Barack Obama famously proclaimed: “We are at a moment in our nation’s timeline where inclusive terminology is preferable to exclusive terminology.” However, he didn’t elaborate much on what non-inclusive terms to avoid.
What expressions do you NOT USE so you don’t upset the reader?
What phrases do you NOT SPEAK, so you don’t alienate the listener?
If you can steer clear of what some refer to as “non-inclusive” terminology, you’re already making significant strides.
10 Forms of Non Inclusive Language
Non-inclusive language appears in various forms. One could argue that the types are ENDLESS.
Nevertheless, here are 10 forms of non-inclusive language that can help you dodge the majority of the traps.
1. Gender
It’s still a male-dominated environment (unfortunately). Our vocabulary is rife with non-inclusive gender references.
Consider the term “man” — we frequently use this term in professional titles (Anchorman, Chairman, Congressman, Doorman, Fireman, Garbage Man, Handyman, etc.) instead of gender-neutral designations. Chairman perpetuates the notion that leadership roles are mainly occupied by men.
Furthermore, we also employ “man” in terms where there’s no equivalent for “woman” (e.g., “mankind,” “manpower,” “man-made,” “workmanship,” “layman,” etc.). Manpower presupposes that only men contribute labor or work in certain fields.
What about the pronoun “he”? — Numerous translations of the Bible refer to the Holy Spirit using masculine pronouns (“he”). Many of us narrate tales involving animals and tend to default to “he” over “she” when describing primary characters.
Moreover, “father” still appears to hold authority. Phrases like “grandfathered in” or “grandfather clause,” are common — yet no one uses “grandmothered in” or “grandmother clause.”
The same holds true for ‘Guys’ as it marginalizes women and non-binary individuals.
Inclusive alternatives:
- Manpower: Utilize the terms “workforce,” “staff,” or “personnel” to encompass all employees, irrespective of gender.
- Chairman: Opt for “chairperson” or “chair” to ensure inclusivity in titles.
- Guys: Choose “everyone,” “folks,” “team,” or “all” for a more inclusive address to a group.
- Mankind: Use “humankind” or “humanity” to refer to all individuals without implying gender.
2. Race
Color — “The shades black and white have historically carried opposing implications. Black signifies evil and disgrace, while white stands for decency and purity…” — Color Connotations and Racial Attitudes by Douglas Longshore from UCLA.
If you are “blacklisted,” you’re excluded, whereas “whitelisted” indicates approval. A person can face “blackballing” (being rejected), yet there’s no “white-balled.” The term “blackballed” has historically denoted exclusion from a group, and the negative connotation linked to “black” reinforces harmful racial stereotypes.
In the tech industry, a “black hat” designation implies wrongdoing while “white hat” signifies acceptability. These labels bolster harmful associations between “black” and illicit or forbidden, contrasted with “white” as positive or permissible.
“No can do”? — Were you aware that this expression was historically employed to mock Chinese individuals in the U.S.?
Moreover, the “brown bag sessions” you organize to unite participants may be offensive to some. The Brown Paper Bag Test (also known as the “Brown Bag” test) represented a form of racial discrimination within the African-American community during the 20th century. This assessment compared an individual’s skin tone to that of a brown paper bag, with darker skin tones faced exclusion from various events, clubs, and establishments.
Inclusive alternatives:
- Blackhat/Whitehat: Use ‘malicious hacker’ for blackhat and ‘ethical hacker’ for whitehat.
- Blackballed: Replace with “excluded,” “ostracized,” or “banned.”
- Blacklist/Whitelist: Use “blocklist/allowlist” or “denylist/allowlist.”
- Brown bag sessions: Consider “Lunch and Learn,” “Informal session,” or “Knowledge sharing session.”
- No can do?: Substitute with “I can’t do that” or simply “Not possible.”
3. Immigrants
Not everyone born in a nation remains there to live and work.
Additionally, not everyone communicates in English as their primary language — “native English speaker” is another instance of non-inclusive language.
“Illegal alien” is derogatory towards individuals who are immigrants in any nation. “Illegal alien” strips away the humanity of the migrant community.
Did you realize that “anchor baby” is also non-inclusive terminology? President Trump employed this term to describe children of non-citizen parents and faced considerable backlash for using discriminatory language (and being offensive).
Inclusive alternatives:
- Native English speaker: Say “Proficient in English” or “Fluent English speaker” as it emphasizes ability rather than origin.
- Foreign: While the term “foreign team of experts” might seem standard at work, it actually alienates people, making them feel as if they don’t belong. Alternatives like “international” or “global” would be more neutral when discussing individuals with expertise from other countries.
