December 2024

Inclusive
Language
Guide
ICMM Tools for Diversity, Equity and Inclusion
Acknowledgement
We gratefully acknowledge the collective efforts that
have gone into the creation of this Inclusive Language
Guide, which was initiated by the content of Hydro’s
internal Inclusive Language Guide and input from
ICMM’s Diversity, Equity and Inclusion Working Group.

This guide includes words and phrases to avoid, some

of which may be linked to discrimination and historical
oppression, and examples of recommended
alternatives. This content could be distressing to those
who have experienced identity-based discrimination,
harassment, and bullying. While confronting these
issues is crucial, we understand it can be emotionally
charged; we recommend approaching this material with
sensitivity and recognising that ongoing work needs to
continue in this space. Please prioritise your and others
well-being while reading and using this guide.

This guide is written in English and so may not be

applicable to all contexts and geographies.
The following are examples of inclusive language
guides in other languages that can be used:

— Guía Para El Uso De Lenguaje Inclusivo1

— Gender-inclusive writing – Guidelines for

writing in French2

— Inclusive Language in Portuguese3

— Inclusive Language in German4

— Inclusive Language in Italian.5

1. Codelco (n.d.), Guía Para El Uso De Lenguaje Inclusivo, [PDF]. Available at: https://www.
codelco.com/prontus_codelco/site/docs/20170705/20170705101623/gu__a_interna_
lenguaje_inclusivo_rt_versi__n_2_0_2019.pdf
2. Translation Bureau (2024), Gender-Inclusive Writing – Guidelines for Writing in French.
[Online]. Available at: https://www.noslangues-ourlanguages.gc.ca/en/ressources-
resources/ecriture-inclusive-writing/principes-francais-guidelines-french-eng; Amnesty
International (2022), Guide de langage inclusif, [PDF]. Available at: https://www.amnesty.ch/
fr/sur-amnesty/langage-inclusif/langage-inclusif/20210210_guide-langage-inclusif-fr.pdf
3. The University of Warwick (n.d.), Inclusive Language in Portuguese. [PDF]. Available at:
https://warwick.ac.uk/fac/cross_fac/iatl/sharing-practice/all-project-support/gonzalez-
abbatelli/portuguese_-_inclusive_language_guide.pdf; University of Westminster (n.d.),
Inclusive Language in Portuguese, [PDF]. Available at: https://uwm.edu/spanish-
portuguese/wp-content/uploads/sites/216/2023/04/Website-Inclusive-Language-in-
Portuguese.pdf
4. Amnesty International (n.d.), Leitfaden inklusive sprache, [PDF]. Available at: https://www.
amnesty.ch/de/ueber-amnesty/inklusive-sprache/inklusive-sprache-uebersicht/
leitfaden-inklusive-sprache-de.pdf; Universität Konstanz (n.d.), fair sprechen fair schreiben ,
[PDF]. Available at: https://www.uni-konstanz.de/securedl/sdl-eyJ0eXAiOiJKV1QiLCJhbGciO
iJIUzI1NiJ9.eyJpYXQiOjE3MjQ3NDkwMjgsImV4cCI6 MTcyNTQ0MDIyOCwidXNlciI6
MCwiZ3JvdXBzIjpbMCwtMV0sImZpbGU iOiJmaWxlYWRtaW4vaW5mb2tvc21vc190eX
AwL2d sZWljaHN0ZWxsdW5nL3N0YW5kYXJkcy9MZWl0bGluaWVfenVfaW5rbH
VzaXZlcl9TcHJ hY2hlXzIwMjEucGRmIiw icGFnZSI6MT E3ODg4 fQ.UP8Xd6nbC-
Xo5Z5uZXLaZMkiHmyOjd--HXeyIpmgXlc/Leitlinie_zu_inklusiver_Sprache_2021.pdf
5. Università di Genova (n.d.), Linee guida per l’utilizzo di un linguaggio inclusivo, [PDF].
Available at: https://intranet.unige.it/sites/intranet.unige.it/files/Linee_Guida_per_
pubblicazione_corretto.pdf; Thornton (n.d.), Per un uso della lingua italiana rispettoso dei
generi, [PDF]. Available at: https://www.univaq.it/include/utilities/blob.php?item=file&table=
allegato&id=4925

Inclusive Language Guide 126

Introduction

Words hold significant meaning and The mining industry has traditionally been male
dominated, with a lack of representation from various
can greatly impact wellbeing and safety demographics, such as women, Indigenous Peoples,
in the workplace. They express simple racial and ethnic minorities, people living with
and complex values, emotions, beliefs, disabilities, members of LGBTQIA+ communities,
neuro minorities and others.6
and experiences. They help build
connections with others and create a Employing clear, inclusive language in both internal and
external communications is crucial for fostering an
sense of community. Given the impact
environment where all individuals feel respected and
of language on others and society, it is valued. This approach extends to using appropriate
important that it is used consciously terminology when addressing diversity related topics
and with care. such as race, gender, sexual orientation, and disability.
Through inclusive language, companies can contribute
to creating an environment that optimises all workers’
participation thereby enhancing collaboration,
encouraging creativity, and attracting talent from
a wide range of backgrounds while driving overall
organisational performance.

This tool is designed to support companies, leaders,

and employees to navigate inclusive communication
in the workplace and beyond.

6. The UN provides a comprehensive list of vulnerable groups here: United Nations

(n.d.), Vulnerable Groups – Who are They?, [Online]. Available at: https://www.un.org/en/
fight-racism/vulnerable-groups

Inclusive Language Guide 127

What is Inclusive Language?

