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Barack Obama famously said: “We are at a time in our country’s history that inclusive language is better than exclusive language.” But he didn’t say much about what non inclusive language to avoid.
What words do you NOT WRITE so you don’t offend the reader.
What words do you NOT SAY, so you don’t turn off the listener?
If you can avoid what some call “non-inclusive” words, you’re most of the way there.
10 Types of Non Inclusive Language
Non-inclusive language comes in many forms. And you can argue that there are ENDLESS types.
But here are 10 types of non-inclusive language that help you avoid MOST of the pitfalls.
1. Gender
It’s still a man’s world (unfortunately). And our language is full of non-inclusive gendering.
Take the use of “man” — we still use the term man in job titles (Anchorman, Chairman, Congressman, Doorman, Fireman, Garbage Man, Handyman, etc.) instead of gender-neutral job titles. Chairman reinforces the idea that leadership roles are predominantly male.
And we also use “man” in words for which there is no “woman” alternative (e.g. “mankind”, “manpower”, “man-made”, “workmanship”, “layman” etc. Manpower assumes that only men provide labor or work in a particular industry.
And how about the pronoun “he”? — Most versions of the bible speak of the Holy Spirit in masculine terms (“he”). Many of us tell stories about animals and more often use the pronoun “he” versus “she” to describe the main characters.
And “father” still seems to know best. We still use “grandfathered in” or “grandfather clause,” — but no one uses “grandmothered in” or “grandmother clause.”
The same can be said for ‘Guys’ because they exclude women and non-binary people.
Inclusive alternatives:
- Manpower: The term “workforce,” “staff,” or “personnel” refers to all employees, regardless of gender.
- Chairman: Use “chairperson” or “chair” to ensure the title includes all genders.
- Guys: Use “everyone,” “folks,” “team,” or “all” to be more inclusive when addressing a group
- Mankind: Use “humankind” or “humanity” to refer to all people without implying gender.
2. Race
Color — “The colors black and white have long carried opposite connotations. Black has connoted evil and disgrace, while white has connoted decency and purity…” — Color Connotations and Racial Attitudes by Douglas Longshore from UCLA.
If you are “blacklisted,” you are rejected, whereas “whitelisted” means you’re approved. A person can be “blackballed”(rejected), but there is no “white-balled.” Blackballed” historically refers to exclusion or rejection from a group, and the use of “black” in a negative context can reinforce harmful racial connotations.
In technology, “black hat” status means that you’ve done something bad whereas “white hat” status means you’re ok. These terms reinforce harmful associations between “black” and negative or prohibited, and “white” with positive or allowed.
“no can do”? — Did you know this phrase was historically used as a way to mock Chinese people in the U.S.?
And the “brown bag sessions” you host to bring people together might offend some. The Brown Paper Bag Test (aka “Brown Bag” test) was a form of racial discrimination in the African-American community in the 20th century. The test compared an individual’s skin tone to the color of a brown paper bag. Darker skin tones were denied access to events, clubs, and businesses.
Inclusive alternatives:
- Blackhat/Whitehat: Use ‘malicious hacker’ for blackhat and ‘ethical hacker’ for whitehat
- Blackballed: Use “excluded,” “ostracized,” or “banned.”
- Blacklist/Whitelist: Use “blocklist/allowlist” or “denylist/allowlist.”
- Brown bag sessions: Use “Lunch and Learn,” “Informal session,” or “Knowledge sharing session.”
- No can do?: Replace by saying, “I can’t do that” or simply, “Not possible.”
3. Immigrants
Not everyone born in a country stays there to live and work.
And not everyone speaks English as a 1st language — “native English speaker” is another example of non inclusive language.
“Illegal alien” is offensive to people who are immigrants in any country. “Illegal alien” dehumanizes the migrant community.
Did you know that “anchor baby” is non inclusive language? President Trump used this to describe children with non-citizen parents and got major blowback for using non-inclusive language (and being offensive).
Inclusive alternatives:
- Native English speaker: Use “Proficient in English” or “Fluent English speaker” because they focus on proficiency rather than someone’s birthplace.
- Illegal alien: Use “Undocumented immigrant” or “Person without legal immigration status” because they focus on person-first language and avoid criminalizing terminology.
- Anchor baby: Use “Child of undocumented immigrants” or “U.S.-born child of immigrant parents” to avoid negative perceptions and recognize the child’s citizenship and family context respectfully.
