{"id":6906,"date":"2022-08-18T14:21:45","date_gmt":"2022-08-18T18:21:45","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=6906"},"modified":"2023-12-11T12:15:43","modified_gmt":"2023-12-11T17:15:43","slug":"trust-inclusive-language-finance-sector","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/trust-inclusive-language-finance-sector\/","title":{"rendered":"Trust &#038; Inclusive Language in the Finance Sector"},"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(\"The financial services sector remains one of the least trusted industries in the United States, according to the 2022 Financial Services edition of the Edelman Trust Barometer. Although trust in the finance industry has risen slightly over the past year, it remains near the bottom of the pack with only 56% of people saying they trust their financial institutions.\u00a0 The financial industry as a whole has impeded its success with irresponsible behavior from subprime lenders that led to the Great Recession, scandals like the widespread credit fraud at Wells Fargo, and a history of racialized lending practices. It\u2019s also not helpful when, in their day-to-day interactions, customers are treated as transactions or, even worse, treated differently because of the size of their bank accounts or fluency with the finance sector.\u00a0 To combat this reputational issue, finance professionals should intentionally build a foundation of trust with customers by treating them with respect and professionalism. At the most fundamental level, financial customers are looking for advisers to build meaningful relationships that demonstrate an elevated level of care, authenticity, and integrity. A personalized, compassionate experience can make all the difference. Yet, we often see a lack of diversity and inclusion in financial institutions \u2013 a disconnect that sows the seeds of mistrust.\u00a0 Put simply, finance sector leaders must be intentional about diversity, equity, and inclusion (DEI) as a business strategy in order to foster a positive company culture that builds trust with both employees and customers.\u00a0 One of the ways financial institutions can start to rebuild trust with employees and the market is by using inclusive language \u2013 not just in the workplace but also in social media posts, job listings, company emails, website copy, marketing campaigns, and more.\u00a0 By implementing inclusive language throughout your organization, you create a foundation for more trusting relationships, strengthen your customers\u2019 confidence in your services, and attract a more diverse, talented workforce. Although it is just one step in the direction of sustainable and integrated DEI efforts, inclusive language is a great place to start.\u00a0 Language changes to increase inclusion Outdated language habits can be deeply ingrained in your workplace culture. Unintentional exclusionary language is sneaky and pervasive, so it\u2019s important to examine where your words originate. If making the switch to inclusive terms feels uncomfortable, examine your existing word choice habits and why you feel uncomfortable changing them. Remember, inclusive language is a practice \u2013 not a destination. It can take time to become comfortable with change. Especially when you\u2019re just starting out on your inclusive language learning journey, what matters most is that you pause to consider the words you\u2019re using and what they may unintentionally communicate to others. For example, it might feel natural to say \u201cHello, Ma\u2019am\/Sir\u201d when speaking with a customer, but inclusive language practices guide us to ask how someone would like to be addressed instead of assuming. Emphasize progress over perfection, and don\u2019t be afraid to open things up to examine them more fully. Questioning your own language habits is a critical piece of learning to do better. Next, let\u2019s look at some other common examples of non-inclusive language in the finance sector, and talk about the more-inclusive phrases you can use instead.\u00a0 Be mindful of the connotations and implications behind your metaphors. A few outdated but still common phrases that rely on negative connotations include \u201cblack market,\u201d \u201cwhite-list,\u201d and \u201csanity check.\u201d Replace phrases like these with more specific and relevant language like \u201cillegal market,\u201d \u201callow list,\u201d and \u201cconfidence check\u201d respectively. Avoid cultural expressions like \u201cyou can\u2019t teach an old dog new tricks,\u201d \u201cpiece of cake,\u201d \u201cknock on wood,\u201d and \u201cnip it in the bud.\u201d These phrases may not translate well from country to country, region to region, or even generation to generation, and in the process, they can make people feel excluded or unwelcome to participate in conversation.\u00a0 Avoid using any identity descriptor as a noun. (Descriptors should be used as adjectives instead.) For example, \u201cBlack people\u201d versus \u201cBlacks,\u201d \u201cour millennial workers\u201d versus \u201cthe millennials,\u201d \u201cour Jewish clients\u201d versus \u201cJews,\u201d and \u201cpeople with disabilities\u201d versus \u201cthe disabled.