Inclusive language includes choosing Respectful language

words and phrases that ensure Respectful language fosters acceptance and
communication is respectful, accurate appreciation of all people. It is free from words, phrases
or tones that demean, insult, exclude, stereotype,
and relevant to all intended audiences.7
infantilise or trivialise certain groups of people.8
It ensures that interpersonal interactions The ways we speak about historically marginalised
are welcoming and free of assumptions communities is as important as the ways we act
or stereotypes. Inclusive language does towards them. For example, using plural language
when referring to Indigenous Peoples (e.g. ‘histories’,
more than prevent marginalisation and ‘perspectives’, ‘ways of being’, ‘contributions’)
exclusion. It provides a safe space acknowledges and respects the diversity and varied
for people to be comfortable and experiences of Indigenous Peoples and that Indigenous
Peoples are not all homogenous.9
empowered to be their authentic selves,
which can often lead to increased Gender-inclusive language
engagement and contribution in Gender-inclusive language avoids discrimination
the workplace. against a particular sex, social gender, or gender
identity, and does not perpetuate gender stereotypes.
Given the key role of language in shaping cultural and
social attitudes, using gender-inclusive language is a
powerful way to promote gender equality and eradicate
gender bias.10 Phrases like ‘man power’, ‘man-hours’, or
choosing the ‘right man for the job’ reinforce the
stereotypes that certain jobs, skills, or workplaces are
only available and suited to a particular gender.

8. Tasmanian Government (n.d.), Info Sheet: Respectful Language, [PDF]. Available at:
https://www.dpac.tas.gov.au/__data/assets/pdf_file/0028/186814/Gender_-_Respectful_
Language_Fact_Sheet_FINAL.pdf
9. Reconciliation Australia (n.d.), Demonstrating Inclusive and Respectful Language, [PDF].
Available at: https://www.reconciliation.org.au/wp-content/uploads/2021/10/inclusive-and-
7. Diversity Council Australia (2017), Words at Work – Building Inclusion Through the Power respectful-language.pdf.
of Language, [Online]. Available at: https://www.dca.org.au/research/project/wordsatwork- 10. United Nations (n.d.), Gender Inclusive Language, [Online]. Available at https://www.
building-inclusion-through-power-language un.org/en/gender-inclusive-language/index.shtml

Inclusive Language Guide 128

 Person-first language
Person-first language emphasises the humanity of the
person before the characteristics or traits that may be
used to identify them. It prevents the categorisation and
segregation of people into groups. Person-first
language recognises differences in people, while
respecting their humanity. For example, replacing
‘disabled person’ with ‘person with a disability’
emphasises the personhood of the individual. It is
important to also consider that while person-first
language is common in formal settings many individuals
Case Study: Newmont with disabilities, especially in the autistic community,
prefer identity-first language. They consider autism as
Since 2018, Newmont worked with various teams
an integral part of their identity and take pride in it. It is
across its global operations to remove symbols of
important to respect individual preferences in self-
exclusion, including exclusionary language and
identification and not correct or admonish those who
making facilities more inclusive. For example, they
choose identity-first language.
eliminated ‘Men at Work’ signs; revised such titles to
‘foreperson’; and changed terms such as ‘pregnant
Accessible Language
solution’ to ‘rich solution’ and ‘virgin carbon’ to ‘fresh
carbon’. Accessible language (and accessible communication)
benefits all audiences by making information accurate,
clear, and direct. Accessible language accommodates
people of all ages and abilities, including those with
GUÍA PARA EL USO DE
cognitive disabilities, literacy levels, and official language
LENGUAJE INCLUSIVO INFÓRMATE
proficiency levels.11 In sites where multiple languages are
spoken, it is important to ensure communication is
¿CUÁL ES LA FINALIDAD DE
UTILIZAR LENGUAJE INCLUSIVO accessible and understood despite language
O CON ENFOQUE DE GÉNERO? differences. To ensure inclusivity, company systems
Evitar sesgos de género que oculten la participación
o presencia de hombres y mujeres en la vida laboral should include applicable languages in daily
y social, así damos cuenta siempre de la presencia
de ambos sexos. communications. This can involve multilingual signs,
translation services for meetings, and written materials
AL REDACTAR CARTAS, CUANDO QUIERAS
in all languages, and regularly updating these practices
CORREOS Y/O NOTAS REFERIRTE A:
INTERNAS: to meet the changing needs of the workforce.
• Cuando conozcas a la o las personas, se • Hombre / Mujer, elige: Personas.
debe explicitar su sexo, como por ejemplo: • Trabajadores / Trabajadoras, elige:
Sra. Juana Domínguez S. Personal, Dotación, Fuerza Laboral,
Ingeniera Civil Industrial Personas y/o Capital Humano.
Jefa Unidad de Documentos
• Jefe / Jefa, elige: Jefatura.
• Cuando no se conozca a la o las • Supervisores / Supervisoras, elige:
personas, se debe utilizar un lenguaje Supervisión.
neutro, como por ejemplo: • Ejecutivos / Ejecutivas, elige: Comité
Se solicita a quienes hayan participado del ejecutivo, Estamento Ejecutivo.
proceso de evaluación…
• Hijos / Hijas, elige: Hijos e hijas.

CUANDO SE OTRO
UTILICEN IMÁGENES: CONSEJO:

• Tanto para fotografías, como para • Evita el uso de los pronombres con
iconografías, se debe privilegiar marca de género (él, ella, los, las, entre
aquellas que muestren ambos sexos. otros). Utiliza en cambio: quien o quienes.

