.
What is Inclusive Language?
Inclusive language is the intentional use of words and phrases that recognize, respect, and affirm the diverse identities, experiences, and ways of being that people bring into the workplace. It is not simply about avoiding "offensive" terms; it is about communicating in ways that do not assume a single norm, hierarchy, or default identity. Inclusive language acknowledges that words carry social, cultural, and psychological weight, and that they can either reinforce exclusion and bias or foster belonging and dignity. In practice, inclusive language centers people as individuals, avoids stereotypes and deficit-based framing, and remains flexible and responsive to personal preferences. Used well, it becomes a practical leadership tool that supports psychological safety, trust, and equitable participation across teams.
Why Inclusive Language Matters
The importance of using inclusive language in the workplace cannot be overstated in today's diverse and interconnected world. Inclusive language is a vital tool that sustains a welcoming, respectful, and harmonious environment for all employees. It goes beyond mere vocabulary choices; it is a conscious effort to communicate in a way that values and embraces the diversity of individuals and their experiences. Using inclusive language recognizes that words have power Here are some compelling reasons why using inclusive language is so crucial in the workplace:
Promotes Diversity and Inclusion
Inclusive language acknowledges and celebrates the unique identities and backgrounds of employees. It creates a sense of belonging where people from different cultures, races, genders, abilities, and backgrounds feel valued and respected. This diversity enriches the workplace by bringing a variety of perspectives and insights to the table.
Enhances Communication and Collaboration
Inclusive language sustains effective communication and collaboration among team members. When everyone feels comfortable sharing ideas and asking questions without fear of judgment or discrimination, productivity and creativity flourish. Inclusive language helps reduce misunderstandings and conflicts arising from miscommunication.
Boosts Employee Engagement and Morale
When employees feel seen and heard, their engagement and morale soar. They are more likely to be committed to their work and organizational goals, leading to higher job satisfaction and retention. An inclusive workplace is one where employees are often naturally motivated to contribute their best efforts.
Reduces Bias and Stereotypes
Inclusive language challenges and breaks down harmful stereotypes and biases that might exist in the workplace. By using neutral and respectful language, individuals can avoid perpetuating discriminatory attitudes and unintentional microaggressions.
Builds Innovation and Problem-Solving
Diverse teams using inclusive language practices are more likely to support an increase in creativity and innovative thinking. The combination of varied perspectives allows for a broader range of ideas and approaches to problem-solving, which can lead to more comprehensive and effective solutions.
Attracts and Retains Talents
Companies that prioritize inclusive language, and demonstrate a commitment to diversity and inclusion, attract top talent. Potential employees seek organizations where they can bring their whole selves to work, free from discrimination and prejudice. An inclusive workplace is a magnet for skilled and diverse candidates.
Improves Customer Relations
Inclusive language can positively impact customer relations for businesses that interact with customers or clients. An inclusive approach to communication demonstrates a commitment to understanding and meeting the diverse needs of a customer base.

Mistakes happen. We're all human. Slipping up on preferred identity, pronouns, or using outdated terms is a part of the learning process. The key is to be patient, open to feedback, correct language when needed, and apologize. Inclusivity is a shared journey of growth and learning.
Inclusive language isn't about "political correctness" or being overly cautious with our words. It's about recognizing that language has power, and can make people feel seen, valued, and respected. When we harness that power for good, the workplace can become a space where everyone can thrive.
Identity versus Person-First
When it comes to language preferences or neurodivergent preferences for identifying employees, there are two main approaches: person-first and identity-first. Person-first language is all about putting the person before their identity. For example, you might say "person with autism" instead of "autistic person." The idea behind this is to emphasize the person's humanity and avoid defining them solely by their diagnosis or identity.
On the flip side, there is identity-first language. This approach is gaining favor as it celebrates and acknowledges the person's diagnosis as part of their identity, in other words, an essential part of who they are. Instead of saying "person with autism," you would say "autistic person." It recognizes that their diagnosis shapes their experiences and perspectives and seeks to promote a more inclusive and accepting society. An identity-first approach celebrates and acknowledges the person's identity as an essential part of who they are. Overwhelming evidence and personal testimonies show that neurodivergent people prefer identity-first language.
But—and this is crucial—there's no one-size-fits-all solution. Even within a particular "community", people have different preferences. That's why the best approach is always to ask people about their identification preferences.
It may seem like an odd adjustment at first, but it can be simple. When you meet someone new, or are getting to know a colleague better, ask them how they'd like to be addressed.
Guide
Inclusive Language in Practice: What Helps vs. What Harms
Below is a practical, workplace-ready set of examples. The intent is not to create rigid rules, but to illustrate patterns of inclusive vs. non-inclusive language across different dimensions of diversity, reinforcing your point that asking and adapting matte
1. Disability (Physical, Sensory, Chronic Conditions)
✓ Inclusive language
  • "Employee with a disability" or "disabled employee" (based on individual preference)
  • "Accessible restroom"
  • "Uses a wheelchair"
  • "Reasonable accommodations"
  • "Blind employee" / "low-vision employee" (if preferred)
✗ Not inclusive
  • "Handicapped"
  • "Confined to a wheelchair"
  • "Suffers from a disability"
  • "Special needs"
  • "Normal employees" (implies others are abnormal)

