Talk Like A Leader: Inclusive Language And Organizational Accessibility

Quantifying the impact of building inclusive language with a focus on intentional accessibility.

As the saying goes: sticks and stones can break our bones, but words will never hurt me. I am sure many of us have repeated this to ourselves or the tiny humans we are raising, however, in my experience words indeed have power to make or break us. Words influence how we experience community, work, interpersonal relationships, and our relationship to ourselves.

Be it internal dialogue (i.e., the inner voice narrating your life or the words we say to each other), words have the power to invite or dismiss who we are and how we identify. What we say to ourselves and what we say to others is an indication of our values, ideas, beliefs, and world view. The same can be said of organizations and the leaders within them. Being an inclusive leader means having a clear awareness of the ways words indeed hurt and harm. But also, how to counter their impact with words of equally positive power.

While the qualitative benefits of accessibility and inclusive language in building a healthy organizational culture are well-documented, there is a growing body of evidence highlighting their measurable impact.

Consider the following statistics:

Accessibility

• Diversity and Inclusion: An Accenture study revealed that companies with the highest levels of disability inclusion experienced a 28 percent higher revenue and a 30 percent higher profit margin
• Employee Engagement: Gartner's survey indicated that in accessible workplaces, 91 percent of employees with disabilities felt a sense of belonging, compared to 64 percent in inaccessible workplaces
• Retention and Productivity: According to Forrester Research, companies with strong accessibility practices witnessed a 16 percent lower employee turnover and a 19 percent higher employee productivity

Inclusive Language

• Employee Turnover: A Harvard Business Review study found that companies using inclusive language experienced a remarkable 56 percent decrease in employee turnover within the first 12 months of implementation
• Customer Satisfaction: McKinsey & Company's report indicated that companies with diverse leadership teams saw a 9 percent increase in customer satisfaction compared to those with less diverse leadership
• Talent Acquisition: A LinkedIn survey highlighted that 69 percent of job seekers would reject a position at a company with a non-inclusive company culture

Combined Impact

• A 2021 Global Inclusion Report by Boston Consulting Group found that companies with high levels of both disability inclusion and gender diversity achieved 25 percent higher profits compared to their peers
• A study by Deloitte revealed that companies with inclusive cultures experience six times higher innovation rates and 21 times higher profitability

It's essential to note that these statistics offer just a glimpse into the multifaceted impact of accessibility and inclusive language. The exact influence will vary based on the specific context of each organization.

Now, let's revisit the five concrete reasons why inclusive language is critical for fostering a healthy organizational culture:

1. Fosters Respect and Belonging: Inclusive language lays the foundation for a workplace where individuals feel seen, heard, and respected, fostering a deep sense of belonging.
2. Improves Communication and Collaboration: By breaking down communication barriers, inclusive language enhances collaboration, innovation, and problem-solving.
3. Boosts Employee Engagement and Productivity: Inclusive language correlates with higher employee engagement, translating into increased productivity and organizational excellence.
4. Attracts and Retains Talent: Organizations embracing inclusive language signal commitment to diversity, attracting individuals who seek environments where their uniqueness is celebrated.
5. Strengthens Brand Reputation: Inclusive language communicates a commitment to social responsibility and diversity, enhancing brand reputation and attracting like-minded partners.

In conclusion, inclusive language and accessibility are not mere checkboxes; they are dynamic tools shaping organizational success. Investing in them goes beyond compliance, creating an environment where everyone feels valued, included, and empowered to contribute their best work. Embrace the power of these practices – your organization's journey to excellence starts with the words you choose. If you have further questions or seek a deeper exploration of specific aspects, feel free to ask! I may not have all the answers, but I do have access to words that can increase clarity and understanding.

Photo by Brett Jordan on Unsplash