BANYULE COUNCIL
INCLUSIVE LANGUAGE GUIDE
Inclusive Language Guide
A guide for staff, guest speakers
and consultants
1.Introduction
1.1
What is inclusive language?
1.2
Why is inclusive language important?
1.3
Inclusive language and Banyule Council
1.4
Inclusive language and the law
2.
Aboriginal and Torres Strait Islander peoples
3.Gender
4.
People with a disability
5.
Sexual orientation and gender identity
6.Age
7.
Cultural and linguistically diverse communities
8.
Socioeconomic status and location
9.Conclusion
10.
References and other sources
11.
Summary of key terms
1. Introduction
Language can be very powerful and we all have a responsibility to use
inclusive language to be accurate, fair and respectful.
Australia is richly diverse, comprising people from a variety of backgrounds,
identities, beliefs and abilities. Inclusive language avoids stereotyping or
marginalising people and helps promote social inclusion.
Language and culture can change so it is always recommended to ask a
person or group how they would like to be referred to. You might also ask
yourself whether using a title at all is relevant.
1.1 What is inclusive language?
Inclusive language does not reflect prejudiced views of particular people
or groups. It is free from words, phrases and tones that belittle, exclude,
stereotype or discriminate against people on the basis of race, ethnicity, age,
location, apparent intelligence, sexuality, gender, disability, appearance, family
dynamic, socio-economic status, religion and political beliefs.
1.2 Why is inclusive language important?
Written and verbal language is our main form of communication and plays a
powerful role in both the contribution to, and elimination of, discrimination.
The use of inclusive language helps promote positive and respectful
relationships and plays an important role in acknowledging everyone and
treating all people equitably.
1.3 Inclusive language at Banyule Council
Our community includes people from a variety of backgrounds, identities,
beliefs and abilities, and this diversity is an asset to our community.
Banyule Council, through its key values of inclusion and respect, is committed
to ensuring the services we provide, and the culture of our organisation, is
inclusive. Inclusive language is an integral part of creating an inclusive culture.
The use of inclusive language is in line with our commitment to build and
maintain inclusive communities as outlined in the Inclusion, Access and
Equity Framework.
1.4 Inclusive language and the law
Building inclusive societies without discrimination or prejudice is a common
goal of varying levels of government and is embodied in international,
Commonwealth and state laws. It is unlawful to discriminate on the grounds
of a wide range of characteristics including race, colour, national or ethnic
origin, gender, sexual orientation, age or disability.These laws exist to protect
individuals and groups of people from harassment or discrimination, and to
provide a guide to what is considered discrimination.
Laws and legislation relating to discrimination in Victoria include:
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Equal Opportunity Act 2010 (Victoria)
Age Discrimination Act 2004
Australian Human Rights Commission Act 1986
Disability Discrimination Act 1992
Racial Discrimination Act 1975
Sex Discrimination Act 1984
2. Aboriginal and Torres Strait Islander peoples
‘Aboriginal and Torres Strait Islander peoples’ is the most accurate and
inclusive collective term as it recognises the social and cultural diversity
of Indigenous Australians. Other terms including ‘Indigenous Australian
people’, ‘Indigenous Australians’, ‘Aboriginal people’ and ‘Torres Strait
Islander people’ are also widely accepted.
The term ‘aboriginal’ written with a small ‘a’ is a general term used to
describe indigenous people from around the world. When referring to
Aboriginal people of Australia the ‘A’ must be capitalised. The same applies
to the word ‘indigenous’ and the term ‘Indigenous Australian’. Abbreviations
such as ‘Islander’ and ‘ATSI’ should not be used.
Identifying as an Indigenous Australian is dependent on personal identity
and less on descent. It is important to avoid terms such as ‘of Aboriginal
descent’, ‘has Aboriginal heritage’ or ‘is of Aboriginal background’ as these
phrases do not fully capture the reality of what it is to identify as an
Aboriginal and Torres Strait Islander person.
In some circumstances, it may be preferable to refer to the language, cultural
group or community to which Aboriginal and Torres Strait Islander people
specifically belong: for example, the Wurundjeri willam people of the Kulin
nation, or Koori, which is common in parts of South Eastern Australia.
It is important to remember that terms identifying Aboriginal and Torres
Strait Islander people should only be used when they are required and in
context. If in doubt, the best approach is to ask the person or group what
title they prefer.
3. Gender
Unless relevant, it is preferable to use gender-neutral words and phrases.
Historically, the English language has favoured the use of the male gender
in language; however; in contemporary Australia it is important to use
language that is inclusive for all genders. For example, rather than using
gender-specific terms like ‘waitress’, ‘chairman’ and ‘policeman’, use genderneutral terms like ‘waiter’, ‘chairperson’ and ‘police officer’.
It is also preferable to use ‘they’ and ‘their’ when referring to third parties
whose gender is not specified instead of using ‘he’ or ‘she’. For example, use
“employees are entitled to take a lunch break when they wish” rather than
“employees are entitled to take a lunch break when he/she wishes”.
Most occupations have generic titles so there is no need to add qualifiers
such as ‘male nurse’ or ‘female pilot’ unless it is pertinent to the context of
the discussion.
4. People with a disability
The general principle, as with all forms of inclusive language, is to focus
on the person and not the disability. If a person’s disability is contextually
relevant, describe them as a ‘person with a disability’ and not as a ‘disabled
person’.
It is important to remember that disabilities can be psychological, physical or
intellectual and people with disabilities are often grouped together despite
having little in common. That’s why it is important to focus on a person’s
ability or expertise, and only refer to disability if it is relevant.