- Illegal alien: Use “Undocumented immigrant” or “Individual without legal immigration status” to prioritize person-first language and avoid criminalizing implications.
- Anchor baby: Opt for “Child of undocumented immigrants” or “U.S.-born child of immigrant parents” to reject negative stereotypes and respectfully acknowledge the child’s citizenship and family context.
4. LGBTQ
Individuals from the LGBT+ community often feel excluded based on personal pronouns, how they represent their families, or their choice of partners.
“He” and “She” are non-inclusive and presuppose gender identity. Individuals who do not identify as either gender might avoid using both pronouns. Personal pronouns carry significant weight in the LGBTQ+ community.
Equally important is how you define a family. Terms like “Mom and Dad” or “husband and wife” do not always apply.
What about “sexual preference”? The term implies a level of choice — sexual orientation is inherently not a choice. This word is viewed as outdated and inaccurate.
Additionally, referring to someone as “homo” is disrespectful to individuals within the LGBTQ+ community. “Homosexual” was previously used to describe the gay community but is now considered inappropriate.
Another phrase is ‘sex reassignment.’ This term is considered antiquated and often deemed disrespectful within the transgender community as it simplifies a multifaceted medical and personal journey into a basic expression.
Inclusive alternatives:
- He/she: Opt for “They,” which is broadly recognized as a gender-neutral pronoun and encompasses individuals who don’t identify strictly as male or female. You may also consider “The person” or use the individual’s name to bypass pronouns.
- Homo: Utilize “Gay,” “Lesbian,” or “LGBTQ,” which are more respectful and person-centric terms.
- Sexual preference: Use “sexual orientation” or “gender identity.” These terms are more suitable, acknowledging sexuality and gender as intrinsic elements of a person’s identity.
- Sex-change: Employ “gender confirmation surgery” or “gender transition” to honor the transgender experience.
5. Age
Are you a Baby Boomer, Gen X’er, Gen Y’er, Gen Z’er, or Gen A’er? These cohorts cover more than 75 years — and there’s terminology that pertains to each of them in distinct ways.
Are Baby Boomers (gasp) “old fogies”? This phrase is non-inclusive since the use of “fogey” in the U.S. implies frailty. It diminishes older individuals and reinforces negative stereotypes about aging.
What about “digital native”? This term refers to someone born or raised during the era of digital technology. It assumes those born in the digital age have superior tech skills, potentially alienating or undervaluing the abilities of those from earlier generations who have since adapted to new technologies. Its use risks age discrimination lawsuits in business settings.
Terms like “millennials only” or “recent graduates exclusively” also make the non-inclusive vocabulary list for similar reasons. Such expressions can inadvertently limit or exclude individuals who graduated years ago but are still pursuing new opportunities in their careers with as much potential as the recent graduates.
Inclusive alternatives:
- Recent graduates: Use “early-career professionals,” “new entrants to the workforce,” or “emerging professionals.” These options are more inclusive of all individuals commencing their careers, regardless of their educational timeline.
- Old fogies: Opt for “older adults,” “seniors,” “seasoned professionals,” or “elderly individuals.” These expressions are more respectful and recognize the worth and experience of older people without condescension.
- Digital native: Use “tech-savvy individuals,” “digitally proficient,” or “technologically adept.” These terms highlight the skills and competencies of people regardless of when they developed them.
- Young and energetic: While this phrase is commonly seen in job listings seeking agile talent, it immediately excludes more mature candidates. Keep your job descriptions neutral by using “fast-paced environment” or “dynamic role” instead.
6. Physical Disability
The Americans with Disabilities Act (ADA) was enacted on July 26, 1990, by President George H.W. Bush. The ADA aims to prevent exclusion and ensures individuals with disabilities receive equal opportunities as everyone else (employment opportunities included).
Have you attended an event where the speaker requests you to “stand” or “please take your seat”? Individuals with physical disabilities may be unable to do either. This assumption presumes that all can either stand or sit, which may not hold true for those facing mobility challenges or disabilities.
Then there’s “type” — many positions demand applicants to “type” a specific number of words per minute, but some may not be physically able to “type” on a keyboard. This term presumes that everyone uses a keyboard, which might not apply to those employing alternative input methods, such as speech-to-text technologies.
“Walk” — appears to be a normal action for most, right? Yet a physical condition may prevent some from “walking.” This excludes those relying on wheelchairs or other mobility assistance devices.
