The Power of Words
Inclusive language for mental health and disability
Yesterday, I had the pleasure of giving a break-out session to a packed room of HR professionals on the importance of inclusive language in mental health.
As a bipolar woman who has experienced the harmful and painful impact of stigma first-hand, this topic is near and dear to my heart.
I recently wrote an article on the impact seemingly small changes had on my acceptance of my mental illness and why preference is essential. In yesterday's session, I was happy to share my story and expand on the importance of ongoing conversation and curiosity as language evolves (as it inevitably does.)
Here are some key takeaways, definitions, and resources to help us become more inclusive leaders who build trust and safety across our organizations and teams through inclusive language.
The Basics
What is Inclusion?
According to the Center for Creative Leadership, inclusive leadership looks like the following:
"Inclusive leaders are individuals who are aware of their own biases and actively seek out and consider different perspectives to inform their decision-making and collaborate more effectively with others.
Inclusive leadership also means that leaders commit to ensuring all team members:
Are treated equitably,
Feel a sense of belonging and value, and
Have the resources and support they need to achieve their full potential."
I especially love their seven acts of Inclusive leadership:
Deepen your self-awareness.
Foster social awareness.
Reveal blind spots. (Personal note: I would change "blind spots" to "areas for growth" or something similar)
Listen to understand
Create connections
Lead with courageous vulnerability
Invest resources in inclusion
What is Inclusive Language?
According to Hubspot,
"Inclusive language is the words and phrases you use that avoid biases, slang, and expressions that discriminate against groups of people based on race, gender, socioeconomic status, and ability. When used, you can resonate with more audiences by speaking and writing in ways that everyone understands and makes everyone feel welcome."
At its core, inclusive language is about building trust and showing you value every person's individual experiences and preferences.
What is Ableist Language?
One of the excellent comments from yesterday's session was how often we say things we may not know have negative, harmful, or discriminatory roots or meanings.
For those who don't live with a disability or work in the field, you may not know about ableism or ableist language.
Access Living defines ableism as:
"Ableism is the discrimination of and social prejudice against people with disabilities based on the belief that typical abilities are superior. At its heart, ableism is rooted in the assumption that disabled people require 'fixing' and defines people by their disability."
While it is okay to "not know what you don't know," here are some resources to help you become a better advocate and ally and expand your understanding of the issue.
Resources on ableist language and how to avoid it (list sourced from University of Washington's Disability, Opportunities, Internetworking, and Technology):
Learn more about ableist language:
ACES-The Society for Editing: Ableism in Writing and Everyday Language
Harvard Business Review: Why You Need to Stop Using These Words and Phrases
Learn more about ableism in general:
AccessLiving: Ableism 101
The Bernard College Center for Research on Women: No Body Is Disposable
Invisible Disabilities Association: Looks Can Be Deceiving
National Public Radio: People With Invisible Disabilities Fight for Understanding
Inclusive Language: The Why, What, and How
Why does it matter?
As we learned in the definitions, inclusion creates trust and feelings of value and respect. So why does a word change have so much power over our connection to one another?
One reason is that an actual neurological response is happening in our brains called "Associative Activation."
Associative activation is when we have a visceral negative reaction to stigmatizing language. When we hear or see words, our brains quickly move through how to process the information. When we hear or see a word, an idea of the word will be formed, swiftly followed by an emotion, often leading to a reaction or action. All of this happens without us even realizing it.
Associative activation is when we have a visceral negative reaction to stigmatizing language.
Because of this very natural human process, we can have an immediate, visceral reaction to words that feel stigmatizing, discriminatory, or negatively biased. This response both helps and hurts our cause when fighting stigma.
On the one hand, associative activation perpetuates stigma. Suppose you have only heard words like "crazy" or "bipolar" in a negative or dangerous context. In that case, your body will associate those words with fear or negative emotions.
However, this also demonstrates the need to actively remove the inappropriate usage of these words in stigmatizing ways.
Associative activation demonstrates why we need to be mindful of our words. By changing our language to be more inclusive, we can change our emotional and bodily responses to diminish stigma.
What are the benefits?
Let's go back to the positives of inclusive language. Not only will we change people's physical response to misunderstood and stigmatized terms, but we will:
Build trust
Create feelings of value and belonging
Minimize confusion (and save time)
Retain employees
Increase innovation
Strengthen community
How do we practice inclusive language?
Inclusive Language Starter Pack (For mental health and disability)
Understand person first and identity first
Use plain language
Practice digital accessibility
Question relevance of mentioning a disability
Check your terminology
Honor personal preference
Learn from mistakes, apologize, and move forward
Personal strategies
Be curious—keep learning
Be kind to yourself and others
Listen more than talk
Be courageously vulnerable
Sit with discomfort
Build a community of growth
Kind reminders
Trust and psychological safety must already exist to challenge language and say what needs to be said.
Don't expect those with lived experience to teach us how to change. Be active listeners and continuous learners.
Be responsible for building lines of communication and trust to know if change is necessary.
Remember power dynamics. Not everyone feels safe having these conversations. Sometimes, it has nothing to do with you as a person but everything to do with one's position within the company.
Inclusive Language Helps Everyone
In conclusion, inclusive language builds communities of safety, creativity, compassion, and trust. Inclusive language shows that we care about one another and our shared experiences, whether in the workplace, with friends, or at home.
Inclusive language helps us remember that everyone has a story we may not know and teaches us to be more mindful and caring leaders, neighbors, and friends.
If this information has been helpful to you, please share it with your organization, team, family, or friends.
Inclusive Language Resources
Inclusive Language
Disability Language Style Guide | National Center On Disability And Journalism
Communicating About People With Disabilities | National Disability Rights Network
Choosing Words When Talking About People with Disabilities | American Psychological Association
Inclusive Language Guide (ILG) | American Psychological Association
Digital Accessibility Tools and Best Practices
Disability, DEI, and Intersectionality
I'm Not Your Inspiration, Thank You Very Much | Stella Young
The Surgeon General’s Framework For Workplace Mental Health And Well‑being
What are your favorite inclusive leadership and inclusive language resources?