As a company internally committed to inclusivity and belonging, it's important to make our users feel welcome and safe. Use these guidelines and glossary whenever you're writing about or referencing people. Then check, double-check, and triple-check your work.
Every language is built from rules and frameworks—inclusive language is structured similarly. Incorporate these principles into your writing to stay mindful of an individual’s or group’s preferences.
It's essential to focus on the person, not their characteristics. For example, instead of “a blind woman,” use “a woman who is blind.”
Avoid generalizations and don’t assume someone’s identity. Only mention characteristics like gender, sexual orientation, religion, racial group, or ability when relevant to the discussion, like inviting women students to meet your women in leadership at a STEM networking event.
Idioms, industry jargon, and acronyms can exclude a candidate who may not have specialized knowledge of a particular subject and can lead to miscommunication. Plus, many idioms don’t translate well globally across languages or countries. That said, it is okay to use specific terminology in work-relevant contexts.
Saying “guys” or “ladies” to address a group of people is gendered language. To many English speakers, “females” sounds like a scientific designation one would use for animals or plants; use “women” instead. Inclusive ways to address a group include “folks,” “people,” “you all,” “y’all,” and “team.”
“Bipolar,” “PTSD,” “OCD,” and “ADD” are real mental health diagnoses that people possess. Using these terms to describe everyday behaviors underplays the impact of someone’s experiences with a mental disorder. Avoid other derogatory terms that stem from the context of mental health, like “schizo,” “paranoid,” “psycho.” These words give negative value and contribute to marginalizing individuals with mental health conditions. We also suggest avoiding the use of words that have come to mean something completely unconnected from their original meaning, like “crazy” or “insane.” These words can come across as insensitive and we recommend words like “wild,” “silly,” or “strange” instead.
Inclusive language is nuanced and is meant to reflect an individual or group’s personal style and preference. We suggest using personal pronouns when introducing yourself, in your email signature, in your social media profiles, and ask candidates which pronouns they use. On Handshake, early-career job seekers are able to self-report their gender identity and pronouns, making it easier for employers to see how a specific student identifies.
Refer to people by their preferred pronouns.
Preferred pronouns are a consciously chosen set of words that allow a person to represent their gender identity accurately. They're a great example of inclusive language. Pronouns include both gendered pronouns like “he” and “she,” as well as gender-neutral pronouns like “they” and “ze.”
70 Inclusive language principles that will make you a more successful recruiter