If you enjoy using “lame” for something undesirable, now is the time to cease. It is ableist and diminishes the experiences of individuals with disabilities.
Likewise, if you utilize the phrase ‘blind to the truth,’ it’s advisable to stop. This expression links blindness with ignorance or unawareness, employing ableist language by implying that blindness is inherently disadvantageous.
Inclusive alternatives:
- Blind to the truth: Use “unaware” or “ignorant” to convey your intended meaning without using a disability as a metaphor.
- Stand/Please be seated: Use “Please remain in your current position” or “Please take your place.” Additionally, you could say, “Feel free to stand or stay seated.” These options allow individuals to choose based on what is best for them without presuming physical abilities.
- Type X words: Use “Input X words,” “Enter X words,” or “Provide X words.” These phrases are more inclusive of diverse input methods and acknowledge various ways individuals engage with technology.
- Walk: Use “Move” or “Proceed,” “Navigate,” “Travel,” or “Go.” These alternatives are broader and more accessible, accommodating various forms of movement without presuming the individual is walking.
- Lame: Use terms like “ineffective,” “unsatisfactory,” or “disappointing” to express discontent.
7. Mental Health
At some point, you’ve likely used “crazy” or “nuts” to characterize a situation. I know I have…But could we unintentionally offend someone with a mental health condition? Using the word ‘crazy’ lightly can stigmatize mental health disorders and perpetuate negative stereotypes.
Another example of non-inclusive language in relation to mental health is “retarded” — it’s too commonly used, even if with no ill intent. This term has a deep-rooted history of being employed in a derogatory and offensive manner towards individuals with intellectual and developmental disabilities.
And what of “psycho”? Though it may be fitting if you’re a fan of horror films, it’s included in the non-inclusive language list because it could offend someone grappling with mental health struggles. It also reinforces negative stereotypes surrounding mental disabilities.
Do you say let’s conduct a “sanity check” when verifying something? You might be inadvertently using non-inclusive language if so. The term “sanity” could offend someone with neurodivergence or a mental health issue.
Moreover, labeling someone as being neat or highly organized as ‘OCD’ trivializes the severity of Obsessive-Compulsive Disorder.
Referring to someone as an “addict” is also disrespectful because it reduces a person’s identity to their addiction, potentially causing stigma.
Inclusive alternatives:
- Crazy: Use expressions like “wild” or “unusual” to characterize something surprising without mental health implications.
- Retarded:
- Use terms like ‘individual with intellectual disability,’ ‘neurodivergent,’ or ‘cognitively impaired.’
- Psycho: Opt for ‘individual with a mental health condition,’ ‘person experiencing mental health issues,’ or ‘unstable.’ These alternatives concentrate on the person rather than assigning a damaging label.
- OCD: Choose “organized,” “particular,” or “meticulous” to characterize someone’s preference for tidiness without misapplying a medical term.
- Addict: Utilize “individual with a substance use disorder” or “person in recovery” to employ language that acknowledges their humanity.
8. Elitism
Elitism persists in various clubs, corporate circles, and beyond. Elitist terminology also appears on the non-inclusive language list.
Limiting access or hiring based solely on an individual holding “a degree from a top 10 institution” or “an Ivy League degree” is non-inclusive.
And what about those who may not perform well on tests? Not everyone achieves an “SAT score above 1200.”
Inclusive alternatives:
- Employ “Degree from an accredited institution” to highlight the authenticity of the educational background without favoring particular schools.
- Consider “Relevant degree in [field] or equivalent experience” to allow candidates with robust practical experience who did not attend a prestigious institution.
- Utilize “Degree from a recognized institution” to underscore the significance of holding a degree without bias toward specific schools.
- Use “Educational background in [field] with proven skills or experience” to prioritize the area of study and the competencies the candidate offers rather than the institution’s ranking.
9. Former Felons
If you’ve had legal troubles…you know how it can influence background checks (or the way others view you). People make mistakes — and deserve opportunities for inclusion in society.
Labeling someone a “felon” implies that if they possess a criminal record — they are perpetually a criminal.
Moreover, certain states prohibit the use of non-inclusive language examples like “have no felony history” or “no convicted felons” when posting job advertisements.
Inclusive alternatives:
- “Previously incarcerated individual,”
- “Person with a criminal record,”
- “Individual with a felony conviction,”
These alternatives adopt person-first language, concentrating on the individual rather than their past offense. This approach aids in reducing stigma and bolstering the concept of rehabilitation and reintegration into society. It also constitutes a more compassionate and respectful way to address individuals with criminal backgrounds.
