Communicating a Culture of Inclusion

Tiara Whitlock
Jun 16
2 min read

Many organizations have instituted practices and policies that are meant to promote accessibility, equity, and belonging among staff and within their work culture. When creating these practices and policies, it is important to carefully use your words wisely to make sure you say what you mean and mean what you say.

The language your organization uses can affect how well practices and policies are received, interpreted, and felt. Vague or unclear language can seem like meaningless platitudes or dismissed by staff.

How can we make people feel welcome in our organizations?

Start with plain language - By beginning with language that is clear, avoiding jargon, and having firm values that ground your work, you can create a common, meaningful language. You can share your organization’s values and how you apply them in real life.

For example, an organization can say: We actively seek and support leaders from all walks of life—whether in terms of gender, race, age, ability, culture, religion, or way of thinking. Can you back up how this shows up in your work? If you say your institution offers flexibility (for parents, people with disabilities, and others who may need it), but someone asks to work from home and is denied with no explanation, that might ring false, impacting trust, retention, and morale.

Make sure your policies are inclusive – Include as many identities and experiences as possible in your policies to help avoid assumptions about any one group’s needs or characteristics. Keep in mind that some language choices can unintentionally exclude other groups.

For example: Instead of using binary terms (men/women) in your policy statements, use more inclusive language like “all genders” or “people of all genders”.

Another example can often be found in parental leave policies. Policies that focus only on female employees who birth a child excludes fathers, adoptive parents, and non-birthing spouses. They also leave out people who are gender diverse.

Get and implement feedback from your staff – Creating an environment where staff and participants can share their input, advice, and perspective is not always easy but is critical. Engaging with your staff and participants can show that you are serious about your inclusion policies. It also can help prevent misunderstandings, help keep policies relevant, and make sure people feel seen and heard.

Conclusion

By using plain, clear language, being specific, and actively seeking staff feedback, organizations can move beyond surface rhetoric to foster real change. When language is transparent, inclusive, and open to input, policies resonate—creating a workplace where equity, dignity, and belonging are part of the culture, not just written in a policy.