\u201d Using identity terms ONLY as adjectives is a reminder to emphasize the whole, complex person, not just one dimension of their identity. Person-centered language for social class origin might sound something like \u201cpeople from lower socioeconomic origins,\u201d \u201cchildren who are economically disadvantaged,\u201d and \u201cpeople who are affluent.\u201d\u00a0 Use gender-free terms and the singular \u201cthey,\u201d which is now considered grammatically correct by all major grammar guides and English language associations. For instance, instead of saying \u201cif a customer needs me after hours, he or she is welcome to call,\u201d you can easily just say \u201cthey are welcome to call.\u201d Only mention a person\u2019s gender when it is truly relevant to the conversation. Otherwise, use the gender-free \u201cthey\u201d instead. Make it part of your foundational practice to not make assumptions about the customer on the phone or in-person, and ask how someone would like to be addressed. Often the formal setting of the financial sector impedes someone from feeling comfortable sharing their pronouns or chosen names. Pause to explain industry-specific language or acronyms when speaking with clients. Jargon only impedes effective communication, understanding, and relationship building. Remember, as a financial services provider, you serve all members of our diverse population. Understanding best practices for inclusive language will help you connect more fully and authentically with people who may not represent your own communities and demographics. For additional best practices, we recommend these resources:\u00a0 The Inclusive Language Handbook: A Guide to Better Communication and Transformational Leadership\u00a0 \u201cCan I Still Use Sir and Ma\u2019am? When Should I Use Mr., Mrs., Ms., or Mx? What to Do When You Don\u2019t Know Someone\u2019s Gender\u201d\u00a0 \u201cHow to Get Better at Using Inclusive Language in the Workplace\u201d\u00a0 Andy DeRoin is a project manager for the Product and Innovation department at The Diversity Movement. They are a diversity and inclusion educator with a background in social work and a passion for long-term, diversity-oriented initiative development, advocacy, and strategic alignment with organizational goals. Connect with Andy on Linkedin.\", \"US English Male\");\n                }\n            };\n        <\/script>\n     <\/br><br \/>\n<span style=\"font-weight: 400;\">The financial services sector remains one of the least trusted industries in the United States, according to the <\/span><a href=\"https:\/\/www.edelman.com\/trust\/2022-trust-barometer\/trust-financial-services-sector\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">2022 <\/span><span style=\"font-weight: 400;\">Financial Services edition of the <\/span><span style=\"font-weight: 400;\">Edelman Trust Barometer<\/span><\/a><span style=\"font-weight: 400;\">. Although trust in the finance industry has risen slightly over the past year, it remains near the bottom of the pack with only 56% of people saying they trust their financial institutions.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The financial industry as a whole has impeded its success with irresponsible behavior from subprime lenders that led to the <\/span><a href=\"https:\/\/en.wikipedia.org\/wiki\/Financial_crisis_of_2007%E2%80%932008\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Great Recession<\/span><\/a><span style=\"font-weight: 400;\">, scandals like the <\/span><a href=\"https:\/\/en.wikipedia.org\/wiki\/Wells_Fargo_account_fraud_scandal\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">widespread credit fraud at Wells Fargo<\/span><\/a><span style=\"font-weight: 400;\">, and a history of <\/span><a href=\"https:\/\/www.investopedia.com\/the-history-of-lending-discrimination-5076948\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">racialized lending practices<\/span><\/a><span style=\"font-weight: 400;\">. It\u2019s also not helpful when, in their day-to-day interactions, customers are treated as transactions or, even worse, treated differently because of the size of their bank accounts or fluency with the finance sector.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To combat this reputational issue, finance professionals should intentionally build a foundation of trust with customers by treating them with respect and professionalism. At the most fundamental level, financial customers are looking for advisers to build meaningful relationships that demonstrate an elevated level of care, authenticity, and integrity. A personalized, compassionate experience can make all the difference. Yet, we often see a lack of diversity and inclusion in financial institutions \u2013 a disconnect that sows the seeds of mistrust.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Put simply, finance sector leaders must be intentional about diversity, equity, and inclusion (DEI) as a business strategy in order to foster a positive company culture that builds trust with both employees and customers.