The future is in your hands
General Rules of Thumb
- Adrien Rawsthorne
- Lydia Ho (Unlicensed)
As discussed in the intro, there is no hard and fast rule on how to speak inclusively. But there are some principles you can use to have a better chance of being more inclusive when communicating.
Nuance and evolution
Preferences in language and terminology vary between individuals and communities and can change over time. At Future Group (FG) we challenge ourselves to use language as a tool for inclusion. That means keeping up-to-date with changes, understanding context (i.e. when and where certain words might be more suitable than others), and not getting too attached to any one way of saying things.
Example
The word queer was used as a slur for a long time, but in recent times has been reclaimed by some of the LGBTQIA+ community as an identifier. On the flip side, words like “ladylike” are worth dropping because they can reinforce the idea that someone’s assigned gender should define their behaviour.
Ask, don't tell.
This is a core principle that can be applied, no matter the community or group. Give people the autonomy to define the language they use to refer to themselves and their communities, and respect the language they request.
Celeste Liddle, an Arrernte woman, when talking about the language we use to identify and describe Aboriginal and Torres Strait Islander peoples and communities said:
"It’s up to the individual, the family, the community to define what they are most comfortable with and for others to respect that... Don’t tell – ask!"
Example
If you are referring to an Aboriginal and/or Torres Strait Islander person with you in the room, before introducing them - ask how they would like to be introduced. They may want to be introduced along with the name of their nation, clan or the language group they belong to. They may request something else entirely.
Don’t correct - share and suggest
When it comes to inclusive language, no one knows everything. It’s usually not deliberate when someone uses offensive or non-inclusive language, and often arises from lack of knowledge. Correcting someone publicly can shame them or make them resent having to change the way they speak. If someone uses language you think isn’t inclusive, try waiting for a private moment and talking to them about the language they used, and suggesting an alternative. However, if something has been said which is particularly offensive, harmful or inappropriate then please exercise your judgement in calling this out in the moment.
Example
It’s common for older Australians to use the word ‘Aborigine’. This word is generally not appropriate and can be offensive to Aboriginal and Torres Strait Islander people, but it was in common use not that long ago. Take the opportunity to share your knowledge with someone and suggest they use another term like Aboriginal person/man/woman rather than shaming them.
Give power that is yours to give
The idea of empowerment is often well-intentioned, but be careful because there is a hidden power dynamic within. Consider this:
“Empowering is giving authority or power to someone to do something... an organisation empowering people can rob them of their agency...” (Source).
Empowering someone implies they do not already have power or authority themselves, and so must borrow yours. The act of bestowing power upon marginalised people or communities can actually be the opposite of empowering.
“The one who empowers has the power to begin with and grants it to the other, which reinforces the paradigm of power and control to which the other person is subject… The above construct of empowerment sounds like a delegation of power more than a real letting go of power with actual and granted authority. (Source).
It’s best to avoid the idea of “empowering” a marginal group to do something (e.g. people with disability in sport). Their power comes from their own community. Instead we can focus on listening to and amplifying marginalised voices, encouraging self-determination and using our power to break down barriers and create opportunities within society. By investing in allyship and mutual respect, we work towards equity while acknowledging systemic advantage and disadvantage in all forms.
Avoid stereotypes and be aware of unconscious bias
Stereotypes are beliefs that certain groups of people may have characteristics by virtue of belonging to that group. Stereotypes can be both positive or negative. We hear so many stereotypes that sometimes we accept them subconsciously. Even positive ones like, ‘You must be good at Math because you’re Chinese,’ validate thinking about people in terms of their gender, race, ethnicity and more. Each person is unique and believing a stereotype is saying that we can know things about people based on what we know about their group. It ignores the diversity of everyone’s experiences and identity.
Want to test your unconscious biases?
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