Why it matters: Deficit-based language frames disability as tragedy or limitation rather than a neutral aspect of human diversity.
2. Neurodivergence (ADHD, Autism, Dyslexia, etc.)
✓ Inclusive language
  • "Autistic employee" or "employee with autism" (based on preference)
  • "ADHDer" or "person with ADHD"
  • "Neurodivergent" / "neurotypical"
  • "Cognitive differences"
  • "Executive functioning support"
✗ Not inclusive
  • "High-functioning / low-functioning"
  • "Mild" or "severe" autism
  • "Attention deficit problem"
  • "On the spectrum" used vaguely or jokingly
  • "Normal brain"

Why it matters: Functioning labels erase context, fluctuate across environments, and often minimize support needs.
3. Race and Ethnicity
✓ Inclusive language
  • "Black employee," "Asian employee," "Latina/o/x employee" (capitalized racial identifiers)
  • "Employee of color" (when appropriate and relevant)
  • "Underrepresented racial or ethnic groups"
  • Using specific identities when known and relevant
✗ Not inclusive
  • "Colored people"
  • "Minorities" used as a noun ("the minorities")
  • "Exotic"
  • "You speak English so well"
  • Treating whiteness as the default ("diverse candidates" meaning "non-white")

Why it matters: Inclusive language avoids othering, stereotyping, or positioning whiteness as the norm.
4. Skin Color
✓ Inclusive language
  • "Light-skinned," "dark-skinned" (when contextually relevant and appropriate)
  • "People of different skin tones"
  • Naming race or ethnicity rather than euphemisms
✗ Not inclusive
  • "Fair" to mean better or more attractive
  • "Dark" used negatively
  • Euphemisms that avoid naming race altogether when it is relevant

Why it matters: Colorism exists within and across racial groups; language can reinforce or disrupt these hierarchies.
5. Gender Identity and Expression
✓ Inclusive language
  • "They/them" (when someone uses gender-neutral pronouns)
  • "Men, women, and nonbinary employees"
  • "Assigned male/female at birth" (when relevant)
  • "Partner" or "spouse"
  • "Pregnant employees" instead of "pregnant women"
✗ Not inclusive
  • Assuming pronouns based on appearance
  • "Ladies and gentlemen"
  • "Biological male/female" (outside medical contexts)
  • "Preferred pronouns" (implies optional respect)

Why it matters: Gender-inclusive language reduces misgendering and supports psychological safety.
6. Sexual Orientation
✓ Inclusive language
  • "LGBTQ+ employees"
  • "Gay," "lesbian," "bisexual," "queer" (when self-identified)
  • "Same-gender partner"
  • "Sexual orientation" (not "sexual preference")
✗ Not inclusive
  • "Lifestyle choice"
  • "That's so gay" (even jokingly)
  • Assuming heterosexuality ("husband/wife" without confirmation)
  • Outing someone without consent

Why it matters: Language that implies choice, deviance, or secrecy reinforces stigma and exclusion.
Leadership
A Critical Leadership Reminder
Building Inclusive Practice
Asking about identification recognizes and embraces individuality and inclusion. People have different relationships with their identities, and it's your role as an inclusive leader to support employees in feeling seen and valued. Inclusive language can build a sense of belonging and respect within the workplace. It strengthens relationships, reduces misunderstandings, and encourages open communication. It's a small, yet powerful, step toward building a more equitable and inclusive work environment.
Inclusive language is contextual, relational, and evolving.
What matters most is not perfection, but:
Willingness to ask
Openness to correction
Accountability when harm occurs
Consistency in respect
Inclusive leaders model curiosity over certainty and relationship over rigidity. When in doubt, ask. When corrected, adjust. When you make a mistake, repair. This is how inclusive language becomes lived practice—not just policy.
When in doubt, ask.
When corrected, adjust.
When you make a mistake, repair.