What is inclusive language?

Inclusive language in business consulting

Hi, team! It’s your friend, Mary, with The I in Team series where you can find, be, and build your positive influence. Our gratitude group just celebrated one year of showing gratitude together every week, so we reviewed everything we have learned together over the past year. One of the topics we learned about was inclusive language. With our world growing in ways to connect and modes for communication, it is important to open your mind and do your best to remain inclusive, both in your actions as well as your words. However, culture dictates the language we use so it becomes first nature—we don’t question it. In this blog, we are going to discuss what inclusive language is and why it is important, some examples of inclusive language, and how you might implement it in your life.

Inclusive language is when we use words, whether verbally and written, that attempt to include everyone who will read and/or hear it. It is language that aims to not exclude groups inadvertently. Traditionally, it is meant to be inclusive of underprivileged or minority groups. When implementing inclusive language, the goal is to bring harmony to speech and writing through avoiding demeaning or offending people or groups. Additionally, using inclusive language is important because you never know if someone who is seemingly included may have strong ties to or a passion for any given underprivileged or minority groups. Those who work on developing their inclusive language, while not always perfect, show an open mind and willingness to understand that which they are not part of.

Why is inclusive language important?

Communication is powerful; whether it be our internal thoughts or thoughts which we put out into the world through spoken word or in writing, communication is how we interact with and respond to the world. So, the words we use are important and they tell people who we are on the inside. Using inclusive language creates spaces for those that may otherwise feel uncomfortable or unwelcome for individual characteristics, many of which they often have little control over. We are all born as we are. Therefore, acknowledging the vast diversity and beauty of humankind through inclusive language is one way we can demonstrate our acceptance of different perspectives, identities, and ideas.

Examples of Inclusive Language

First, I will discuss the difference between person-first and identity-first language in terms of those who experience disabilities. Then, I will provide some examples of ways in which you can change your language to be more inclusive for all in today’s society.

Person-First Language

Person-first language (PFL) is when you acknowledge that the person you are speaking to or about is first a human being and second has a disability. This shows respect for that person and allows them to be seen as a whole, a human, rather than a singular part, their disability. For example, using inclusive language, you would say “a person who has a disability” rather than “a disabled person,” or, “a person who is blind or visually impaired” as opposed to “a blind person.” PFL aims to acknowledge individuals as humans first and foremost and seeks to eliminate the practice of reducing an individual to a defined disability.

Identity-First Language

Identity-first language (IFL) is the opposite of PFL; it puts the disability before the person. While this is likely self-explanatory by now, an example of this would be describing someone as “a bipolar person” rather than “a person with bipolar disorder.” It is noteworthy to say that when you meet someone who has a disability, it is kind and compassionate to ask them if they prefer PFL or IFL. This shows that you care, recognize their worth as an individual, and would like to use language that makes them feel comfortable and included. In some cases, that person may prefer IFL. This has been found true with a larger population of the Deaf/hard of hearing and Autistic communities. Don’t make assumptions; use person-first language if you aren’t sure and if given the opportunity to ask their preference, ask!

Examples of Inclusive Language

Below are some examples of inclusive language based on underprivileged and minority groups.

Developing a Habit of Inclusive Language

Like all habits, you must show patience and compassion for yourself as you work to develop and improve your language. Because a lot of the language we use is cultural in nature, for example, “Hey, you guys!” (when talking to a mixed-gender group) it can be harder to recognize when we do it and therefore more difficult to change that language. Additionally, you may find that some women don’t mind being called “one of the guys” but you will also find that some do mind. It’s best to err on the side of caution to ensure everyone feels included by you in the spaces you create and occupy.

To develop this habit, start with one sector you know you can work on with room for improvement. It may be that you want to be more inclusive in your religious or gendered language, or perhaps how you refer to families or perceived class status. Choose one to start with and work on incorporating that language into your everyday thoughts and speech. It would be beneficial for you to come back and review these examples or conduct an internet search of other examples to keep the new vocabulary you hope to instill at the forefront of your mind.

