{"id":6842,"date":"2022-08-04T15:10:42","date_gmt":"2022-08-04T19:10:42","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=6842"},"modified":"2023-12-11T12:18:35","modified_gmt":"2023-12-11T17:18:35","slug":"inclusive-language-in-manufacturing-industry","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/inclusive-language-in-manufacturing-industry\/","title":{"rendered":"Inclusive Language in the Manufacturing Industry"},"content":{"rendered":"<p><button id=\"listenButton1\" class=\"responsivevoice-button\" type=\"button\" value=\"Play\" title=\"ResponsiveVoice Tap to Start\/Stop Speech\"><span>&#128266; Listen to this article<\/span><\/button>\n        <script>\n            listenButton1.onclick = function(){\n                if(responsiveVoice.isPlaying()){\n                    responsiveVoice.cancel();\n                }else{\n                    responsiveVoice.speak(\"Inclusive language means choosing your words deliberately in order to acknowledge the various identities, backgrounds, and experiences of all people. In the workplace, inclusive language sets the tone for better teamwork and productivity by signaling that you respect your coworkers, employees, clients, consumers, and more. Knowing which terms to use for other people also helps you feel confident and comfortable talking with absolutely anyone you meet, whether in the breakroom, boardroom, or your life outside of work. The world is becoming more diverse, and the best terms to use for other people are always evolving. Staying tuned in to inclusive language will help you navigate the social climate as it shifts, no matter how it shifts, so you know you won\u2019t unintentionally offend someone or give an inaccurate impression of who you are and what you believe.\u00a0 Of course, there are best practices and core guidelines for inclusive language that stretch across all industries and organizations. The Diversity Movement\u2019s new book, The Inclusive Language Handbook: A Guide to Better Communication and Transformational Leadership, co-authored by Jackie Ferguson and Roxanne Bellamy, explains the foundational rules you should follow when you aren\u2019t sure what to say. But also, each industry has its own rules and standards. Here are a few best practices for navigating inclusive language in manufacturing. Why Manufacturing Companies Should Care About Inclusive Language The American economy relies heavily on the manufacturing industry, which means inefficiency and a lack of productivity in the manufacturing sector can affect the whole supply chain. At the same time, when it is functioning at its best, manufacturing has huge potential to positively impact the rest of the nation. Efficient operations at manufacturing companies depend on frontline teams and, specifically, on team members\u2019 ability to work together and communicate clearly. Frontline employees drive results by ensuring that operations run smoothly, products meet quality standards, and production schedules stay on track.\u00a0 When employees feel a sense of belonging, they work more efficiently and more consistently. On the other hand, non-inclusive or toxic team cultures can create an unmotivated and disengaged workforce, thereby reducing productivity, morale, and revenue. To be effective, it is crucial that communication is also inclusive and respectful.\u00a0 One of the biggest barriers to robust hiring within the manufacturing sector is the industry\u2019s existing employee demographics. Almost 68% of all manufacturing jobs are currently held by men, and a full 73.7% of manufacturing workers identify as White. Becoming more diverse and inclusive will help the manufacturing industry \u2013 and each individual organization within it \u2013 tap a wider talent pool of qualified workers to meet demands. Practicing inclusive language in the workplace is one step toward a more inclusive, equitable, and enjoyable work environment. Inclusive language also helps create more successful working relationships, strengthen teamwork in the workplace, and generate greater productivity.\u00a0 Language Changes to Increase Inclusion Practicing inclusive language simply means making more intentional, more objective word choices that accurately communicate what you want to say. But to do that, you will need to consider why you currently use the words you do. Often, you\u2019ll find your word choices reflect unconscious beliefs and\/or biases.\u00a0 Shifting your own word choice habits is difficult at first, but it gets easier as you go on. Here are just a few non-inclusive language examples that are common in the manufacturing sector, and our suggestions for more inclusive replacements.