Diversity, Equity, Inclusion and Accessibility Toolkit

Inclusive language refers to word choices that avoid excluding groups of people especially based on factors like gender, race, ethnicity, sexual orientation, disability, or age. Using inclusive language is just one part of advancing Diversity, Equity, Inclusion, and Accessibility (DEIA) efforts, but has many benefits.

Inclusive language highlights the value of social and cultural diversity. It promotes equity by using words that have a positive impact. Inclusive language also contributes to an inclusive, accessible environment where everyone can take part and feel a sense of belonging.

In general, inclusive language is:

• Accessible
• Gender-neutral
• Person-first
• Welcoming​​

Here are three considerations when using inclusive language. You can also review the resources below for more information. Check with your department’s Equal Employment Office (EEO), Legal team, and/or Human Resources Office before putting any of these considerations into practice.

Commit to Organizational Development – Provide professional development learning opportunities in cultural humility such as Implicit Bias, DEIA, and EEO trainings.

Be Responsive and Accountable – Engage focus groups made up of staff, stakeholders, and the public who can inform the department of exclusionary or culturally insensitive language.

Take Action – Review internal and external department communication for instances of exclusionary or culturally insensitive language. Revise communications to include culturally sensitive and inclusive language. Some examples are listed below; see the Work​ Hu​man resource for additional examples

• Accessible – When discussing race, ethnicity, culture, etc., ensure the audience approves of the terms used. For example, use “underrepresented” instead of “minorities”
• Gender-neutral – When referring to a title or position, avoid gendered terms. For example, use “police officer” instead of “policeman”
• Person-first – When communicating about a group with disabilities, focus on the people. For example, use “persons with disabilities” instead of “disabled people”
• Welcoming – When communicating with a general audience, avoid terms that may exclude and make some feel unwelcome. For example, use “the public” instead of “Americans”

• American Psychological Association (APA) – Inclusive Language Gu​​ide
• APA – Equity, Diversity, and Inclusion Framework
• APA – Bias-free Language Guidelines
• California State University (CSU) East Bay – Inclusive Language Guide
• University of California (UC) Berkeley Center for Equity, Gender, & Leadership – Inclusive Language Guide Interactive Tool
• Work Human – What is Inclusive Language in the Workpl​ace?

The resources provided on this website are meant to educate the user on various DEIA-related topics; they are not to be interpreted as a directive from or policy of the California Department of Human Resources (CalHR). Always consult with your department’s leadership, human resource office, and/or in-house counsel before adopting any of the ideas expressed on this website. Many resources link to third-party websites that are not under the control of CalHR. CalHR is not responsible for the contents of any third-party sites, links in third-party sites, or any changes or updates to third-party sites.