Inclusivity has a start.
Inclusive language isn’t about political correctness or constant walking around on eggshells.
It’s about clarity. It’s about removing unnecessary barriers. It’s about making sure people can actually show up fully.
This guide gives you practical ways to shift your language and behaviour. Small things. But they compound into cultures of belonging.
According to Edmondson, his research shows that inclusive language increases psychological safety in teams, which leads to higher innovation and engagement.
As a Leader, you don’t have to be perfect. The best place to start from is to be intentional.
Small Language Shifts That Create Belonging
Instead of: “You guys” (which tends to exclude women)
Try: “Everyone” or “Team”
Instead of: Assuming background knowledge
Try: Explaining terms that might not be obvious
Instead of: “That’s not how we do things here”
Try: “That’s interesting. Help me understand your thinking.”
Instead of: Defaulting to one way of communicating
Try: Offering multiple ways people can contribute (written, verbal, visual, etc.)
Instead of: Using idioms or cultural references others might not understand
Try: Being explicit about what you mean
Instead of: Making assumptions about someone’s name, background, or identity
Try: Asking respectfully and make effort to remembering it
Instead of: Speaking over people
Try: Creating space for quieter voices
These are micro-shifts. But they change whether people feel included or excluded.
Here are a few Behaviour Shifts That Create Safety
- Call out exclusion when you see it. Not shaming people, but pointing out what happened.
- Ask quiet people directly for their perspective. “What do you think?” is a powerful question.
- Acknowledge different communication styles. Don’t assume someone who’s quiet has less to contribute.
- Share your mistakes. When leaders normalise failure, others feel safer.
- Invite people into conversations they’d normally be excluded from. Expand who gets a seat at the table.
- Remember that people show up differently when they feel safe. Your job is to create that safety.