4. LGBTQ
People from the LGBT+ community are often left out based on personal pronouns, how they describe their families, or who they choose to love.
“He” and “She” are non inclusive and assume gender identification. Someone who is gender non-binary might not use either pronoun. Personal pronouns are important to the LBTQ+ community.
And so is how you describe a family. “Mom and dad” or “husband and wife” doesn’t always fit.
How about “sexual preference”? Sexual preference suggests a degree of choice — sexual orientation is not a choice. The word is considered outdated and inaccurate.
And calling someone “homo” is offensive to people in the LGBTQ+ community. “Homosexual” was once used to describe the gay community but is not anymore.
Another term is ‘sex-change’. It is outdated and usually considered offensive within the transgender community because it reduces a complex medical and personal process to a simplistic term.
Inclusive alternatives:
- He/she: You can use “They,” which is widely accepted as a gender-neutral pronoun and includes individuals who don’t identify as strictly male or female. You can also opt for “The person” or use the individual’s name to avoid pronouns.
- Homo: Use “Gay,” “Lesbian,” or “LGBTQ,” which are more respectful, person-first terms.
- Sexual preference: Use “sexual orientation” or “gender identity,.” They are more appropriate, as they recognize sexuality and gender as inherent aspects of who a person is.
- Sex-change: Use “gender confirmation surgery” or “gender transition” to be respectful of the transgender experience.
5. Age
Are you a Baby Boomer, Gen X’r, Gen Y’r, Gen Z’r, or Gen A’r? These generations span over 75 years — and there’s language that applies to each of them differently.
Are Baby Boomers (gasp) “old geezers”? This is non-inclusive language because using the term “geezer” in the U.S. implies frailty. It belittles older individuals and perpetuates negative stereotypes about aging.
How about a “digital native.” “Digital native” describes a person born or brought up during the age of digital technology. It assumes that those born into the digital age are better with technology, which can alienate or devalue the skills of those who weren’t born in the same era but have since learned new technologies. Using it is non-inclusive to older people AND increases the risk of age discrimination lawsuits in business.
And “millennials only” or “recent graduates only” are on the non inclusive language list for the same reason above. The term can sometimes limit or exclude people who graduated long ago but are still entering a new field or industry and have the same potential as the new graduates.
Inclusive alternatives:
- Recent graduates: Use “early-career professionals,” “new to the workforce,” or “emerging professionals.” These alternatives are more inclusive of all individuals at the start of their careers, regardless of when they completed their education.
- Old geezers: Use “older adults,” “senior,” “experienced professionals,” or “elderly individuals.” These terms are more respectful and acknowledge the value and experience of older people without condescension.
- Digital native: Use “tech-savvy individuals,” “digitally fluent,” or “technologically proficient.” These terms focus on the skills and capabilities of individuals, regardless of when they acquired them.
6. Physical Disability
The Americans with Disabilities Act (ADA) was signed into law on July 26, 1990, by President George H.W. Bush. The ADA prohibits being non-inclusive and guarantees people with disabilities have the same opportunities as everyone else (employment opportunities included).
Have you been to an event where the speaker asks you to “stand” or “please be seated”? People with a physical disability might not be able to do one or the other. It assumes that everyone can stand or sit, which may not be possible for individuals with mobility issues or disabilities.
And there’s “type” — many jobs require candidates to “type” X words per minute, but some may not physically be able to “type” on a keyboard. This term assumes that everyone uses a keyboard to type, which may not be accurate for those using alternative input devices, such as speech-to-text tools.
“Walk” — seems like a common thing for people to do, right? But a physical disability might keep some from “walking.” It excludes people who use wheelchairs or other mobility aids.
If you like saying “lame” for something undesirable, now is the time to drop it. It is ableist and diminishes the experience of people with disabilities.
Or if you’ve used the term ‘blind to the truth,’ you should stop using it. This phrase equates blindness with ignorance or lack of awareness, using ableist language by implying that being blind is inherently harmful.
Inclusive alternatives:
- Blind to the truth: Use “unaware” or “ignorant” to express the intended meaning without using a disability as a metaphor.
- Stand/Please be seated: Use “Please remain in your place” or “Please take your place”. You can also say, “Feel free to stand or remain seated.” These alternatives allow individuals to choose what’s best for them without assuming physical abilities.
- Type x words: Use “Input X words,” “Enter X words,” or “Provide X words.” These phrases are more inclusive of different input methods and acknowledge various ways people interact with technology.
