Cardiff Metropolitan University

Code of Practice on using Inclusive Language

Cardiff Metropolitan University’s Equal Opportunities Policy states that:

The University is committed to providing a positive working and learning environment free from discrimination, harassment, and victimisation on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion and belief, sex or sexual orientation.

In order to promote an atmosphere in which all students and staff feel valued, Cardiff Metropolitan University endorses the use of inclusive language throughout its academic programmes and in relation to all goods and services provided.   A number of pieces of legislation underpin this, including the Equality Act 2010, the Human Rights Act 1998 and the European Council Directive 2000/78/EC, creating a legal framework for staff and students to adhere to.  Cardiff Metropolitan University has developed this code of practice in relation to the use of language, in order to promote fairness and equality as well as ensuring legal compliance.

Language is constantly evolving and ‘acceptable’ terminology can change.  Cardiff Metropolitan University acknowledges that language can be a contentious issue, the use of which can be influenced by a number of factors, but it is considered important that Cardiff Metropolitan University endeavours to address the use of inappropriate language, whether used knowingly or not, in exercising its duty of care to staff and students alike.

In general terms language should always be inclusive.  Examples include using gender-neutral terms and avoiding generalising or making assumptions based on stereotypes or norms from one’s own cultural background.  Language which embraces cultural diversity is preferred, such as the use of forename rather than Christian name.  It is also helpful to avoid terms which might be regarded as patronising or pitying such as wheelchair bound (wheelchair user is a much more empowering term).

In recognising that terminology can change frequently a list of suggestions is available as an appendix to this policy.  This list will be reviewed and kept updated as far as possible.  For staff, in addition to this, the use of language is addressed in Equal Opportunities training and also in more focused staff development courses e.g. the Disability training.

This Code of Practice applies across all areas of Cardiff Metropolitan University activity including academic delivery, assessment opportunities, goods and services and staff/student interaction.

Should individuals consider that in the course of interaction with students or staff that this Code has not been adhered to and that further action is required, there are two courses of action.  For students please refer to the Bullying and Harassment Policy.  For staff members the Disciplinary procedure applies, as it does in the event of students talking inappropriately to staff. 

Appendix

Using Inclusive Language

To promote an atmosphere in which all students feel valued, the University promotes the use of inclusive language throughout its academic programmes.  Language is constantly evolving and ‘politically correct’ terminology can change.  The following are just a few suggestions as to how careful use of language can promote fairness and equality.

Avoiding Assumptions and Generalisations

ü        Making assumptions about the group you are referring to or working with can lead to embarrassing mistakes and inappropriate conclusions.  Disabilities, religious beliefs, sexual orientation (and even pregnancy) are some of the many things you can’t know about someone just by looking at them. 

ü        Stereotyping (attributing the same characteristics to all members of one group) denies people’s individuality.  Without ever intending to, by stereotyping you may promote very discriminatory attitudes, so try to avoid generalising (‘men always …’, ‘old people …’, ‘Muslim women ...’) or making assumptions based on one characteristic.

ü        It’s also easy to fall into the trap of making assumptions based on your own cultural background.  Thoughtful use of language values a range of cultural experiences.  At its simplest, you can replace terms like ‘Christian name’ with ‘First name’.  At its more complex you might want to consider the influence your cultural background has upon your academic studies and any views you express in your work.

ü        Try to use gender-neutral language (see the check list at the end).  It’s not just a case of using ‘Chair’ or ‘Chairperson’ instead of ‘Chairman’.  It’s good practice to alternate the order of the genders if you are talking about women and men, he or she, mother and father (though not mid sentence, as it sounds a bit forced).  If the gender of the person is unknown, don’t make an assumption, but use ‘he or she’ or, where appropriate, use the plural ‘they’. 

Disability and Age Awareness

ü        Nobody likes to be lumped together in a group, so try to avoid generalised terms such as ‘the disabled’, ‘the blind’.  Talking of ‘a person with dyslexia’ puts the disability into the context of their wider life experience.  ‘Disabled people’ is preferable to ‘the disabled’ or ‘people with disabilities’ as it emphasizes that people are disabled by a society which doesn’t accommodate them. 

ü        Patronising and pitying language should be avoided too.  ‘Wheelchair user’ is empowering whereas ‘wheelchair bound’ is quite the opposite.  Similarly, the sense of helplessness engendered by ‘polio victim’ may be entirely inappropriate.

ü        Do think carefully, too, about whether the disability has any relevance in a particular situation.  Why would you use it as a way of describing someone if, for anyone else, their job title, hair colour or strange taste in clothes might have been the first thing you thought of?

ü        Don’t be too anxious about the use of language, though.  Blind people do use terms like ‘see you later’ and being too careful can make conversation painful for both parties.

ü        The same principles apply to age.  ‘Older people’ is a much better term than ‘the elderly’, which has connotations of frailty.  In some contexts ‘pensioners’ might be quite acceptable, assuming that the group in question are all receiving a pension and that this is a defining factor in the group. 

Sexuality and Relationships

ü        These days the terms ‘homosexual’ and ‘heterosexual’ seem laden with the values of a previous time.  Referring to ‘same-sex’ and ‘other-sex’ relationships is a good option.

ü        Terms such as  spouse/husband/wife make assumptions about relationships and so you should only use them when you know that they are the preferred term.  Otherwise ‘partner’ is more suitable.

ü        The language relating to Transgender can be difficult and it is important to be responsive to the individual’s preferred terminology, where this can be ascertained.  Transgender is an umbrella term for people whose gender identity and/or gender expression differs from the sex they were assigned at birth. Transgender people may or may not decide to alter their bodies hormonally and/or surgically. The term may include but is not limited to: transsexuals (a term which is less commonly used now), cross-dressers and other gender-variant people. Transgender people may identify as female-to-male (FTM) or male-to-female (MTF). Use the term (transgender, transsexual, cross-dresser, FTM or MTF) preferred by the individual.

Gender-neutral terms checklist