11. Perego (2020), Accessible Communication: A Cross-Country Journey, [PDF]. Available at:
https://library.oapen.org/bitstream/id/1ceffc90-6da9-4f89-9fc4-d12b5443c342/
Perego_Accessible_Communication.pdf

Inclusive Language Guide 129

Aligning Intent with Impact

Accounting for differences in authority Social Constructs

and experiences in language and Social constructs are ideas we have about the world
communication choices crucial to around us. These have been formed through human
interaction. Changing the language, we use signals a
creating an inclusive environment.
change in our external environment. Language changes
The way certain terms are understood and evolves as people change and evolve. This means
can vary, so it is important to be mindful the power to change our surroundings lies with us.
of how they may be perceived by Societies that were once not inclusive and marginalised
certain groups, can now be societies in which everyone
others. Thoughtful communication has a voice and a right to be heard. Words take on
bridges these gaps, fostering respect different meanings and new phrases are introduced
and inclusion across all levels of an by every generation.

organisation.
Connotations of Words
The historical connotation of words and phrases can be
offensive to some (particularly members of
Power Distance underrepresented groups). Some words may also have
different meanings in different countries. A word that
Power distance refers to the extent to which the
may have positive connotations in one country, may be
members of a society accept that power in institutions
used in a derogatory manner in another. It is therefore
and organisations is distributed unequally.12 The
important to be aware of what your words and phrases
perception of who has power, and why they have power
mean. Even though something may seem innocent to
is shaped by the values and culture of the society, and
you, to another it may be hurtful. Phrases such as ‘black
these values trickle down into communication in the
sheep’ inadvertently perpetuates negative associations
workplace. In high power distance contexts, individuals
with racial blackness.
are more likely to keep silent and less likely to provide
direct feedback to higher-ups, while individuals in low It may not be someone’s intent to offend since a word
power distance contexts are more open and direct with or phrase may have a different meaning or application in
feedback.13 their context. Being aware of this and collaborating with
one another to choose more inclusive language will help
create the work environment we strive towards.

12. Alper (2019), Power Distance, [Online]. Available at: https://doi.org/10.1007/978-3-319-

28099-8_1888-1
13. Dai et al., (2022), Power Distance Belief and Workplace Communication: The Mediating
Role of Fear of Authority, [Online]. Available at: https://doi.org/10.3390%2Fijerph19052932

Inclusive Language Guide 130

How Language Impacts
Different Groups of People

Age Gender
— Ageist language discriminates against people based — Examples of how language of gender impacts
on their age. It is based on preconceived notions and people can be found in gender-biased language or
ideas of the abilities that different generations either unnecessarily gendered terms that favour one
possess or lack. gender over another and promotes stereotypes
around cisgender men and women. They foster
— Examples of ageist language include ‘old school’,
preconceived notions about cisgender women and
and ‘young’un’ and examples of stereotyping based
men and their capabilities.
on age can be promoting the idea that younger
employees are less focused and experienced, and — Although gender specifications in job advertisement
senior employees are more rigid and lack the are not allowed in many jurisdictions, gender
willingness to adapt to digitalisation. preferences can still be conveyed with more subtle
cues such as traits and stereotypes typically
Disability associated with certain genders. For example, words
such as competitive, dominant or leader are
— Language that insinuates persons with disabilities
associated with male stereotypes, while words such
are less capable and inferior to persons without
as support, understand and interpersonal are
disabilities is called ableist.
associated with female stereotypes.15
— Persons with disabilities should primarily be referred
— Gender identity is complex, and it is important to
to as persons (person-first language) as opposed to
recognise that there are differences between sex,
first being identified by the disability that they have.
gender identity, gender expression and sexual
This would, for example, mean saying ‘a person with
orientation. The use of language is evolving to be
a disability’ instead of ‘a disabled person’.
more inclusive and go beyond simple binary gender
— Ableist language also implies that it is unusual for (male/female only). 16
persons with disabilities to be successful and
productive and to live happy and fulfilling lives.
Descriptions of persons with disabilities as
‘courageous’ or ‘brave’ or as having ‘overcome’ their
disability can be patronising and should be avoided.14

15. Gaucher et al., (2011), Evidence That Gendered Wording in Job Advertisements Exists
and Sustains Gender Inequality, [Online]. Available here: https://gap.hks.harvard.edu/
evidence-gendered-wording-job-advertisements-exists-and-sustains-gender-inequality
16. British Columbia Public Service Agency (2018), Words Matter: Guidelines on Using
14. UN Geneva (2021), Disability-Inclusive Language Guidelines, [PDF]. Available at: www. Inclusive Language in the Workplace, [PDF]. Available at: https://heritagebc.ca/wp-content/
ungeneva.org/sites/default/files/2021-01/Disability-Inclusive-Language-Guidelines.pdf uploads/2019/05/Words-Matter-May182018.pdf

Inclusive Language Guide 131

Sexual Orientation & Sexual & Gender Neurodiversity
Minorities (SGM)
— Language that excludes people who are
— Sexual orientation and gender identity or expression neurodivergent is based on societal norms and
have different meanings and are subjective and expectations which outline what is ‘normal’ and often
circumstantial to the individual. It is also important to insinuate that people who are neurodiverse are less
note that the commonly used acronyms (LGBTQIA+, able than those who are neurotypical.
LGBTQ2S+, LGBTQ etc.) represent many, but not all,
— Examples of non-inclusive neurodiverse phrases
groups and the ‘+’ recognises that there are many
include referring to mental or psychosocial
more identities as well.17
conditions in a joking or casual manner such as
— LGBTQIA+ biased language typically includes referring to a preference for tidy surroundings as
phrases and terms that are cis/hetero-normative and obsessive-compulsive disorder (OCD). 21
promote the idea that gender is binary. For example,
— Exclusive language towards neurodivergence results
asking colleagues to invite their ‘husbands’ and
in a limit to understanding and appreciating the
‘wives’ reinforces the bias that heterosexuality is the
varying ways in which individuals cognitively process
preferred way of being.
differently than what society considers to be the
— ‘Queer’ is sometimes used as an umbrella term to norm, sometimes resulting in people socialising and
refer to all people with non-heterosexual sexual expressing themselves differently. It may also
orientations. Although it is a reclaimed term within contribute to the misconception that
the LGBTQIA+ community, it is considered offensive neurodivergence is synonymous with a disability,
in some contexts, and therefore it is encouraged to which can result in further discrimination and
only be used if necessary and appropriate.18 ‘othering.’