- Walk: Use “Move” or “Proceed,” “Navigate,” “Travel,” or “Go”. These alternatives are broader and more accessible, accommodating various forms of movement without assuming the person is walking.
- Lame: Use words like “ineffective,” “unsatisfactory,” or “disappointing” to convey dissatisfaction.
7. Mental Health
I’m sure at some point in your life, you’ve used “crazy” or “nuts” to describe a situation. I know I have…But, could we be offending someone with a mental illness? Using the term ‘crazy’ casually can stigmatize mental health conditions and perpetuate negative stereotypes.
Another one of the non-inclusive language examples relating to mental health is “retarded” — it’s casually used all too often, even if no harm is meant by it. Retarded has a long history of being used in a demeaning and offensive way toward people with intellectual and developmental disabilities.
And what about “psycho”? It might be great if you are into horror movies. But it’s on the non inclusive language list because it might offend someone dealing with mental health challenges. It also connotes negative stereotypes about mental disability.
Do you say let’s do a “sanity check” when double-checking something? You might be unknowingly using non-inclusive language if so. Using the word “sanity” might offend someone with a neurodiversity or mental illness.
Another is calling someone neat or with superb organizational habits ‘OCD,’ which trivializes a serious mental health condition Obsessive-Compulsive Disorder.
Labeling someone as an “addict” is also offensive because you reduce a person’s identity to their addiction, and it can be stigmatizing.
Inclusive alternatives:
- Crazy: Use words like “wild” or “unusual” to describe something surprising without mental health connotations
- Retarded: Use words such as ‘person with intellectual disability,’ ‘neurodivergent,’ or ‘cognitively impaired’.
- Psycho: Use instead ‘person with mental health condition,’ an individual with mental health illness,’ or ‘unstable.’ Using these words focuses on the individual rather than reducing them to a harmful label.
- OCD: Use “organized,” “particular,” or “meticulous” to describe someone’s preference for order without misusing a clinical term.
- Addict: Use “person with a substance use disorder” or “individual in recovery” to use person-first language that respects their humanity.
8. Elitism
Elitism is still alive and well in many clubs, business circles, and beyond. Elitist language also makes the non inclusive language list.
Only allowing access or employing someone because they have a “degree from a top 10 school” or “a degree from an Ivy League University” is non inclusive.
And how about people who don’t test well? Not everyone gets an “SAT score of 1200+”.
Inclusive alternatives:
- Use “Degree from an accredited institution” to emphasize the legitimacy of the educational background without prioritizing certain schools over others.
- Try using “Relevant degree in [field] or equivalent experience” to give a chance to candidates with practical solid experience who didn’t attend a prestigious institution.
- Use “Degree from a recognized institution” to maintain the importance of having a degree without favoring specific schools.
- Use “Educational background in [field] with demonstrated skills or experience” to highlight the field of study and the skills the candidate brings rather than the school’s ranking or reputation.
9. Former Felons
If you’ve ever been in trouble with the law…you know it can affect background checks (or how people perceive you as a person). But people make mistakes — and deserve second chances for inclusion in society.
Calling someone a “felon” suggests that if they have a criminal record — they are still a criminal now.
And some states forbid the use of non inclusive language examples like “have no felony background” or “no convicted felons” when advertising jobs.
Inclusive alternatives:
- “Formerly incarcerated person”,
- “Person with a criminal record”
- “Person with a felony conviction”
These alternatives use person-first language, focusing on the individual rather than their past conviction. This helps reduce stigma and promotes the idea of rehabilitation and reintegration into society. It is also a more compassionate and respectful way to refer to individuals with criminal histories.
10. Religion
Politics and religion are not topics people always like to discuss. There are loads of examples of non inclusive language examples based on religion, and some are too bad to type here. But, here are a few.
“Bible beater” is a negative term people use to describe religious people who follow Christianity.
And, “Heathen” is used to describe someone who strays from a religion.
Both are non-inclusive and might offend people who have certain religious beliefs.
And, how about assuming people are taking a vacation for the “Christmas holiday”? This is non inclusive to other religions like Judaism, Islam, and others.
Inclusive alternatives:
- Bible beater: Use “Religious individuals,” “Devout Christians,” or “People of strong faith.”
- Heathen: Use “Non-religious person,” “Secular individual,” or “Person of a different belief system.”
- Christmas Holiday: Use “Holiday season,” “Winter holidays,” or “Festive season.”