Overall, the goal of developing more inclusive language is to ensure that your audience, no matter how small, feels included and safe with you. The safer you make others feel, the more your positive influence grows. We all show the world who we are each day through our interaction with each other, and how we respond to positive and negative situations. By developing healthy habits in hopes of making others feel included, we demonstrate our ability to value and appreciate diversity. Like with all habits, have patience and compassion for yourself as you grow. We believe in you!

Looking for help with Workplace Culture?

< Older Post

Newer Post >

A blue piggy bank is sitting on top of a stack of wooden blocks.

How to Mitigate Financial Risk Using the S.M.A.R.T. Management System

June 9, 2025

In an increasingly volatile economy, businesses cannot afford to be reactive when it comes to their finances. Whether you're a startup founder, a growing enterprise, or a seasoned business owner, the risk of financial instability is real—and growing. At IA Business Advisors, we help companies proactively navigate these risks using our comprehensive S.M.A.R.T. Management System . S.M.A.R.T. is more than just a goal-setting acronym. It is a decision-making and execution framework that brings clarity, structure, and alignment to every part of your business. From six-week action plans to one-year targets and long-term strategy, S.M.A.R.T. ensures your financial operations support healthy growth and resilience. Understanding Financial Risk in Today’s Business Climate Financial risk is multifaceted. It ranges from cash flow disruptions and market shifts to internal mismanagement and over-leveraged growth. As Brian Smith shared on a recent Daily Influence podcast episode, unchecked growth can drive a company into bankruptcy. Scaling without intention—chasing fast growth without aligning the internal team and financial resources—leads to diluted communication, quality issues, and operational chaos. Mitigating financial risk begins by understanding that more revenue doesn't always equal more stability. True sustainability comes from building systems that support intentional, well-paced growth. The S.M.A.R.T. Framework in Action: Reducing Financial Risk Our S.M.A.R.T. Management System guides businesses in creating resilient, financially stable operations through: 1. Specific: Build with Intentionality Clarity is power. One of our podcast guests, Mike Heatwole (CEO of The Dala Group), emphasized the importance of sitting down to define what matters most—whether that’s paying down debt, investing in growth, or launching a new venture. When your financial goals are specific, your strategy becomes targeted and less prone to reactive decision-making. “If we don’t know what the goal is, how do we get there?” — Mike Heatwole, CEO of The Dala Group 2. Measurable: Track What Matters Many companies are blindsided not by invisible risks, but by unmonitored ones. We help clients implement tools to track cash flow, margin fluctuations, and budget variances in real time. Visibility into your financial health gives you the power to respond early and course correct as needed. 3. Achievable: Assign Financial Stewardship Risk is reduced when financial responsibility is distributed. Through teamwide financial literacy and clear accountability, we empower organizations to make stronger daily decisions. No individual person should carry the entire burden—and no key area should go unmonitored. 4. Relevant: Make Risk Management a Habit Quarterly or biannual financial health check-ins create a sustainable rhythm. These don’t have to be complicated—they just need to be consistent. Regular reviews embed risk awareness into your company culture and decision-making process. 5. Timely: Foster Honest Dialogue Financial silence is a hidden threat. As Brian noted on the podcast, emotions like fear or shame can prevent businesses from facing financial realities. We encourage honest, blame-free communication around financial performance, creating space for solutions and collective action. Case in Point: Short-Term Action, Long-Term Impact One of our clients, a family-run distribution company, had strong revenue but was bleeding cash due to aging receivables. Together, we built a six-week S.M.A.R.T. Plan focused on accounts receivable recovery. We implemented weekly check-ins, assigned ownership, and used real-time tracking. Within 90 days, their outstanding A/R dropped by 22%, freeing up capital and restoring operational confidence. It’s Never Too Late to Get Financially Intentional Many leaders in their 40s, 50s, or 60s worry they’ve waited too long. But as Mike Heatwole wisely shared: “It’s never too late. Just get started. Do something.” Progress—not perfection—is the goal. Start small. Build momentum. Take the next best step. This mirrors a concept we love from The Gap and The Gain by Dan Sullivan: measure progress based on how far you've come, not just how far you have to go. Final Thoughts: Make Financial Stability a Strategy Mitigating financial risk isn’t about a dramatic overhaul. It’s about consistent action, visibility, and intentional decision-making. With the S.M.A.R.T. Management System, IA Business Advisors helps businesses turn risk into clarity, fear into focus, and instability into opportunity. If you’re ready to start, we’re ready to help. Let’s have a conversation about what matters most to you—and build from there.