Ethnicity and Culture

— Language that is ethnically and culturally biased
assumes that one nationality, culture or religion is
superior. Preferred terms change as language
evolves and as awareness increases. It is important
to respect a group’s or an individual’s preference on
how they wish to be addressed and referred to.19

— Stereotypes are perpetuated and language can

create in-groups and out-groups, often excluding
members of the nondominant ethnic or cultural
group. However, in-group terms are accepted and
used by members of the same group but are most
often not appropriate for use by people who are not
members of the group. In-group terms sometimes
form as an act of resilience and re-appropriation. 20

— Language should be representative of different

groups of people; members of historically
marginalised groups are less likely to feel included
when their ethnic or cultural group is only described
through the lens of the dominant ethnic or cultural
group.

17. Ibid.
18. GSMA (2020), Inclusive Language Guide, [PDF]. Available at: https://www.gsma.com/
aboutus/wp-content/uploads/2020/11/GSMA-Inclusive-Language-Guide_2020.pdf
19. British Columbia Public Service Agency (2018), Words Matter: Guidelines on Using
Inclusive Language in the Workplace, [PDF]. Available at: https://heritagebc.ca/wp-content/
uploads/2019/05/Words-Matter-May182018.pdf
20. Ibid. 21. Hydro, (n.d.), The Power of Words: A Guide to Inclusive Language [Internal Document].

Inclusive Language Guide 132

Checklists

Written Communication Audio and Visual Content

— Use gender-neutral pronouns (such as ‘they’ and — Choose images that show all genders in non-
‘them’) or an intentional balance of pronouns when traditional and non-stereotypical roles and
not referring to a specific individual. Alternatively, use professions. Show women in positions of power and
the person’s name as a pronoun instead, as some authority as the norm and not an exception.
people may not use pronouns.
— Ensure at least proportionate numbers of women
— Ensure gender diverse people are represented in and men in image selection.
examples, case studies and materials and that all
— Consider posture, expressions, gestures, positioning
genders are quoted as experts and authorities.
and clothing within a picture or image to convey
— Avoid describing people in a way that reinforces balance, equal status, and authority. For example,
gender and other stereotypes. In scenarios that avoid portraying a man explaining something to a
relate to inclusion of women in male dominated women-only group.
industries, the key messages should represent
— Try not to reinforce traditional or dominant
women as agents of change and avoid language
ideologies of beauty – focus on the roles of the
that portrays women as passive recipients of aid or
people in the images and a variety of representative
as victims.
appearances. Include representations of
— Depict different genders actively participating in intersectional marginalisation (disability, first
diverse aspects of public and private life (at home, language, race, sexuality, age, etc.).
school, the workplace, in public and family life and in
— Do not limit communication solely to visuals;
the community) and be mindful of people’s many
incorporate audio as well. Additionally, provide audio
complementary identities at work and in the home. 22
and visual descriptions for any images.
— Use of inclusive language tools such as Develop
— Include alt-text captions and image descriptions to
Diverse or Textio 23 for job ads but also for other
make audiovisual materials more understandable
types of written communications.
and accessible. 24
— Organise content with descriptive headings to guide
readers through the document and include brief
summaries at the beginning or end of documents to
outline key points. This ensures accessibility for
audiences that include people with cognitive
disabilities or those who use assistive technologies
like screen readers.

22. International Labour Organization (2022), Gender-Inclusive Service Provision , [PDF].

Available at: https://www.ilo.org/wcmsp5/groups/public/---asia/---ro-bangkok/
documents/publication/wcms_837254.pdf
23. Suggestive* inclusive writing platforms that detect biased words and sentences and 24. International Labour Organization (2022), Gender-Inclusive Service Provision , [PDF].
suggests inclusive and non-stereotypic alternatives for job ads and other employer Available at: https://www.ilo.org/wcmsp5/groups/public/---asia/---ro-bangkok/
branding content. documents/publication/wcms_837254.pdf

Inclusive Language Guide 133

Examples of Inclusive
Language in Conversation

Non-Inclusive Conversation Inclusive Conversation

Person A: Hey! So good to see you! How was your weekend? Person A: Hey! So good to see you! How was your weekend?

Person B: Oh! It was amazing! We had such a crazy time together Person B: Oh! It was amazing! We had such a good time at dinner.
at dinner. It was an insane evening. It was such a fun evening.

Person A: That is good. Glad to hear you had a nice weekend. I was Person A: That’s good. Glad to hear you had a nice weekend. I was
thinking, perhaps it would be great for us to create an inclusive thinking, perhaps it would be great for us to create an inclusive
communication guide for the office? communication guide for the office?

Person B: I agree! We need to have discussions about how we can Person B: I agree! We need to have discussions about how we can
be more inclusive of the disabled, the transgendered and be more inclusive of persons with disabilities, transgender
minorities. persons, and other underrepresented communities.

Person A: I’m glad you’re on board. We can’t turn a blind eye Person A: I’m glad you’re on board. We can no longer be insensitive
to these things any longer. to these things.

Person B: Should our guide also include a blacklist of terms, Person B: Should our guide also include a list of terms to exclude,
so people have practical examples of non-inclusive language? so people have practical examples of non-inclusive language?

