{"id":10465,"date":"2022-04-25T06:29:37","date_gmt":"2022-04-25T06:29:37","guid":{"rendered":"https:\/\/tesseractlearning.com\/?p=10465"},"modified":"2025-10-15T04:54:40","modified_gmt":"2025-10-15T04:54:40","slug":"use-of-language-in-elearning-that-encourages-diversity-and-inclusiveness","status":"publish","type":"post","link":"https:\/\/tesseractlearning.com\/blogs\/view\/use-of-language-in-elearning-that-encourages-diversity-and-inclusiveness\/","title":{"rendered":"Use Of Language In eLearning That Encourages Diversity And Inclusiveness"},"content":{"rendered":"
\n
\n
\n
\n

Summary:<\/h2>\n

Language has the power to promote workplace diversity, equity, and inclusion. DEI is becoming more intrinsic to the corporate world. This article will explore the use of language in corporate communication and training programs to encourage DEI in the workplace.<\/p>\n

How To Encourage DEI Through eLearning<\/h2>\n

\u201cLanguage is power, life and the instrument of culture, the instrument of domination and liberation,\u201d said Angela Carter, English novelist, short story writer, poet, and journalist.<\/p>\n

Riding on the cocktails of technology, globalization has made the world come closer. In this incredibly shrinking world, people have come together to socialize and work in groups of varying diameters. The workplaces have become a melting pot of people with different cultures, races, sexual orientations, skillsets, ages, education, socioeconomic status, and belief systems.<\/p>\n

Acceptance of this diversity can create a kaleidoscope of perspectives, skills, and experience to make a company agile and successful. However, the non-acceptance of diversity can become a hurdle to a company\u2019s growth and productivity.<\/p>\n

Language is vital for diversity, equity, and inclusion. It can help or impede the efforts toward establishing DEI.<\/p>\n

As per the 2020 Instride study, 92% of business leaders agree that a strategic workforce education program should help an organization achieve its diversity and inclusion goals. This survey involved more than 500 U.S. business decision-makers.<\/p>\n

Let us explore the use of terminologies in eLearning programs and other communication which are more appropriate for reducing bias and mistrust in the workplace among diverse employees.<\/p>\n

How To Refer To A Person With A Disability<\/h2>\n

\u201cPerson with a disability\u201d is more appropriate usage than \u201chandicapped,\u201d \u201cable-bodied,\u201d \u201cphysically challenged,\u201d and \u201cdifferently-abled.\u201d<\/p>\n

People with disabilities feel that they are disabled by the various barriers that exist in society, such as physical, social, communicational, political, etc.<\/p>\n

For example, a person using a wheelchair faces disability by the steps and not because they cannot walk. A deaf person is disabled by the lack of instructions or captions in films and public places. The problem lies in society and not in the individual.<\/p>\n

Words like autistic, epileptic, dyslexic, etc. relate to the whole person with the disability. A more humane way of using language would be \u201cpeople with disability,\u201d \u201cpeople with autism,\u201d \u201ca person with low vision,\u201d and so on.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n

\n
\"people-with-disability\"<\/div>\n<\/div>\n
\n
\n
\n
\n

By denying the term \u201cdisability\u201d or including the term \u201cdifferently-abled,\u201d we remove disability from society\u2019s responsibility. But the aim is to have an inclusive organization and society.<\/p>\n

Some More Dos And Don\u2019ts<\/h2>\n

Never use the article \u201cthe\u201d with any disability to describe people with that disability.<\/p>\n