\u00a0<\/span><\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-6907 size-full lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/08\/Screen-Shot-2022-08-18-at-1.32.10-PM.png\" alt=\"Female client consulting with a agent in the office\" width=\"988\" height=\"652\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/08\/Screen-Shot-2022-08-18-at-1.32.10-PM.png 988w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/08\/Screen-Shot-2022-08-18-at-1.32.10-PM-600x396.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/08\/Screen-Shot-2022-08-18-at-1.32.10-PM-300x198.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/08\/Screen-Shot-2022-08-18-at-1.32.10-PM-768x507.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\/652;\" \/><\/p>\n<p><span style=\"font-weight: 400;\">One of the ways financial institutions can start to rebuild trust with employees and the market is by using inclusive language \u2013 not just in the workplace but also in social media posts, job listings, company emails, website copy, marketing campaigns, and more.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">By implementing inclusive language throughout your organization, you create a foundation for more trusting relationships, strengthen your customers\u2019 confidence in your services, and attract a more diverse, talented workforce. Although it is just one step in the direction of sustainable and integrated DEI efforts, inclusive language is a great place to start.\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><span style=\"font-weight: 400;\">Outdated language habits can be deeply ingrained in your workplace culture. Unintentional exclusionary language is sneaky and pervasive, so it\u2019s important to examine where your words originate. If making the switch to inclusive terms feels uncomfortable, examine your existing word choice habits and why you feel uncomfortable changing them. Remember, inclusive language is a practice \u2013 not a destination. It can take time to become comfortable with change.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Especially when you\u2019re just starting out on your inclusive language learning journey, what matters most is that you pause to consider the words you\u2019re using and what they may unintentionally communicate to others. For example, it might feel natural to say \u201cHello, Ma\u2019am\/Sir\u201d when speaking with a customer, but inclusive language practices guide us to ask how someone would like to be addressed instead of assuming.<\/span><\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-6908 size-full lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/08\/Screen-Shot-2022-08-18-at-2.10.05-PM.png\" alt=\"Indian male ceo executive manager mentor giving consultation on financial operations to female African American colleague intern using laptop sitting in modern office near panoramic window.\" width=\"992\" height=\"578\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/08\/Screen-Shot-2022-08-18-at-2.10.05-PM.png 992w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/08\/Screen-Shot-2022-08-18-at-2.10.05-PM-600x350.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/08\/Screen-Shot-2022-08-18-at-2.10.05-PM-300x175.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/08\/Screen-Shot-2022-08-18-at-2.10.05-PM-768x447.png 768w\" data-sizes=\"(max-width: 992px) 100vw, 992px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 992px; --smush-placeholder-aspect-ratio: 992\/578;\" \/><\/p>\n<p><span style=\"font-weight: 400;\">Emphasize progress over perfection, and don\u2019t be afraid to open things up to examine them more fully. Questioning your own language habits is a critical piece of learning to do better. Next, let\u2019s look at some other common examples of non-inclusive language in the finance sector, and talk about the more-inclusive phrases you can use instead.\u00a0<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>Be mindful of the connotations and implications behind your metaphors.<\/strong> A few outdated but still common phrases that rely on negative connotations include \u201cblack market,\u201d \u201cwhite-list,\u201d and \u201csanity check.\u201d Replace phrases like these with more specific and relevant language like <\/span><span style=\"font-weight: 400;\">\u201cillegal market,\u201d \u201callow list,\u201d and \u201cconfidence check\u201d respectively.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>Avoid cultural expressions<\/strong> like \u201cyou can\u2019t teach an old dog new tricks,\u201d \u201cpiece of cake,\u201d \u201cknock on wood,\u201d and \u201cnip it in the bud.\u201d These phrases may not translate well from country to country, region to region, or even generation to generation, and in the process, they can make people feel excluded or unwelcome to participate in conversation.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>Avoid using any identity descriptor as a noun.