Author: April Ogden, Founder and CEO, It’s Your Outcome

Insights from It’s Your Outcome Career Coaching

If you’re a leader, it’s likely you’ve taken a training or completed a course on effective communication in the workplace. And yet, even with all that knowledge, many leaders still find themselves unintentionally creating distance rather than connection. Every day, well-intentioned leaders may unknowingly create distance where connection is needed most. Despite our best intentions, the language we use every day can subtly include or exclude, uplift, or diminish. This isn’t new, but it continues to be a problem. So, the question remains: are your words drawing people in or subtly pushing them away?

Why Every Word Matters (More Than Ever)

Language is never neutral. It either builds bridges or creates barriers, includes, or excludes, uplifts, or diminishes. Studies show that organizations committed to inclusive communication see up to 20% more innovation and 50% lower turnover. Imagine if more leaders truly harnessed this power—if our workplaces moved from simply talking about inclusivity to making it real in every interaction. This isn’t about another article to skim and forget; it’s about taking real, actionable steps to communicate in ways that make everyone feel they belong.

A Real-World Story: Inclusive Language in Action

A global tech manager noticed a disconnect: certain team members were noticeably quiet in virtual meetings, even in discussions they were passionate about. After some reflection, they realized they’d been using culturally specific language like “you guys” and sports metaphors, phrases that resonated with some but made others feel excluded. By switching to more universal terms, they saw an immediate shift. Participation rose, especially from those who had previously held back, and a new energy filled their meetings. What seemed like a small change created a powerful sense of inclusion.

Words as the Blueprint of Culture

Language doesn’t just convey instructions—it creates a culture that tells people what matters and who matters. When leaders use inclusive language, they communicate, “You belong here.” But even one unintended word can make someone feel sidelined. Research from Deloitte found that 79% of employees who feel truly heard are motivated to perform their best. Similarly, studies on pronoun use show that people who feel acknowledged are more engaged and productive at work. So ask yourself: what message are you sending with your words?

Five Concrete Steps to Move Beyond Awareness and Into Action

If you’re ready to go beyond “just another article,” here’s how to make inclusive language an active part of your leadership:

1. Address People by Name, Not Labels

Simple tweaks like saying “Hello, team” instead of “Hey, guys” can make a huge difference. And where possible, use names over labels. Studies have shown that using a person’s name can increase engagement and morale. Saying “the marketing person” instead of their name distances you; using names builds connection.

2. Honor Pronouns and Chosen Names

Pronouns and names are about more than identity—they’re about respect. Research highlights that respecting pronouns can boost morale and trust, especially among team members from diverse backgrounds. Taking the time to use them correctly sends a powerful message: “I see you.” Authenticity in language builds trust and deepens engagement.

3. Mind Your Jargon

In diverse teams, common phrases like “back to square one” can make some feel left out. Choosing a universal language keeps everyone on the same page. This isn’t just about being polite; it’s about ensuring everyone feels invited to contribute.

4. Focus on Mindfulness, Not Perfection

Language evolves, and none of us get it “right” every time. Instead of aiming for flawless speech, focus on mindfulness. Words like “crazy” or “tone-deaf” might seem harmless but can hit a nerve. Mindfulness isn’t restrictive—it’s empathy in action.

5. Rethink Terms Like “Tracking”

Words like “tracking” may sound harmless, but they can imply excessive oversight or monitoring, which might feel exclusive or controlling. Consider using alternatives that emphasize partnership and growth, such as “monitoring progress,” “aligning on goals,” or “reviewing milestones.” This simple shift can create a more trusting, collaborative atmosphere.

Invite Feedback and Keep the Conversation Open

Ask, “How can I make my communication more inclusive?” Seeking feedback shows that you value input and are willing to adapt. When team members feel safe sharing feedback, a culture of belonging naturally follows.

Why This Matters for Your Business

Inclusive language isn’t just a nice-to-have; it’s essential for effective leadership. Companies that embrace inclusive communication see greater productivity, retention, and creativity. When people feel valued, they respond with loyalty, engagement, and innovation. Every greeting, phrase, and message contributes to the strength of your team’s culture. This isn’t just about words—it’s about the future of work.

For example, a major consulting firm saw a 25% drop in employee turnover within a year of prioritizing inclusive language across teams. Another tech giant noticed a spike in employee-led innovation initiatives after introducing a language-awareness program. The data is clear: inclusive language has a tangible impact on organizational health and growth.

Quick Wins for Building Belonging Through Language

If you’re ready to make a difference, here are three immediate steps:

1. Use clear, gender-neutral terms like “team” instead of language that might exclude.

2. Focus on clarity with universal phrases.

3. Invite feedback from your team on how your words impact their sense of belonging.

A Challenge for Leaders: Let’s Make This Real

At your next meeting or in your next message, try one small shift toward inclusive language. Swap “guys” for “team,” rethink your use of “tracking,” or better yet, ask, “How can I improve the way I communicate so everyone feels included?”

Try it. Observe the change. Leadership is about more than just transmitting information; it’s about inviting people in, making them feel valued, and creating a space where everyone can thrive. So don’t let this be “just another article.” Make one change today. Because when people feel included, they show up fully—and that’s when real leadership happens.