ISO 30415 Diversity & Inclusion and PdR UNI 125:2022 on gender equality management systems emphasize the need to develop an inclusive culture within organizations.
In the process of valuing all diversity, communication plays a strategic role. Ethnicity, gender, sexual orientation, religion, aesthetic canons, disability, are just some of the categories we can (and should!) ask questions about, before setting up a communication strategy, writing a post, an article, a sales page, and more.
Therefore, developing an inclusive language marked by constant listening and learning, becomes crucial.
Methodology
Pragmatic and interactive workshop. Ample space will be given to sharing real experiences to foster reflections and facilitate the learning of inclusive language.
Goals
- Identify pros and cons of different strategies for writing and translating using words that respect as many forms of diversity as possible, with a focus on gender, disability and illness, ethnicity and religion, age, and socioeconomic status
- Develop critical competence to understand what is and what is not inclusive language
- Discover the benefits in adopting it in all contexts, from everyday to business.
- Analyze and use inclusive language in communication as a tool for liberation, not censorship
- Analyze to structure in a new way the experience of “communicating” concretize the idea.
Program
- What are we talking about when we talk about inclusive language?
- Words matter: how language acts cultural evolution
- The importance of why: from language to actions
- Examples of non-inclusive language
- Everyday language and inclusive language
- Power, hierarchies, and inclusive language
- Inclusive language as liberation, not censorship
- Inclusive language: from the how to the why
- From one-to-one communication to one-to-all communication: practical examples of how I communicate, to whom, and what.