Person A: Yes, great idea. I’ll be working from home tomorrow, Person A: Yes, great idea. I’ll be working from home tomorrow,
so email me your preliminary ideas and we can present them to so email me your preliminary ideas and we can present them to
the guys at the office next week. the team at the office next week.

Inclusive Language Guide 134

Examples of
Phrases to Replace 25

Instead of Say Why

Abbreviations (ATSI, TSI, IP)​ Consider writing in full Abbreviations used to describe people, especially Indigenous
Peoples, may cause offense and should not be used in either
verbal or written communication. ​

Basket Case Nervous The origin of the term: WWI veterans who lost all their limbs
were sometimes referred to as ‘basket cases’ as a reference
to the baskets they would be carried around in.

Blacklist/Whitelist Blocklist/Allowlist Though not intentionally discriminatory and not directly

race-related, the phrases can have racial connotations that
associate ‘black’ with negative emotions and ‘white’ with
positive emotions.

Crazy/Insane/Nuts Unbelievable, over the top Offensive to people with psychosocial disabilities.
(as expressions)

Crazy/Insane/Nuts/Psycho Person with a psychosocial Offensive to people with psychosocial disabilities.

disability

Differently abled Person with a disability Inaccurate identification for persons with disabilities as we
are all differently abled and have different skillsets, strengths
etc.

Disabled person Person with a disability Does not prioritise the humanity of the person over the
disability/an identity trait.

First World versus Third World Specific country names Racist connotations as it is commonly used to refer to global
south countries and to imply that ‘Third world’ signifies a
backwardness as compared with others.

He/Him/She/Her Ask the person which pronouns The person may not identify themselves using these
they prefer (Alternatively: ‘They’, pronouns.
for example)

Illegal immigrant/Alien Undocumented person/ The term is considered to be demeaning and primarily aimed
(Used outside of legal context) undocumented immigrant at targeted marginalised groups.

Ladies and gentlemen Colleagues/Team/People Does not recognise that there may be people in the audience
who do not identify within those categories.

Lame/Paralytic Person with a disability Offensive term to people with mobility related disabilities.

Man up Be brave Implies that being courageous and strong is a trait

associated primarily with masculinity.

Mentally disabled Person with a mental disorder Emphasises people’s humanity by placing the person before
the disability – disabilities do not define who a person is.

Pow Wow Quick meeting, chat, etc. Using this phrase which is associated with an Indigenous
Peoples ceremony to refer to a quick business meeting
denigrates the long, cultural significance of Pow Wows.

25. Some phrases do not directly translate from the English language and may not be culturally relevant depending on geographical location.

Inclusive Language Guide 135

 Racial Descriptors (e.g., Black, Consider the necessity of using race within your text or speech.
Latino, Indian, Asian, etc.)

Sexual preference Sexual orientation The term implies that sexuality is a choice.

Suffering from Living with/Being treated for May suggest powerlessness and a poorer quality of life.

Tone-deaf Ignore/be insensitive to Can be insensitive towards people with hearing impairments.

Turn a blind eye Ignore/be insensitive to Can be insensitive towards people with blindness.

Wheelchair bound Person in a wheelchair/Person Does not prioritise the humanity of the person over the
who uses a wheelchair disability/an identity trait.

White collar/Blue collar Frontline workers/Support office; May be considered classist. Such terms may impact whether
Operator/Office worker employees feel valued.

Inclusive Language Guide 136

Glossary of Key Terms & Concepts

Ableism threatening, humiliating, or deliberately intimidating, work

Stereotyping, prejudicial attitudes, discriminatory sabotage, or verbal abuse.34
behaviour, and social oppression toward people with
disabilities to inhibit and infringe on their rights and Cisgender
well-being. 26 Describing or connected with people whose sense of
personal identity and gender is the same as their birth
Ageism sex.35
Stereotyping and discrimination against individuals or
groups based on their age. 27 Classism
The institutional, cultural, and individual set of practices
Ally and beliefs that assign differential value to people
An individual in a position of privilege or power who according to their socioeconomic class in a social system
makes consistent efforts to understand, uplift, characterised by economic inequality.36
empower, and support equity deserving groups. 28
Colourism
Antisemitism Prejudice or discrimination against individuals with darker
Prejudiced belief or behaviours towards people of skin tones, typically among people of the same ethnic or
Jewish faith. This can take the form of promoting racial group.
negative stereotypes, social exclusion, or violence. 29
Conscious Bias
Asexual When a person is very clear about and aware of their
(Of a person) not experiencing sexual attraction or a feelings and attitudes. Related behaviours are conducted
desire to have sexual relationships.30 with intent.

Belonging Disability
A state of being where people feel welcomed, included, Broadly defined as the interaction of physical,
and appreciated.31 psychological, intellectual, and socioemotional differences
or impairments with the social environment.37
Bias
The conscious (explicit) or unconscious (implicit) Discrimination
opinion, preference, prejudice, or inclination formed Any distinction, exclusion or preference made based on
without reasonable justification that prevents a race, colour, sex, religion, political opinion, national
balanced or even-handed judgement.32 extraction, or social origin, which has the effect of nullifying
or impairing equality of opportunity or treatment in
Bisexual employment or occupation.38
Sexually attracted to people of more than one gender.33
Diversity
Bullying The variety of similarities and differences among people,
Repeated mistreatment: abusive conduct that is often called diversity dimensions, including, but not limited

