Page 21 - CCCA 295084 Magazine_Summer 2019

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any of the best practices around inclusivity relate to Language inclusive of the LGBTQ2S community
language. When an organization makes it a priority
Mto use inclusive language (both internally and ex- When it comes to including the LGBTQ2S community, remember
ternally), it sends a signal to employees, potential employees, that a person’s gender and/or sexuality should never be assumed.
clients, customers and stakeholders that all are welcome and be- ● Use the word transgender and never use transgendered. The
long. As an in-house counsel, you have the opportunity to posi- latter term suggests that being trans is something that happens
tion the legal department as an inclusivity champion, setting an to someone, as opposed to an identity someone is born with.
example for other departments while adding value to your own. ● When somebody tells you their pronouns, use those pro-
nouns. Not doing so negates that person's identity and is
tantamount to hate speech.
What is Inclusive Language? ● State your own pronouns in your online bios. The more that

“Words Matter,” an inclusive language guide developed by the cisgender people start doing this, the more common a prac-
British Columbia Public Service, describes inclusive language as tice it becomes and the less stigma there is attached to it. (Not
“language that is free from words, phrases or tones that refect sure what cisgender means? It refers to people whose gender
prejudiced, stereotyped or discriminatory views of particular identity matches the sex they were assigned at birth.)
people or groups. It is also language that does not deliberately ● When addressing groups, use gender-inclusive language:
or inadvertently exclude people from feeling accepted.” y'all, folks, everyone, fellow colleagues, students. Drop “la-
An organization that lives and breathes inclusivity—from dies and gentlemen.”
words through to actions—enjoys higher employee engage- ● When addressing one person, try your best to use “you” rath-
ment, happiness and retention while expanding its potential er than “ma’am” or “sir.”
customer or client base. ● When speaking indirectly, describe people as people. For ex-
Below is a primer on inclusive language to give you a starting ample, don't say “the woman over there”; instead, say “that
point when examining your current language use, as well as the person in the green shirt over there.”
● When in doubt, it is okay to ask someone what their pro-
current practices of your legal department and your organiza-
tion, followed by additional resources to help you and your col- nouns are: “What are your pronouns?” Try not to say, “What
leagues on your journey to greater inclusion. are your preferred pronouns?”, as that implies it is okay to call
the person by pronouns that do not refect who they are. If
you do not have the opportunity to ask someone, the singu-
Breaking it Down lar “they” is a fne gender-neutral choice.
● Stop equating biology with gender. Becoming pregnant
Just as there are many ways in which a person can experience
marginalization and exclusion, there are many categories of in- does not equal “woman.” Having an Adam's apple does not
clusive language to keep in mind as you become more conscien- equal “man.”
tious about practicing inclusion. The following tips will help you ● Use the gender-neutral terms “spouse” or “partner” instead
reframe your thinking about how you communicate at work. of “husband,” “wife,” “boyfriend” or “girlfriend” when asking
people you do not know about their personal lives.

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