\u00a0 Since the manufacturing workforce is still predominantly male, many non-inclusive language habits at manufacturing companies use male-centric terminology. Over time, these terms lead women and others to believe they are unwelcome or uninvited to take part in company culture and activities. A few examples are the terms \u201cmanpower,\u201d \u201cman hours,\u201d \u201cmankind,\u201d \u201ctradesman,\u201d and \u201cforeman.\u201d Instead, use terms like \u201chumanpower,\u201d \u201clabor hours,\u201d \u201chumankind,\u201d \u201cskilled professional,\u201d and \u201csupervisor.\u201d\u00a0 Similarly, make a point to avoid age-related and gender-related phrases that could be interpreted as condescending. Do not refer to women as \u201cgirls,\u201d and make sure to avoid other potentially patronizing phrases like \u201cyoung lady,\u201d \u201crookie,\u201d and \u201cyoung man.\u201d\u00a0 Never use racial, ethnic, or religious identity descriptors as nouns. Instead, use them only as descriptive words, as in \u201cour Hispanic workforce,\u201d and \u201cpeople who are LGBTQ+.\u201d And remember that you really never need to mention someone\u2019s identity descriptors (like race, gender, ethnicity, and more) unless that information is truly relevant to the conversation. Usually, you can reference other traits instead, like the person\u2019s name, occupation, hair color, office location, or more. For instance, \u201cthe woman who runs the warehouse on third shift\u201d could be called \u201cJessica, the third-shift lead\u201d instead, and \u201cthe young Black machinist\u201d could simply be referred to as \u201cJonathan, the new machinist.\u201d Destigmatize mental health conditions, invisible illnesses, disabilities, and neurodiversity by using person-centered language. For instance, say \u201ca person with\u201d or \u201cpeople who have.\u201d When you don\u2019t know what to say, ask the person how they usually refer to themselves, then mirror their own language. Say \u201cCould I ask about your ethnicity so I know the most respectful way to refer to you?\u201d Equip Yourself with the Right Tools to Succeed The manufacturing industry is a cornerstone of the American economy. It relies on the hard work and productivity of hundreds of thousands of frontline workers, all of whom want to feel a sense of belonging and acceptance at work.\u00a0 Manufacturing company leaders can increase employee engagement, retention, and morale by creating more diverse and inclusive spaces for employees to work. Fortunately, there are resources available to help manufacturers practice inclusive language.\u00a0 To start, you can begin by offering an inclusive language course and unconscious bias training to leaders in your company, and begin teaching inclusive leadership skills that help your managers mitigate and recognize their own unconscious bias and habits. We cannot change what we are unaware of, so awareness of bias needs to be the first step toward correcting it and realizing where it shows up in our word choice.\u00a0 Additionally, you can find numerous, easily-digestible online resources to help your leadership and employees learn about diversity, equity, and inclusion. Depending on the unique needs of your workforce, you may want to explore online videos, mobile microlearning platforms, workshops, webinars, listening sessions, or more.\u00a0\u00a0 Remember that most employees don\u2019t have hours at a time to spend in DEI education. So, shorter content that fits into their workflow is usually the best choice for building momentum and shifting culture one day at a time.\u00a0 For more in-depth information about inclusive language in the manufacturing industry, check out The Diversity Movement\u2019s new book, The Inclusive Language Handbook: A Guide to Better Communication and Transformational Leadership, co-authored by Jackie Ferguson and Roxanne Bellamy.\", \"US English Male\");\n                }\n            };\n        <\/script>\n     <\/br><br \/>\n<span style=\"font-weight: 400;\">Inclusive language means choosing your words deliberately in order to acknowledge the various identities, backgrounds, and experiences of all people. In the workplace, inclusive language sets the tone for better teamwork and productivity by signaling that you respect your coworkers, employees, clients, consumers, and more. Knowing which terms to use for other people also helps you feel confident and comfortable talking with absolutely anyone you meet, whether in the breakroom, boardroom, or your life outside of work.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The world is becoming more diverse, and the best terms to use for other people are always evolving. Staying tuned in to inclusive language will help you navigate the social climate as it shifts, no matter how it shifts, so you know you won\u2019t unintentionally offend someone or give an inaccurate impression of who you are and what you believe.