10. Religion
Discussing politics and religion isn’t always welcomed. Numerous examples of non-inclusive language relating to religion exist, some too egregious to mention. However, here are a few.
“Bible beater” is a derogatory expression used to characterize Christians who are fervent in their beliefs.
Furthermore, “Heathen” is employed to refer to someone who deviates from a religious path.
Both terms lack inclusivity and could offend individuals holding specific religious views.
Additionally, making assumptions about individuals taking a break for the “Christmas holiday” is non-inclusive to other faiths such as Judaism, Islam, and others.
Inclusive alternatives:
- Bible beater: Instead, say “Religious individuals,” “Devout Christians,” or “People of strong faith.”
- Heathen: Use “Non-religious person,” “Secular individual,” or “Person of a differing belief system.”
- Christmas Holiday: Use “Holiday season,” “Winter holidays,” or “Festive season.”
These alternatives show greater respect towards diverse religious beliefs, practices, and perspectives.
11. Socio-economic Status
Referring to certain nations as ‘third world countries’ suggests their inferiority.
While ‘developing country’ remains common, it is now regarded as non-inclusive. This phrasing implies a lack of advancement in comparison to ‘developed nations,’ perpetuating a hierarchical view of global countries.
Another term is ‘ghetto,’ which frequently carries negative racial and socio-economic connotations, particularly within marginalized communities.
Inclusive alternatives:
- Use ‘low-income or middle-income’ to characterize nations without implying inferiority. Alternatively, refer to ‘emerging markets’ for countries that are working toward greater economic advancement, though this term is generally contextual within finance.
- Utilize “underprivileged” or “economically disadvantaged” to denote the particular traits of an area devoid of negative implications.
12. Tribe
Describing a group of individuals or friends as a ‘tribe’ can be perceived as cultural appropriation of indigenous language.
Inclusive alternatives:
- Consider using “group,” “community,” “circle,” or “team” to refer to collections of individuals without appropriating Indigenous culture.
13. Neurodiversity
People often assign labels when describing behaviors that diverge from societal norms. For instance, individuals might belittle or downplay neurodivergent experiences, such as ADHD, autism, or dyslexia, with the dismissive word “special.” This can be quite offensive if authentic medical terminology is used incorrectly (i.e., misappropriated) to characterize personal distinctions.
For example, stating someone has dyslexia merely because they struggle with reading or labeling someone as having ADHD based on their enthusiastic behavior could come across as disrespectful to those who genuinely cope with these conditions. This is akin to insensitivity regarding one’s mental well-being but leans more towards an individual’s learning capabilities and expression methods.
Inclusive alternatives:
- Bipolar: Refrain from using this term to describe someone exhibiting mood shifts or fluctuating temperaments. Instead, contemplate terms like “unpredictable” or “fickle.”
- Autistic: This term is an impolite way to define someone who may appear quiet or socially awkward. Simply saying “quiet” or “reserved” would suffice if there’s a need to characterize their demeanor.
- OCD: Use “organized,” “particular,” or “meticulous” to describe someone’s preference for order without misusing a clinical term.
- Tone-deaf: If someone in the office appears out of touch or insensitive to the atmosphere in the room, consider using “tactless” or “oblivious” instead.
14. Family and Caregiver Status
The notion of family has evolved recently, and it is now crucial to recognize that it often does not consist solely of a child, mother, and father. Employees should feel at ease discussing unconventional family structures at work, such as seeking time off to be with their partner, significant other, or children.
Inclusive alternatives:
- Mom/Dad: It’s advisable to avoid these traditional expressions when discussing parental leave and related workplace policies. Neutral terms like “parents” and “caregivers” would be more appropriate in these instances.
- Maternity/Paternity Leave: Likewise, if necessary, consider substituting these phrases with “parental” or “family” leave so it encompasses all talents, including those from non-traditional families.
- Husband/Wife: As employees may be in varied relationship types, it’s wiser to employ inclusive terms like “partner” or “spouse” when referencing someone’s significant other.
- Breadwinner: This term suggests a power imbalance at home, which implies inequality (since it indicates there can be only one winner). Opt for “primary earner” as a more inclusive term to simply denote that the individual is the main contributor financially to a household.
15. Appearance and Sizeism
An individual’s appearance may also be a sensitive subject in 2026, as various beauty standards infiltrate social media. This could lead to cliques forming at work and potentially inappropriate terms being exchanged among teams, particularly regarding an organization’s dress code and health and wellness policies.
