Guide to Appropriate Use of Language

8-06-2005

The TUC has published a guide to the appropriate use of language in the workplace to help identify terminology which is broadly acceptable and which promotes best practice and professionalism in organisations which embrace diversity.

The guide, entitled Diversity in Diction Equality in Action, has been developed by Yacob Cajee, Equalities and Black Members' Officer, Devon County Branch of UNISON in consultation with Devon County Council, Fair Play South West and South West National Union of Teachers.

The Guide points out that sometimes those whose language has been challenged have claimed that they did not know they were causing offence or that it was just part of everyday banter. Others have expressed uncertainty about the use of language around equality issues particularly as language has evolved.

Given that recent high profile cases have demonstrated the need to reaffirm that language that threatens the dignity of others cannot be tolerated, the Guide highlights that it finds it surprising that there is no comprehensive guidance from the three commissions responsible for overseeing the implementation of current anti-discrimination law.

If organisations are to truly to demonstrate respect, understanding and fairness, tackle discrimination and exclusion, then the Guide stresses the need to ensure that the language we use is consistent with those intentions.

According to the Guide, “This means not only avoiding words and phrases that offend, but also using language which is inclusive of others. We expect everyone to respect the views and feelings of others, and to use language that neither offends nor excludes, intentionally or otherwise”.

The Guide is intended to help identify terminology which is broadly acceptable and is intended to help avoid the unintentional offence caused by unthinking use of language and some examples from the document are set out below.

The Guide highlights that we should always consider whether it is necessary or appropriate to use labels to describe people and we must be also careful not to patronise people by undermining their individuality through reference to our own. Examples of unacceptable language are:

'I don't think of you as being disabled'
'some of my best friends are gay'
'your being black isn't a problem for me'
'you're just like one of the lads'
'I've promoted the cause of black people more than anyone else I know'
'I remember when I was young'
'You might not want to do that at your age'

Under Sex and Language, the Guide addresses the issue of gender neutral language, pointing out that with a little thought and imagination it is easy to ensure that the language we use is not gender specific. For example, references to 'he' or 'she' can be avoided by using the plural 'they', 'manning the phones' can be replaced by 'staffing' or 'covering the phones', and 'manpower planning' by 'staff', 'workforce' or 'human resource planning'. Equally, many job titles or roles which are traditionally identified in male terms have better alternatives which are not specific to either gender, such as chair or chairperson for chairman.

When examining the issue of race, the Guide highlights that many words and phrases, whilst not offensive in themselves, carry heavy negative connotations. It is therefore important to avoid certain terms which use 'black' to portray negativity. Terms such as: black sheep of the family, blacklist, black mark and black looks have no direct link to skin colour, but potentially serve to reinforce a negative view of all things black.

Equally certain terms imply a negative image of 'black' by reinforcing the positive aspects of 'white'. For example, in the context of being above suspicion the phrase 'whiter than white' is often used. 'Purer than pure' or 'cleaner than clean' are more acceptable alternatives. Similarly the term 'play the white man' implies that neither Black people nor women are fair and honest. 'Play the game' or 'be fair' are more neutral.

With anti-age discrimination looming, the Guide also tackles ageism. It states that being old in British society carries connotations of being worn out and of little further use. It is even used as a term of abuse. For example the following terms may offend some people: granddad, grandma, old fool, old codger, old dear, geriatric, old biddy or just like an old woman.

Equally 'youth' has connotations of inexperience, impetuosity, and unreliability or even dishonesty and addressing someone as 'boy' or 'girl' or referring to the 'new boy/girl' may cause offence. If it is necessary to make reference to a person's age it is better to use the neutral 'young people'.

A copy of the Guide can be found at:

http://www.tuc.org.uk/learning/tuc-9890-f0.cfm