Session: How to build inclusive communication in an organization
Communication is a powerful tool: it shapes attitudes, perceptions and behaviors; reflects the world, in which we would like to live and work.
Words and pictures are important: if we are not aware of the thought patterns that make us choose a given language form or a given illustration, we can discriminate with communication. Language changes - words evolve, and the way we use them should evolve with them. Gender-sensitive or gender-neutral language, free from prejudices, allows us to move away from the old days’ ideas about men, women, people with disabilities, or other social groups.
Inclusive language, free from prejudices, avoids stereotypes and allusions to irrelevant details. Appreciates the positive features of people - regardless of their gender, sexual orientation, disability, age, social origin, religion, non-denominational, or worldview.
Taking care of an inclusive language affects not only how employees see the company and how they feel in it, but also shows the image of the company to potential candidates.
During the meeting, I would like to raise the following topics:
1. Using inclusive language as a tool of communication and building relationships in a diverse organization
2. Creating messages free from prejudices and stigmatization
3. The most common, often unconscious, errors in communication about minority groups
4. Examples of communication, taking into account the change of colloquial language into an inclusive language
5. Gender-sensitive and gender-neutral language. Things to remember - examples/tips
6. How to increase employees' sensitivity to use messages based on an inclusive language
- You will learn examples of inclusive communication in organization
- You will learn how building inclusive communication affects relationships in the company
- You will learn how to avoid mistakes in building inclusive communication
Since 2012, I’ve been working with people to extract their
potential, and building a culture of effective communication based on trust and
shared responsibility. I’ve worked in the NGO and business environment - in both
international corporations as well as agile, self-managing organizations as an
IT. Trainer and project coordinator. I’ve conducted training and workshops on D&I in companies. I support companies by building communication and HR strategies as well as strengthening their organizational culture. Currently, I’m involved in the design and implementation of activities related to managing diversity and inclusion, and counteracting discrimination in an IT company (Monterail).