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Of course, there are best practices and <\/span><a href=\"https:\/\/thediversitymovement.com\/say-this-not-that-a-guide-for-inclusive-language\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">core guidelines for inclusive language<\/span><\/a><span style=\"font-weight: 400;\"> that stretch across all industries and organizations. The Diversity Movement\u2019s new book, <\/span><a href=\"http:\/\/www.theinclusivelanguagehandbook.com\" target=\"_blank\" rel=\"noopener\"><i><span style=\"font-weight: 400;\">The Inclusive Language Handbook: A Guide to Better Communication and Transformational Leadership<\/span><\/i><\/a><span style=\"font-weight: 400;\">, co-authored by Jackie Ferguson and Roxanne Bellamy, explains the foundational rules you should follow when you aren\u2019t sure what to say. But also, each industry has its own rules and standards. Here are a few best practices for navigating inclusive language in manufacturing.<\/span><\/p>\n<h2>Why Manufacturing Companies Should Care About Inclusive Language<\/h2>\n<p><img decoding=\"async\" class=\"alignnone wp-image-6843 size-full lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/08\/Screen-Shot-2022-08-04-at-2.58.10-PM.png\" alt=\"Smiling engineer shaking hands at construction site with happy architect. Handshake between cheerful african construction manager with businessman at bulding site. Team of workers with architects and contractor conclude an agreement with safety uniform.\" width=\"984\" height=\"656\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/08\/Screen-Shot-2022-08-04-at-2.58.10-PM.png 984w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/08\/Screen-Shot-2022-08-04-at-2.58.10-PM-600x400.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/08\/Screen-Shot-2022-08-04-at-2.58.10-PM-300x200.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/08\/Screen-Shot-2022-08-04-at-2.58.10-PM-768x512.png 768w\" data-sizes=\"(max-width: 984px) 100vw, 984px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 984px; --smush-placeholder-aspect-ratio: 984\/656;\" \/><\/p>\n<p><span style=\"font-weight: 400;\">The American economy relies heavily on the manufacturing industry, which means inefficiency and a lack of productivity in the manufacturing sector can affect the whole supply chain. At the same time, when it is functioning at its best, manufacturing has huge potential to positively impact the rest of the nation.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Efficient operations at manufacturing companies depend on frontline teams and, specifically, on team members\u2019 ability to work together and communicate clearly. Frontline employees drive results by ensuring that operations run smoothly, products meet quality standards, and production schedules stay on track.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">When employees feel a sense of belonging, they work more efficiently and more consistently. On the other hand, non-inclusive or toxic team cultures can create an unmotivated and disengaged workforce, thereby reducing productivity, morale, and revenue. To be effective, it is crucial that communication is also inclusive and respectful.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">One of the biggest barriers to robust hiring within the manufacturing sector is the industry\u2019s existing employee demographics. Almost <\/span><a href=\"https:\/\/www.zippia.com\/manufacturing-worker-jobs\/demographics\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">68% of all manufacturing jobs<\/span><\/a><span style=\"font-weight: 400;\"> are currently held by men, and a full <\/span><a href=\"https:\/\/www.zippia.com\/factory-worker-jobs\/demographics\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">73.7% of manufacturing workers identify as White<\/span><\/a><span style=\"font-weight: 400;\">. Becoming more diverse and inclusive will help the manufacturing industry \u2013 and each individual organization within it \u2013 tap a wider talent pool of qualified workers to meet demands.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Practicing inclusive language in the workplace is one step toward a more inclusive, equitable, and enjoyable work environment. Inclusive language also helps create more successful working relationships, strengthen teamwork in the workplace, and generate greater productivity.\u00a0<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone wp-image-8874 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B-1024x341.png\" alt=\"TDM Library. Your one-stop-shop for update DEI Resources. Explore with a free trial. Click here to learn more.\" width=\"1024\" height=\"341\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B-1024x341.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B-600x200.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B-300x100.