5. Sexual orientation and gender identity
Making reference to a person’s sexual orientation or gender identity should
be avoided unless it is relevant and the person has given consent. Inclusive
language should be used to avoid reinforcing heterosexuality as the ‘norm’.
We should not use terms like ‘wife’, ‘husband’, ‘boyfriend’ or ‘girlfriend’ if we
aren’t sure. Instead use ‘partner’ or ‘spouse’ as these words do not make the
assumption that a person is heterosexual.
It is also important to recognise the diversity of families. For example, some
families are headed by single parents, grandparents, foster parents, two
mums, or two dads. It is therefore better to use terms such as “parent or
caregiver” instead of “mum and dad” unless you know the preference of
the person involved.
Stereotyping lesbian, gay, bisexual, transgender and intersex (LGBTI) people
should be avoided, even when a stereotype is considered ‘positive’, such as
saying ‘all gay men have great fashion sense’, as this places limitations and
expectations on every gay man, which can be disrespectful and untrue.
While some transgender, intersex or gender diverse people do identify
as male or female, other people may identify as both male and female or
neither male nor female, and prefer the use of ‘they’ over ‘he’ or ‘she’. Again,
if in doubt, the best approach is always to ask a person how they would
like to be addressed.
6. Age
Care should be taken when referring to particular age groups and the
connotations it may bring.Terms like ‘seniors’,‘older adults’ and ‘young people’
are generally appropriate and avoid unwanted negative connotations. Avoid
stereotyping different age groups as being more or less able by virtue of
chronological age. Instead of ‘young and vibrant team’ or ‘mature workforce’
use phrases like ‘energetic and vibrant team’ and ‘experienced workforce’.
As with all inclusive language, consider whether you even need to mention
someone’s age.
7. Cultural and linguistically diverse communities
Australia is a culturally diverse nation and many Australians were born
overseas or have parents who were born overseas. However, it is important
to avoid placing undue emphasis on cultural differences. Terms such as
‘migrant’, ‘immigrant’ or ‘overseas born’ can position people outside of the
Australian community and should only be used if they are contextually
necessary. Similarly, it may not always be relevant to specify a person’s
cultural background. If it is necessary, it is important to acknowledge that
they are Australian by using the term ‘Vietnamese Australian’ or ‘Greek
Australian’.
Categorising groups of people in general terms, such as ‘Asian’, is
inappropriate because it does not recognise the distinct cultural differences
between people from countries like Japan, Vietnam, India and China. This
is also true for religion as not all Arabic people are Muslim and not all
Americans are Christian.
8. Socioeconomic status and location
Do not unnecessarily refer to a person’s economic status, education,
where they live, and what they do for a living, as it often elicits perceived
conceptions and can characterise a person. Avoid terms such as ‘westies’,
‘bogans’ or ‘soccer mums’ which are derogatory and divisive.
9. Conclusion
Language should be used to encourage inclusion and avoid marginalising
individuals or groups of people.
Inclusive language can play an important part in building a society in which
all people are valued and feel included. And remember: if in doubt, seek
clarification from the person you’re referring to.
10. References and other sources
In researching and developing this document we collected information
from other inclusive language guides including Monash University, Flinders
University and The Department of Education Tasmania. These guides
assisted us in creating this document and are useful resources that can be
used to gain further information about inclusive language.
Monash University – Inclusive Language
http://www.monash.edu/about/editorialstyle/writing/inclusive-language
Flinders University – Inclusive Language Guide
http://www.flinders.edu.au/equal-opportunity/tools_resources/publications/inclusive_language.cfm
Department of Education Tasmania – Guidelines for Inclusive Language
https://www.education.tas.gov.au/documentcentre/Documents/Guidelines-for-Inclusive-Language.pdf
These websites were last viewed on 29 February 2016.
11. Summary of key terms
People or Group
Accurate and Inclusive
Terms
Aboriginal and
Use:
Torres Strait Islander • Aboriginal and Torres
peoples
Strait Islander peoples
• Indigenous Australian
people
• Indigenous Australians
• Aboriginal people
• Torres Strait Islander
people
Gender
Use:
• ‘They’ where possible
• Gender-neutral terms
like ‘police officer’ or
‘pilot’
• Use ‘Ms’
People with a
Use:
disability
• ‘Person/people with a
disability’
• ‘People who are deaf ’
Inaccurate Terms
to Avoid
Avoid:
• Aborigines
• indigenous (lower case ‘i’)
• aboriginal (lower case ‘a’)
• ATSI
Sexual Orientation
and Gender Identity
Avoid:
• Assuming sexual
orientation with
‘boyfriend’ or ‘wife’
• Assuming all families have
a ‘mum’ and ‘dad’
Avoid:
• ‘Mature workforce’
Age
Use:
• ‘Partner’ or ‘spouse’ if
applicable
• ‘Parent’ or ‘caregiver’
Avoid:
• ‘He’/’She’
• ‘Policeman’ or ‘female
pilot’
• ‘Mrs’/’Miss’
Avoid:
• ‘Disabled’
• ‘The deaf ’
Use:
• ‘Senior’
• ‘Older adults’
• ‘Young people’
• ‘Experienced
workforce’
Culturally and
Use:
Avoid:
Linguistically Diverse • ‘Vietnamese Australian’ • Using generic terms like
but only if important to
‘Asian’ or ‘African’
specify cultural identity
Published April 2016