Enhancing Interpersonal Relationships for Toxic Workplace Recovery

May 29, 2025

Hello, team! Mary here, continuing our journey through the I in Team series, where we challenge and empower you to Find , Be , and Build Your Influence. One of the most common things we’re asked to help our clients with is toxic workplace recovery. This directly connects to the culture of the team, and while rebuilding that culture takes time and intention, it is absolutely possible. In fact, with the guidance of our I in Team approach and S.M.A.R.T. Management system, we’ve successfully helped more than 19,000 teams evolve into high-performing, values-based cultures. If you’re ready to take the lead and breathe life back into your team, we’re here and ready to support you. Practice Emotional Intelligence One of the most impactful steps you can take on your toxic workplace recovery journey is to practice emotional intelligence (the ability to recognize, understand, and manage both your own emotions and the emotions of those around you). Toxic environments are often the result of emotional disconnection, poor communication, unnecessary competition, and a culture that avoids constructive feedback. Begin by shifting your perspective: respond with empathy, ask thoughtful questions, and use “I” statements. These habits model two traits, emotional regulation and empathy, that influence how your team interacts and solves problems. Start small. For example, set a personal goal to give one piece of sincere praise or recognition per day. This is a S.M.A.R.T. goal, and it starts to reinforce positive emotional exchanges. Over time, this contributes to a psychologically safe environment where people feel seen and supported. Foster Open Communication Once emotional intelligence begins to take root, toxic workplace recovery is just around the corner. Open communication becomes more natural because when team members are aware of their own and others’ emotions, communication becomes seamless. The number one rule? Listen. Really listen. Without listening, communication is incomplete. Try implementing monthly influence partnerships—team pairings that rotate so members can get to know each other beyond surface-level roles. This creates connection and, when done with consistency (Timely), fosters trust across your team. Another way to build open communication is by creating a structured feedback loop. Clarify how and when feedback should be given—perhaps during weekly one-on-ones or monthly review meetings—and make sure all team members understand the difference between criticism and constructive feedback. S.M.A.R.T. feedback is Specific and Relevant, and when delivered with respect, it encourages team members to grow without fear. Lead by Example As we say throughout the I in Team series, everyone is a leader regardless of title. Whether you’re in the C-suite or just starting your first job, how you show up directly shapes the culture of your team. To begin, set some respectful boundaries rooted in your values. Let others know what you need to succeed and what behaviors support or disrupt your work. When disagreements arise, demonstrate what respectful disagreement looks like—calm, focused on solutions, and free from personal attacks. If your workplace has leaned into competition, shift the focus to collaboration. Collaborate on micro-goals, like shared tasks or cross-functional projects. Make the results Measurable and celebrate wins together (publicly, if possible). Consider S.M.A.R.T.-based team-building events (like problem-solving challenges or goal-setting workshops) to reinforce collaboration in a meaningful way. Final Thoughts Toxic workplace recovery starts with you. Every interaction, every word, every moment of listening is a chance to model what’s possible. Show up the way you want others to show up. If your team is struggling to rebuild or you need expert guidance, reach out . We’re here to help. Let’s keep influencing responsibly and positively together.