5 Tips For Effective Language Use in Diversity Recruiting
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In this week’s newsletter, I wanted to spotlight one of our more recent eBooks in the JTC Toolbox, A Beginner’s Baseline of Effective Language to Use in Diversity Recruiting. This latest resource guides those new to diversity recruiting with 18 practical tips to help you navigate the complexities of inclusive language. To celebrate this ebook, I wanted to share with you five tips that I share internally with Team JTC team members when we discuss topics related to diversity recruiting. Here’s what effective language looks like at Team JTC.
Let’s get started.
Effective Language Tip #1: Avoid using the word “diverse” to describe an individual; use it only when referring to a group.
For too long, we have been using the word “diverse” to describe individuals, limiting its meaning to “not White.” But diversity is so much more than that. “Diverse” constitutes all individuals from various backgrounds and identities, including heterosexual, cis-gender, and White individuals.
Calling individuals “diverse” means a person is inherently different while creating another group, “not diverse,” which implies the standard or norm. Instead, use phrases that speak of their identities (e.g., a woman of color, Black, Latino) or refer to them as “a person from a historically underrepresented background” or “a member of a historically underrepresented group.”
Effective Language Tip #2: It is better to avoid the term “minority” when referring to underrepresented groups; instead, use terms such as “minoritized,” “untapped,” and “marginalized.”
These terms more accurately depict the historical actions and societal conditions that have led to the underrepresentation of certain groups in the workplace.
Effective Language Tip #3: Use specific and accurate language, such as “White” or “individuals with privilege,” instead of euphemisms, such as “majority group” or “privileged group.”
When you use words like “the majority group” or “privileged groups” as a euphemism to avoid saying White, it reinforces a false sense of superiority. In these instances, just say what you mean. Rather than saying “the majority groups,” say White. Rather than saying a privileged group, say individuals with privilege or say “white privilege,” or (again) just say, White.
Effective Language Tip #4: Be careful of binary and judgmental language when discussing diversity recruiting and increasing diversity.
Avoid words that categorize people into binary groups, such as “good” and “bad” or “right” and “wrong.” Instead, I invite you to use language that speaks to what is effective and ineffective in achieving diversity and inclusion within the workplace.
Effective Language Tip #5: Use the term “initiative” instead of “goal” when discussing diversity recruiting and increasing diversity.
The word “goal” can be triggering and can distract employees from the overall vision and strategy of the organization, sometimes sidetracking them into the loop of quotas and affirmative action thinking. Instead, use words such as “initiative” or “vision” to keep employees focused on the direction and purpose of diversity and inclusion.
Many of us have been using this language because it has been widely accepted. But language changes and shifts over time as we continue working toward a more diverse, equitable, and inclusive workplace. Therefore, it’s important not to get trapped in a loop of guilt and shame for words you may have used in the past. Instead, start using more effective language from today.
Now, these recommendations were just the tip of the iceberg. There are many more tips and strategies in our eBook, A Beginner’s Baseline of Effective Language to Use in Diversity Recruiting. Don’t miss out on this opportunity to level up your language and make a difference. Download your copy here, and let’s create a more inclusive and welcoming environment together!