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B-768x256.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/341;\" \/><\/a><\/p>\n<h2>Language Changes to Increase Inclusion<\/h2>\n<p><img decoding=\"async\" class=\"alignnone wp-image-6844 size-full lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/08\/Screen-Shot-2022-08-04-at-3.05.05-PM.png\" alt=\"Young smiling female worker of modern industrial plant or factory in workwear and protective helmet standing in large workshop\" width=\"988\" height=\"646\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/08\/Screen-Shot-2022-08-04-at-3.05.05-PM.png 988w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/08\/Screen-Shot-2022-08-04-at-3.05.05-PM-600x392.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/08\/Screen-Shot-2022-08-04-at-3.05.05-PM-300x196.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/08\/Screen-Shot-2022-08-04-at-3.05.05-PM-768x502.png 768w\" data-sizes=\"(max-width: 988px) 100vw, 988px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 988px; --smush-placeholder-aspect-ratio: 988\/646;\" \/><\/p>\n<p><span style=\"font-weight: 400;\">Practicing inclusive language simply means making more intentional, more objective word choices that accurately communicate what you want to say. But to do that, you will need to consider why you currently use the words you do. Often, you\u2019ll find your word choices reflect unconscious beliefs and\/or biases.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Shifting your own word choice habits is difficult at first, but it gets easier as you go on. Here are just a few non-inclusive language examples that are common in the manufacturing sector, and our suggestions for more inclusive replacements.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Since the manufacturing workforce is still predominantly male, many non-inclusive language habits at manufacturing companies use male-centric terminology. Over time, these terms lead women and others to believe they are unwelcome or uninvited to take part in company culture and activities. A few examples are the terms \u201cmanpower,\u201d \u201cman hours,\u201d \u201cmankind,\u201d \u201ctradesman,\u201d and \u201cforeman.\u201d Instead, use terms like \u201chumanpower,\u201d \u201clabor hours,\u201d \u201chumankind,\u201d \u201cskilled professional,\u201d and \u201csupervisor.\u201d\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Similarly, make a point to avoid age-related and gender-related phrases that could be interpreted as condescending. Do not refer to women as \u201cgirls,\u201d and make sure to avoid other potentially patronizing phrases like \u201cyoung lady,\u201d \u201crookie,\u201d and \u201cyoung man.\u201d\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Never use racial, ethnic, or religious identity descriptors as nouns. Instead, use them only as descriptive words, as in \u201cour Hispanic workforce,\u201d and \u201cpeople who are LGBTQ+.\u201d And remember that you really never need to mention someone\u2019s identity descriptors (like race, gender, ethnicity, and more) unless that information is truly relevant to the conversation. Usually, you can reference other traits instead, like the person\u2019s name, occupation, hair color, office location, or more. For instance, \u201cthe woman who runs the warehouse on third shift\u201d could be called \u201cJessica, the third-shift lead\u201d instead, and \u201cthe young Black machinist\u201d could simply be referred to as \u201cJonathan, the new machinist.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Destigmatize mental health conditions, invisible illnesses, disabilities, and neurodiversity by using person-centered language. For instance, say \u201ca person with\u201d or \u201cpeople who have.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">When you don\u2019t know what to say, ask the person how they usually refer to themselves, then mirror their own language. Say \u201cCould I ask about your ethnicity so I know the most respectful way to refer to you?\u201d<\/span><\/p>\n<h2>Equip Yourself with the Right Tools to Succeed<\/h2>\n<p><img decoding=\"async\" class=\"alignnone wp-image-6845 size-full lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/08\/Screen-Shot-2022-08-04-at-3.06.29-PM.png\" alt=\"Modern Factory Office Meeting Room: Busy Diverse Team of Engineers, Managers and Investors Talking at Conference Table, Use Interactive TV, Analyze, Find Solutions, Debate and Discuss Engine Concept\" width=\"990\" height=\"554\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/08\/Screen-Shot-2022-08-04-at-3.06.29-PM.png 990w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/08\/Screen-Shot-2022-08-04-at-3.06.29-PM-600x336.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/08\/Screen-Shot-2022-08-04-at-3.06.29-PM-300x168.