Dave Thomas, Volunteering Development Officer at NCVS, continues his series of articles in support of Leaders of Volunteers. This time, Dave looks into the use and significance of inclusive language in volunteering.
At the last Leaders of Volunteers Network meeting, we had an interesting discussion about the use of inclusive language in volunteering. Since then, I have done some digging for examples and resources, plus compiled this summary of good (and bad) practice.
Fostering an inclusive and welcoming environment is crucial for building a diverse community that reflects the richness of human experiences. One powerful way to achieve this is through the use of inclusive language. Inclusive language goes beyond mere semantics; it is a tool that can reshape perceptions, break down barriers, and ensure that everyone feels valued and respected. The importance of inclusive language in volunteering opportunities cannot be overstated.
Promoting diversity
Good Practice: Instead of using gender-specific terms like ‘volunteer guys’, opt for neutral alternatives such as ‘volunteers’ or ‘team members’. This avoids excluding individuals based on gender and creates a more inclusive atmosphere.
Bad Practice: Referring to volunteers using gendered language reinforces stereotypes and may make certain individuals feel unwelcome or overlooked.
Respecting all abilities
Good Practice: Ensure that volunteer opportunities are described in a way that emphasises the skills and abilities needed rather than physical attributes. For example, instead of saying ‘physically fit volunteers’, use ‘volunteers with a range of abilities are encouraged to apply’.
Bad Practice: Describing opportunities in a way that unintentionally excludes individuals with disabilities may deter capable and enthusiastic volunteers from participating.
Acknowledging cultural sensitivities
Good Practice: Be mindful of cultural considerations when crafting language. Instead of assuming everyone celebrates the same holidays, consider using inclusive terms like ‘end-of-year celebration’ or ‘festive gathering’.
Bad Practice: Using language that assumes a homogeneous cultural background may alienate volunteers who come from diverse backgrounds.
Recognising varied experiences
Good Practice: Acknowledge that volunteers may come from different walks of life by using inclusive phrases like ‘people of all experiences are welcome’ rather than assuming a specific background.
Bad Practice: Presuming a shared set of experiences may make certain individuals feel excluded or overlooked.
Gender-inclusive pronouns
Good Practice: Use gender-inclusive pronouns such as 'they/them' to refer to individuals when their gender is unknown or irrelevant to the context.
Bad Practice: Insisting on binary gender pronouns may unintentionally alienate non-binary and gender non-conforming volunteers.
Inclusive language is a powerful tool that can transform volunteering opportunities into spaces where diversity is celebrated, and everyone feels welcome. By adopting inclusive language practices, organisations not only demonstrate their commitment to equality but also create environments that encourage a wide range of individuals to contribute their time and skills. Embracing inclusive language in volunteering opportunities is a step towards building stronger, more vibrant communities that value the unique contributions of every individual.
Resources:
- Inclusive Language Guide - Oxfam Policy & Practice
- Inclusive language guide and examples for disability (scope.org.uk)
- A practical guide to gender-neutral writing (gov.uk)
- Equality Act 2010 (Equality and Human Rights Commission)
- Religion and Belief (Advance HE)
- Social Model of Disability: Language (Disability Rights UK)
- The usefulness of gender neutral language (gendered intelligence)
- Use of language race and ethnicity (Advance HE)
- Words to use and avoid when writing about disability (Gov.uk)