Inclusive alternatives:
Thin/Skinny: These are not the most professional descriptors to compliment someone in good health. Consider using phrases like “fit” or “athletic.” Better yet, emphasize specific attributes, such as strength and endurance if they align with job requirements.
Normal-sized: Size is ultimately subjective, making the term “normal” potentially patronizing, especially when designing office spaces and furniture. For instance, calling a “normal-sized chair” simply a regular chair is preferable.
Professional appearance: The phrase may imply variations in socio-economic status or particular customs (i.e., European style). Instead, think about using “role-appropriate” or “formal wear” if a position demands a specific uniform or style.
Presentable: Requiring presentable attire could unintentionally suggest a personal bias against an individual’s style or identity. A more considerate alternative would be to specify the type of clothing, such as “client-facing” or “on-brand.” While discussing presentation, it’s advisable to exclude “clean-cut” from organizational language altogether as it may discriminate against individuals with facial hair (like Sikhs who traditionally maintain unshaven hair).
What does “non inclusive” mean?
There isn’t a straightforward definition of non inclusive… but here are two:
Merriam-Webster defines “non inclusive” as:
“lack of inclusion or failure to include someone or something”
YourDictionary.com defines non inclusive as:
“Not inclusive; excluding something.”
Additionally, here are some synonyms for non inclusive from WordHippo:
The Connection Between Non Inclusive Language and Microaggressions
Language carries significant weight. Consequently, the terms we choose can shape our perceptions and feelings toward various groups of individuals. Regrettably, non-inclusive language frequently reinforces subtle forms of discrimination, referred to as microaggressions. These are daily, seemingly minor remarks or actions that can inadvertently cause harm or exclude someone based on their identity.
What Are Microaggressions?
Microaggressions are remarks or actions that subtly express bias against someone due to their race, gender, sexual orientation, or other identity elements. Even though the individual delivering the microaggression might not intend any harm, the consequences can be significant. For instance, using phrases like “man hours” or presuming someone’s gender expression might appear trivial, yet it excludes nonbinary individuals and reinforces outdated gender stereotypes.
The Role of Non Inclusive Language in Microaggressions
Non inclusive language such as “man hours” or “master’s degree” may come off as innocuous, yet they reinforce implicit prejudices. Therefore, these expressions are part of a wider issue where antiquated or exclusionary language perpetuates the oppression of diverse groups. For instance, using derogatory language that refers to people of color, Native American communities, or those on the autism spectrum can bolster stereotypes. Such language not only affects the individual it targets but also fosters a less inclusive atmosphere for everyone.
Combatting Non Inclusive Language: Subtle Exclusions
Occasionally, microaggressions aren’t centered on specific derogatory terms but rather on the absence of gender-neutral or inclusive language. Thus, employing gendered terms like “pregnant women” rather than pregnant people or making assumptions regarding someone’s socio-economic background can exclude certain individuals. Therefore, fostering an inclusive workplace necessitates incorporating inclusive language in everything from job descriptions to email signatures. This subtle change in language can significantly enhance the sense of belonging for underrepresented groups.
Best Practices to Prevent Microaggressions and Non Inclusive Language
To minimize microaggressions, it’s vital to implement best practices for inclusive communication. This includes avoiding non-inclusive terminology and selecting words that honor all individuals, regardless of their diverse backgrounds or gender identities. For instance, instead of “manpower,” utilize “workforce” or “personnel,” and rather than special needs, employ straightforward language like “people with disabilities.”
Referring to an inclusive language guide, like the AP Stylebook, can assist you in identifying more inclusive terms and steering clear of exclusionary language. Making these minor adjustments in the use of inclusive language can help cultivate an environment where everyone feels welcome.
The Importance of Swift Action Against Microaggressions and Non Inclusive Language
Acknowledging the repercussions of microaggressions is merely the first step. Prompt action is essential to ensure that the language used within an organization fosters equitable opportunities for all. This entails addressing subtle biases and transitioning to gender-inclusive terminology or using phrases that respect ethnic diversity, social classes, and even individuals who are gender non-conforming.
Therefore, by implementing these changes, you are contributing to creating an excellent environment for all, irrespective of their skin color, societal constructs, or backgrounds. This transformation in language, alongside effective employee resource groups, can advocate for social justice and gender neutrality in the workplace.
WHY I WROTE THIS?
An inclusive job description is crucial if you aim to diversify your hiring. Ongig has tools and resources to help you optimize job descriptions to attract diverse candidates. Click here to discover more about how our Text Analyzer software assists you in avoiding non-inclusive language.