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/08\/Screen-Shot-2022-08-04-at-3.06.29-PM-768x430.png 768w\" data-sizes=\"(max-width: 990px) 100vw, 990px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 990px; --smush-placeholder-aspect-ratio: 990\/554;\" \/><\/p>\n<p><span style=\"font-weight: 400;\">The manufacturing industry is a cornerstone of the American economy. It relies on the hard work and productivity of hundreds of thousands of frontline workers, all of whom want to feel a sense of belonging and acceptance at work.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Manufacturing company leaders can increase employee engagement, retention, and morale by creating more diverse and inclusive spaces for employees to work. Fortunately, there are resources available to help manufacturers practice inclusive language.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To start, you can begin by offering an <\/span><a href=\"https:\/\/thediversitymovement.com\/improving-culture-through-inclusive-language\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">inclusive language course<\/span><\/a><span style=\"font-weight: 400;\"> and <\/span><a href=\"https:\/\/thediversitymovement.com\/unconscious-bias-the-secret-disrupter\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">unconscious bias training<\/span><\/a><span style=\"font-weight: 400;\"> to leaders in your company, and begin teaching inclusive leadership skills that help your managers mitigate and recognize their own unconscious bias and habits. We cannot change what we are unaware of, so awareness of bias needs to be the first step toward correcting it and realizing where it shows up in our word choice.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Additionally, you can find numerous, easily-digestible online resources to help your leadership and employees learn about diversity, equity, and inclusion. Depending on the unique needs of your workforce, you may want to explore online videos, mobile <\/span><a href=\"https:\/\/thediversitymovement.com\/microvideos\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">microlearning<\/span><\/a><span style=\"font-weight: 400;\"> platforms, workshops, <\/span><a href=\"https:\/\/thediversitymovement.com\/webinars\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">webinars<\/span><\/a><span style=\"font-weight: 400;\">, listening sessions, or more.\u00a0\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Remember that most employees don\u2019t have hours at a time to spend in DEI education. So, shorter content that fits into their workflow is usually the best choice for building momentum and shifting culture one day at a time.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For more in-depth information about inclusive language in the manufacturing industry, check out The Diversity Movement\u2019s new book, <\/span><a href=\"http:\/\/www.theinclusivelanguagehandbook.com\" target=\"_blank\" rel=\"noopener\"><i><span style=\"font-weight: 400;\">The Inclusive Language Handbook: A Guide to Better Communication and Transformational Leadership<\/span><\/i><\/a><span style=\"font-weight: 400;\">, co-authored by Jackie Ferguson and Roxanne Bellamy.<\/span><\/p>\n<p><a href=\"http:\/\/theinclusivelanguagehandbook.com\/\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone wp-image-6166 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/09\/TILH-Ad-1024x341.png\" alt=\"ad featuring the inclusive language handbook cover\" width=\"1024\" height=\"341\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/09\/TILH-Ad-1024x341.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/09\/TILH-Ad-600x200.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/09\/TILH-Ad-300x100.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/09\/TILH-Ad-768x256.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/09\/TILH-Ad.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/341;\" \/><\/a><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone size-large wp-image-8047 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B-1024x85.png\" alt=\"Display ad for TDM Library. Text says &quot;Find more content like this in TDM Library. Start my free trial&quot;\" width=\"1024\" height=\"85\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B-1024x85.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B-600x50.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B-300x25.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B-768x64.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/85;\" \/><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Inclusive language means choosing your words deliberately in order to acknowledge the various identities, backgrounds, and experiences of all people. 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