<\/strong> (Descriptors should be used as adjectives instead.) For example, \u201cBlack people\u201d versus \u201cBlacks,\u201d \u201cour millennial workers\u201d versus \u201cthe millennials,\u201d \u201cour Jewish clients\u201d versus \u201cJews,\u201d and \u201cpeople with disabilities\u201d versus \u201cthe disabled.\u201d Using identity terms ONLY as adjectives is a reminder to emphasize the whole, complex person, not just one dimension of their identity. Person-centered language for social class origin might sound something like \u201c<\/span><span style=\"font-weight: 400;\">people from lower socioeconomic origins,\u201d \u201cchildren who are economically disadvantaged,\u201d and \u201cpeople who are affluent.\u201d\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>Use gender-free terms and the singular \u201cthey,\u201d<\/strong> which is now considered grammatically correct by all major grammar guides and English language associations. For instance, instead of saying \u201cif a customer needs me after hours, he or she is welcome to call,\u201d you can easily just say \u201cthey are welcome to call.\u201d Only mention a person\u2019s gender when it is truly relevant to the conversation. Otherwise, use the gender-free \u201cthey\u201d instead.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>Make it part of your foundational practice to not make assumptions<\/strong> about the customer on the phone or in-person, and ask how someone would like to be addressed. Often the formal setting of the financial sector impedes someone from feeling comfortable sharing their pronouns or chosen names.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>Pause to explain industry-specific language or acronyms<\/strong> when speaking with clients. Jargon only impedes effective communication, understanding, and relationship building.<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Remember, as a financial services provider, you serve all members of our diverse population. Understanding best practices for inclusive language will help you connect more fully and authentically with people who may not represent your own communities and demographics.<\/span><\/p>\n<p><a href=\"https:\/\/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><span style=\"font-weight: 400;\">For additional best practices, we recommend these resources:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"http:\/\/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><i><span style=\"font-weight: 400;\">\u00a0<\/span><\/i><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/thediversitymovement.com\/sir-maam-mr-mrs-ms-mx-what-to-do-when-you-dont-know-someones-gender\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">\u201cCan I Still Use Sir and Ma\u2019am? When Should I Use Mr., Mrs., Ms., or Mx? What to Do When You Don\u2019t Know Someone\u2019s Gender\u201d<\/span><\/a><span style=\"font-weight: 400;\">\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/www.fastcompany.com\/90753901\/how-to-get-better-at-using-inclusive-language-in-the-workplace\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">\u201cHow to Get Better at Using Inclusive Language in the Workplace\u201d\u00a0<\/span><\/a><\/li>\n<\/ul>\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<p><em><a href=\"https:\/\/thediversitymovement.com\/team\/andy-deroin\/\" target=\"_blank\" rel=\"noopener\"><b>Andy DeRoin<\/b><\/a><span style=\"font-weight: 400;\"> is a project manager for the Product and Innovation department at The Diversity Movement. They are a diversity and inclusion educator with a background in social work and a passion for long-term, diversity-oriented initiative development, advocacy, and strategic alignment with organizational goals. Connect with Andy on <\/span><a href=\"https:\/\/www.linkedin.com\/in\/andy-deroin\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Linkedin<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>The financial services sector remains one of the least trusted industries in the United States, according to the 2022 Financial Services edition of the Edelman Trust Barometer. Although trust in15<\/p>\n","protected":false},"author":2,"featured_media":6907,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[67,58,5],"tags":[],"tdm_type":[92],"class_list":["post-6906","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-inclusive-language-communication","category-trends-industry-insights","category-blogs","tdm_type-articles"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Trust &amp; Inclusive Language in the Finance Sector - The Diversity Movement<\/title>\n<meta name=\"description\" content=\"One of the ways financial institutions can start to rebuild trust with employees and the market is by using inclusive language \u2013 not just in the workplace but also in social media posts, job listings, company emails, website copy, marketing campaigns, and more.\u00a0\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"http:\/\/live-diversitymovement.pantheonsite.io\/trust-inclusive-language-finance-sector\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Trust &amp; 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