26. Hydro (n.d.), The Power of Words: A Guide to Inclusive Language, [Internal Document]. 34. International Labour Organization (2020), Safe and Healthy Working Environments Free from
27. Ibid. Violence and Harassment , [PDF]. Available at: https://www.ilo.org/sites/default/files/wcmsp5/
28. Canadian Centre for Diversity and Inclusion (2022), Glossary of Terms, [PDF]. Available groups/public/@europe/@ro-geneva/@ilo-ankara/documents/publication/wcms_751977.pdf
at: https://ccdi.ca/media/3150/ccdi-glossary-of-terms-eng.pdf 35. Hydro (n.d.), The Power of Words: A Guide to Inclusive Language, [Internal Document].
29. Oxfam (2023), Inclusive Language Guide, [Online]. Available at: https://policy-practice. 36. Harvard (2020), Foundational Concepts & Affirming Language, [PDF]. Available at: https://
oxfam.org/resources/inclusive-language-guide-621487 www.hsph.harvard.edu/social-and-behavioral-sciences/wp-content/uploads/sites/66/2022/07/
30. Hydro (n.d.), The Power of Words: A Guide to Inclusive Language, [Internal Document]. foundational_concepts_and_affirming_language.pdf
31. Ibid. 37. Ibid.
32. Canadian Centre for Diversity and Inclusion (2022), Glossary of Terms, [PDF]. Available 38. International Labour Organization (n.d.), C111 – Discrimination (Employment and Occupation),
at: https://ccdi.ca/media/3150/ccdi-glossary-of-terms-eng.pdf [Online]. Available at: https://normlex.ilo.org/dyn/normlex/en/f?p=NORMLEXPUB:55:0::NO::P55_
33. Hydro (n.d.), The Power of Words: A Guide to Inclusive Language, [Internal Document]. TYPE,P55_LANG,P55_DOCUMENT,P55_NODE:CON,en,C111,/Document

Inclusive Language Guide 137

to: gender, sex, gender identity and expression, Ethnicity
ethnicity, race, native or indigenous identity/origin, age, A dynamic set of historically derived and
generation, disability, sexual orientation, culture, religion, institutionalised ideas and practices that (1) allows
belief system, marital status, parental status, pregnancy, people to identify or to be identified with groupings of
socio-economic status/caste, appearance, language people on the basis of presumed (and usually claimed)
and accent, mental health, education, geography, commonalities including language, history, nation or
nationality, work style, work experience, job role and region of origin, customs, ways of being, religion,
function, thinking style, and personality type.39 names, physical appearance and/or genealogy or
ancestry.45
Empowerment
Increasing the personal, political, social, or economic Gay
strength of individuals and communities. Empowerment (Of people) sexually, romantically, emotionally, physically,
of women and girls concerns women and girls gaining and/or spiritually attracted to people of the same sex.46
power and control over their own lives.40
Gender
Equality A social and cultural construct, which distinguishes
The fact of being equal in rights, status, advantages, differences in the attributes of people.47
etc.41 Not to be confused with ‘equity.’ (See below)
Gender-based Constraints
Equality of Outcome/Substantive Equality Constraints that people face that are a result of their
Substantive equality is a legal principle that refers to the gender, eg. Barriers to land access, male dominated
achievement of true equality in outcomes. It is achieved negotiations etc.
through equal access, equal opportunity and, most
importantly, the provision of services and benefits in a Gender-based Violence (GBV)
manner and according to standards that meet any An umbrella term for any harmful act that is perpetrated
unique needs and circumstances, such as cultural, against a person’s will and that is based on socially
social, economic, and historical disadvantage.42 ascribed (gender) differences.48

Equity Gender Equality

Parity in policy, process, and outcomes for historically, The equal rights, responsibilities, and opportunities for
persistently, or systematically marginalised people and all genders.49
groups while accounting for diversity. It considers
power, access, opportunities, treatment, impacts and Gender Equity
outcomes in representation and resources. 43 Not to be The process of being fair to all genders and importantly
confused with ‘equality’ (see above).44 the equality of outcomes and results. Gender equity
may involve the use of temporary specific measures to
compensate for historical or systemic bias or
discrimination.50

39. Molefl, O’Mara and Richter (2021), Global Diversity & Inclusion Benchmarks, [Online]
Available at: https://dileaders.com/gdeib/
40. UNICEF (2017), Glossary of Terms and Concepts, [PDF]. Available at: https://www.unicef.
org/rosa/media/1761/file/Genderglossarytermsandconcepts.pdf
41. Hydro (n.d.), The Power of Words: A Guide to Inclusive Language, [Internal Document]. 45. University of Pittsburgh (n.d.), Glossary of Terms, [Online]. Available at: https://www.
42. Government of Canada (2019), Jordan’s Principle: Substantive Equality Principles, diversity.pitt.edu/education/glossary-terms
[Online]. Available at: https://www.sac-isc.gc.ca/eng/1583698429175/1583698455266#c 46. Hydro (n.d.), The Power of Words: A Guide to Inclusive Language, [Internal Document].
hp1 47. UNICEF (2017), Glossary of Terms and Concepts, [PDF]. Available at: https://www.unicef.
43. The University of British Columbia (2023), Equity and Inclusion Glossary of Terms, org/rosa/media/1761/file/Genderglossarytermsandconcepts.pdf
[Online]. Available at: https://equity.ubc.ca/resources/equity-inclusion-glossary-of- 48. Ibid.
terms/#E 49. United Nations Women (n.d.), Concepts and Definitions, [Online]. Available at: https://
44. University of British Columbia (2023), Equity and inclusion glossary of terms, [Online]. www.un.org/womenwatch/osagi/conceptsandefinitions.htm#:~:text=Equality%20
Available at https://equity.ubc.ca/resources/equity-inclusion-glossary-of- between%20women%20and%20men,men%20and%20girls%20and%20boys
terms/#:~:text=Equity%20%2F%20Equitable,groups%20while%20accounting%20for%20 50. UNICEF (2017), Glossary of Terms and Concepts, [PDF]. Available at: https://www.unicef.
diversity. org/rosa/media/1761/file/Genderglossarytermsandconcepts.pdf