These alternatives are more respectful toward various religious beliefs, practices, and worldviews.
11. Socio-economic Status
Addressing certain countries as ‘third world country’ implies their inferiority.
And even though ‘developing country’ is still widely used, it is now considered non-inclusive. The phrase connotes the lack of progress compared to ‘developed countries’, reinforcing the hierarchical view of global nations.
Another term is ‘ghetto,’ which often carries negative racial and socio-economic perceptions, particularly in marginalized communities.
Inclusive alternatives:
- Use ‘low-income or middle-income’ to describe nations without implying inferiority. Or say ‘emerging markets’ to describe countries that are in the process of becoming more advanced economically, though this term is typically used in financial contexts.
- Use “underprivileged,” or “economically disadvantaged,” to describe the specific characteristics of the area without negative connotations.
12. Tribe
Calling a group of people or friends a ‘tribe’ can be viewed as a cultural appropriation of indigenous terminology.
Inclusive alternatives:
- Use “group,” “community,” “circle,” or “team” to describe groups without appropriating Indigenous culture.
What does “non inclusive” mean?
There’s not one easy non inclusive definition…but here are 2:
Merriam-Webster defines “non inclusive” as:
“lack of inclusion or failure to include someone or something”
YourDictionary.com define non inclusive as:
“Not inclusive; excluding something.”
And, here are some synonyms for non inclusive from WordHippo:
The Link Between Non Inclusive Language and Microaggressions
Language is powerful. So, the words we use can influence how we think and feel about different groups of people. Unfortunately, non-inclusive language often perpetuates subtle forms of discrimination, known as microaggressions. These are everyday, seemingly small comments or actions that can unintentionally hurt or exclude someone based on their identity.
What Are Microaggressions?
Microaggressions are comments or behaviors that subtly convey bias toward someone based on their race, gender, sexual orientation, or other aspects of their identity. Even though the person delivering the microaggression may not mean any harm, the impact can be significant. For example, using terms like “man hours” or assuming someone’s gender expression can feel like a small thing, but it excludes nonbinary people and reinforces outdated gender roles.
The Role of Non Inclusive Language in Microaggressions
Non inclusive language like “man hours” or “master’s degree” may seem harmless, but they reinforce implicit bias. Therefore, these terms are part of a broader issue where outdated or exclusionary language supports the oppression of other groups. For instance, using offensive words that refer to people of color, Native American communities, or those on the autism spectrum can reinforce stereotypes. This type of language not only harms the person it’s directed toward but also creates a less inclusive environment for everyone.
Combatting Non Inclusive Language: Subtle Exclusions
Sometimes, microaggressions aren’t about specific derogatory terms but the lack of gender-neutral language or inclusive language altogether. So, using gendered words like “pregnant women” instead of pregnant people or making assumptions about someone’s socioeconomic status can exclude certain individuals. Therefore, creating an inclusive workplace means using inclusive content in everything from job descriptions to email signatures. This small shift in the use of language can help underrepresented groups feel more included.
Best Practices to Avoid Microaggressions and Non Inclusive Language
To reduce microaggressions, it’s important to adopt best practices for inclusive communication. This involves avoiding non-inclusive terms and opting for words that respect all individuals, regardless of their diverse backgrounds or different gender identities. For example, instead of “manpower,” use “workforce” or “personnel,” and instead of special needs, use plain language like “people with disabilities.”
Consulting an inclusive language guide, like the AP Stylebook, can help you understand which terms are more inclusive and avoid exclusionary language. Making these small changes in the use of inclusive language, help foster an inclusive environment where everyone feels welcome.
The Importance of Immediate Action Against Microaggression and Non Inclusive Language
Recognizing the impact of microaggressions is just the first step. Immediate action is necessary to make sure the use of language within an organization promotes equal opportunities for all. So, this includes addressing subtle biases and shifting towards gender-inclusive language or using terms that respect the diversity of ethnic groups, social class, and even gender non-conforming individuals.
Therefore, by making these changes, you’re helping to create a great place for everyone, regardless of their skin color, social construct, or walks of life. This shift in language, paired with effective employee resource groups, can promote social justice and gender neutrality in the workplace.
WHY I WROTE THIS?
An inclusive job description is key if you want to diversify your hires. Ongig has tools and resources to help you ace JDs to help you hire diverse candidates. Click here to learn more about how our Text Analyzer software helps you avoid non inclusive language.