Inclusive Language Guide 138

Gender Parity Hyper-masculine
Another term for equal representation of all genders in An exaggeration of traditionally masculine traits or
each area, for example, gender parity in organisational behaviour. This can include ‘a callous sexual attitude
leadership or higher education. Working toward gender towards women’, ‘the belief that violence is manly’, and
parity (equal representation) is a key part of achieving ‘the experience of danger as exciting’.57
gender equality.51
Inclusion
Gender Spectrum A dynamic state of feeling, belonging, and operating in
The concept that gender exists beyond a simple which diversity is leveraged and valued to create a fair,
man/woman binary model, but instead exists on a healthy, and high-performing organisation or
continuum. Some people fall towards more masculine community. An inclusive culture and environment
or more feminine aspects, some people move fluidly ensure equitable access to resources and opportunities
along the spectrum, and some identify off the spectrum for all.58
entirely.52
Inclusive Language
Harassment Inclusive language helps us interact with others in a
A range of unacceptable behaviours and practices, respectful way and employs words and phrases which
or threats thereof, whether a single occurrence or are welcoming, unbiased, and not based on
repeated, that aim at, result in, or are likely to result in assumptions or stereotypes.59
physical, psychological, sexual, or economic harm, and
includes gender-based violence and harassment.53 Intersectionality
Intersectionality refers to overlapping social identities
Heterosexual and the related systems of oppression, domination,
(Of people) Sexually or romantically attracted to people and/or discrimination. The idea is that multiple identities
of the opposite sex.54 intersect to create a whole that is different from the
component identities.60
Homosexual
(Of people) Sexually or romantically attracted to people Intersex
of the same sex.55 Describing or relating to a person that has both male
and female sex organs or other sexual characteristics;
Hostile work environment born with sexual characteristics that do not fit the
Created by pervasive harassment and discriminatory categories of either ‘male’ or ‘female.’61
conduct that leads to an intimidating, offensive,
threatening, or humiliating work environment; or causes Islamophobia
a situation where a person’s psychological well-being is Discrimination or prejudice towards people of Muslim
adversely affected.56 faith. This can take the form of promoting negative
stereotypes, social exclusion, or violence.62

51. United Nations Women Training Centre (n.d.), Gender Equality Glossary, [Online].
Available at: https://trainingcentre.unwomen.org/mod/glossary/view.php?id=36&mode=lett
er&hook=G&sortkey&sortorder&fullsearch=0&page=1 57. International Labour Office (2013), Men and Masculinities – Promoting Gender Equality
52. Harvard (2020), Foundational Concepts & Affirming Language, [PDF]. Available at: in the World of Work , [PDF]. Available at: https://www.ilo.org/sites/default/files/wcmsp5/
https://www.hsph.harvard.edu/social-and-behavioral-sciences/wp-content/uploads/ groups/public/@dgreports/@gender/documents/publication/wcms_232755.pdf
sites/66/2022/07/foundational_concepts_and_affirming_language.pdf 58. Molefl, O’Mara and Richter (2021), Global Diversity & Inclusion Benchmarks, [Online]
53. International Labour Organization (2019), C190 – Violence and Harassment Convention , Available at: https://dileaders.com/gdeib/
[Online]. Available at: https://normlex.ilo.org/dyn/normlex/ 59. Hydro (n.d.), The Power of Words: A Guide to Inclusive Language, [Internal Document].
en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:C190 60. UNICEF (2017), Glossary of Terms and Concepts, [PDF]. Available at: https://www.
54. Hydro (n.d.), The Power of Words: A Guide to Inclusive Language. [Internal Document]. unicef.org/rosa/media/1761/file/Genderglossarytermsandconcepts.pdf
55. Ibid. 61. Hydro (n.d.), The Power of Words: A Guide to Inclusive Language, [Internal Document].
56. Society for Human Resource Management (n.d.), HR Glossary, [Online]. Available at: 62. Oxfam (2023), Inclusive Language Guide, [Online]. Available at: https://policy-practice.
https://www.shrm.org/topics-tools/tools/hr-glossary oxfam.org/resources/inclusive-language-guide-621487

Inclusive Language Guide 139

Lesbian Neurodivergent
(Of a woman) sexually or romantically attracted to A term representing individuals who cognitively process
other women.63 differently than what society considers the norm (or
Neurotypical). A term that evolved from the advocacy
LGBTQIA+ movement on behalf of Autistic individuals and has
An acronym for lesbian, gay, bisexual, transgender, been embraced by other groups of individuals with
queer and intersex. The plus sign represents people neurologically based conditions (e.g., ADHD, Tourette’s
with diverse SOGIESC (sexual orientation, gender syndrome, dyslexia, learning disabilities [LDs]).
identity, gender expression, sex characteristics) who
identify using other terms.64 Non-binary
(Of a person) not identifying as either male or female.69
Micro-aggression
Brief and commonplace verbal, behavioural, or Othering
situational indignities that communicate hostile, Categorising a group of people according to perceived
derogatory, or negative slights or insults, especially differences, such as ethnicity, skin colour, religion,
toward members of minority or oppressed groups.65 gender, or sexual orientation, and using an ‘us vs. them’
mentality to alienate the group.70
Microaffirmation
Small gesture of inclusion, caring or kindness. Pansexual
They include listening, providing comfort and support, Sexually attracted to people without regard to their sex
being an ally and explicitly valuing the contributions and or gender identity.71
presence of all. It is particularly helpful for those with
greater power or seniority to ‘model’ affirming Patriarchy
behaviour.66 Social system in which men hold the greatest power,
leadership roles, privilege, moral authority and access to
Minority resources and land, including in the family. Most
A minority group is a population subgroup (e.g., ethnic, modern societies are patriarchies.72
racial, social, religious, or other group) with differential
power than those deemed to hold the majority power in Prejudice
the population.67 A dislike of or preference for a person, group, custom,
etc., especially when it is based on their race, religion,
Misgender sex, etc.73
To refer to someone, especially a transgender or
gender-expansive person, using a word, especially a Psychosocial
pronoun or form of address, which does not correctly Emphasise the close connection between psychological
reflect the gender with which they identify.68 aspects of experience and wider social aspects of
experience, inclusive of human capacity, social ecology,
and culture and values.74

63. Ibid. 69. Ibid.

64. United Nations Migration (2021), Glossary of Terms, [PDF]. Available at: 70. Curle (2020), US vs. Them: The Process of Othering , [Online]. Available at: https://
https://www.unhcr.org/sites/default/files/legacy-pdf/6163eb9c4.pdf humanrights.ca/story/us-vs-them-process-othering
65. American Psychological Association (2023), Microaggression , [Online]. Available: 71. Harvard (2020), Foundational Concepts & Affirming Language, [PDF]. Available at:
https://dictionary.apa.org/microaggression https://edib.harvard.edu/files/dib/files/foundational_concepts_and_affirming_language.pdf
66. Harvard Human Resources (n.d.), Glossary of Diversity, Inclusion and Belonging (DIB) 72. UNICEF (2017), Glossary of Terms and Concepts, [PDF]. Available at: https://www.unicef.
Terms, [PDF]. Available at: https://edib.harvard.edu/files/dib/files/dib_glossary.pdf org/rosa/media/1761/file/Genderglossarytermsandconcepts.pdf
67. Hydro (n.d.), The Power of Words: A Guide to Inclusive Language, [Internal Document]. 73. Hydro (n.d.), The Power of Words: A Guide to Inclusive Language, [Internal Document].
68. Harvard (2020), Foundational Concepts & Affirming Language, [PDF]. Available at: 74. Meyer (2013), UNHCR’s Mental Health and Psychosocial Support , [Online]. Available at:
https://www.hsph.harvard.edu/social-and-behavioral-sciences/wp-content/uploads/ https://www.unhcr.org/media/unhcrs-mental-health-and-psychosocial-support-persons-
sites/66/2022/07/foundational_concepts_and_affirming_language.pdf concern

Inclusive Language Guide 140

Psychosocial Hazard Sexism
Factors in the design or management of work that Any act, gesture, visual representation, spoken or
increase the risk of work-related stress and can lead to written words, practice, or behaviour based upon the
psychological or physical harm.75 idea that a person or a group of persons is inferior
because of their sex, which occurs in the public or
Race private sphere, whether online or offline.81
One of the main groups that humans can be divided
Sexual orientation
into according to their physical differences, for example
the colour of their skin; the fact of belonging to one of A component of identity that includes a person’s sexual
these groups.76 and emotional attraction to another person and the
behaviour and/or social affiliation that may result from
Racism this attraction.82
The unfair treatment of people who belong to a different
race; violent behaviour towards them; the belief that Stereotype
some races of people are better than others, or a A fixed idea or image that many people have of a
general belief about a whole group of people based particular type of person or thing, but which is often not
only on their race.77 true and may cause hurt and offence.83

Sex Structural Discrimination

Refers to the biological and physiological reality of being A form of discrimination resulting from policies, despite
males or females.78 apparently being neutral, that have disproportionately
negative effects on certain societal groups.84
Sexual Harassment
Unwelcome sexual advances, requests for sexual Transgender
favours, and other verbal or physical conduct of a Describing or relating to people whose gender identity
sexual nature.79 does not match the sex they were said to have at birth.85

Sex disaggregated data Unconscious Bias

Data that is cross classified by sex, presenting An unfair belief about a group of people that you are not
information separately for different sexes. When data is aware of and that affects your behaviour and decisions.
not disaggregated by sex, it is more difficult to identify
real and potential inequalities.80 Xenophobia
A strong feeling of dislike or fear of people from other
countries.86

75. Work Safe Victoria (n.d.), Psychosocial Hazards Contributing to Work-Related Stress,
[Online]. Available at: https://www.worksafe.vic.gov.au/psychosocial-hazards-contributing- 81. Council of Europe (2019), Recommendation CM/REC(2019)1 of the Committee of
work-related-stress Ministers to Member States on Preventing and Combating Sexism , [Online]. Available at:
76. Hydro (n.d.), The Power of Words: A Guide to Inclusive Language, [Internal Document]. https://search.coe.int/cm#{%22CoEIdentifier%22:[%22090000168093b26a%22],%22sort%
77. Ibid. 22:[%22CoEValidationDate%20Descending%22]}
78. UNICEF (2017), Glossary of Terms and Concepts, [PDF]. Available at: https://www.unicef. 82. Hydro (n.d.), The Power of Words: A Guide to Inclusive Language, [Internal Document].
org/rosa/media/1761/file/Genderglossarytermsandconcepts.pdf 83. Ibid.
79. United Nations Women (n.d.), What is Sexual Harassment , [PDF]. Available at: https:// 84. Pinicus (1996), Discrimination Comes in Many Forms: Individual, Institutional and
www.un.org/womenwatch/osagi/pdf/whatissh.pdf Structural , [Online]. Available at: https://doi.org/10.1177/0002764296040002009
80. UNICEF (2017), Glossary of Terms and Concepts, [PDF]. Available at: https://www.unicef. 85. Hydro (n.d.), The Power of Words: A Guide to Inclusive Language, [Internal Document].
org/rosa/media/1761/file/Genderglossarytermsandconcepts.pdf 86. Ibid.

Inclusive Language Guide 141

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