Use of Gender-Inclusive Language in Communication.pptx.pdf

 Varieties and registers of spoken and written language Gender-inclusive language Learning Outcomes: Determine the culturally appropriate gender-fair terms, expressions, and images observing sensitivity to gender, race, clas...

 Varieties and registers of spoken and written language Gender-inclusive language Learning Outcomes: Determine the culturally appropriate gender-fair terms, expressions, and images observing sensitivity to gender, race, class, etc. Observe the use of gender-inclusive language in communication. Convey ideas through oral, audio-visual, and/or web-based presentation for different target audiences in local and global settings using appropriate registers Appreciate the differences of the varieties of spoken and written language Use of Gender-Inclusive Language in Communication Objective: To understand the importance of gender-inclusive language and learn how to apply it in various communication contexts. Lesson Outline: 1. Introduction to Gender-Inclusive Language Define gender-inclusive language. Discuss the importance of using gender-inclusive language in promoting equality and respect. Provide examples of gender-biased language and their inclusive alternatives. 2. Principles of Gender-Inclusive Language Use gender-neutral terms (e.g., “chairperson” instead of “chairman”). Avoid assumptions about gender (e.g., using “they” instead of “he” or “she”). Respect individuals’ preferred pronouns. Be specific and accurate (e.g., “spouse” instead of “husband” or “wife”). 3. Conclusion and Homework Assignment Students will summarize key points from the lesson. Assign homework: Students will write a short essay on the importance of gender-inclusive language in their future careers. What is Inclusive Language? Inclusive language refers to the use of words and expressions that are respectful and considerate of all people, regardless of their gender, race, ethnicity, age, disability, sexual orientation, or any other characteristic. It aims to avoid biases, slang, and expressions that might exclude or offend certain groups of people. Why is Inclusive Language Important? 1. Promotes Respect and Dignity: Using inclusive language shows respect for individuals’ identities and experiences, fostering a sense of dignity and belonging. 2. Reduces Stereotypes and Biases: It helps to break down stereotypes and biases that can be perpetuated through language. 3. Enhances Communication: Inclusive language ensures communication that is clear and accessible to everyone, avoiding misunderstandings and exclusions. 4. Supports Equity and Inclusion: It is a step towards creating more equitable and inclusive environments, whether in the workplace, educational settings, or public spaces. Principles of Inclusive Language 1. Person-First Language: Focus on the individual rather than their characteristics. For example, say “person with a disability” instead of “disabled person.” 2. Gender-Neutral Terms: Use terms that do not specify gender unless necessary. For example, use “chairperson” instead of “chairman.” 3. Avoid Assumptions: Do not make assumptions about someone’s identity based on their appearance or name. Ask for and use their preferred pronouns and terms. 4. Be Specific and Accurate: Use specific terms that accurately describe a person’s identity. For example, instead of “Asian,” specify “Japanese” or “Filipino” if known and relevant. 5. Continuous Learning: Language evolves, and so should our understanding and use of it. Stay informed about preferred terms and respectful language practices. Examples of Inclusive Language Instead of: “Guys” Instead of: “Manpower” Use: “Everyone” or “Folks” Use: “Workforce” or “Staff” Challenges and Considerations Evolving Language: Language is constantly changing, and what is considered inclusive today might change tomorrow. It’s important to stay updated and be open to learning. Cultural Sensitivity: Be aware of cultural differences and preferences in language use. What is inclusive in one culture might not be in another. Intent vs. Impact: Good intentions do not always translate to positive impact. Be mindful of how your words might be received and be open to feedback. Examples of gender-biased language along with inclusive alternatives: Job Titles and Roles Biased: Mailman Inclusive: Mail carrier or Postal worker Biased: Stewardess Inclusive: Flight attendant Biased: Congressman Inclusive: Legislator or Member of Congress Generic Pronouns Biased: Each student must submit his homework on time. Inclusive: Each student must submit their homework on time. Biased: Every employee should do his best. Inclusive: Every employee should do their best. Family Roles Biased: Housewife o Inclusive: Homemaker or Stay-at-home parent Biased: Fathering a child o Inclusive: Parenting a child Occupational Terms Biased: Manpower o Inclusive: Workforce or Staff Biased: Foreman o Inclusive: Supervisor or Team leader Assumptions about Gender Biased: The doctor will see you now; he is ready. o Inclusive: The doctor will see you now; they are ready. Biased: The manager and his team will handle the project. o Inclusive: The manager and their team will handle the project. Common Phrases Biased: Ladies and gentlemen o Inclusive: Everyone or Distinguished guests Biased: Man-made o Inclusive: Human-made or Artificial Descriptions and Labels Biased: Mankind o Inclusive: Humankind or Humanity Biased: Chairman o Inclusive: Chairperson or Chair Gender-Specific Terms Biased: Salesman o Inclusive: Salesperson or Sales representative Biased: Fireman o Inclusive: Firefighter Gendered Idioms Biased: Man up o Inclusive: Be brave or Show courage Biased: Man hours o Inclusive: Work hours or Person hours Gendered Assumptions in Descriptions Biased: The nurse will help you with her expertise. o Inclusive: The nurse will help you with their expertise. Biased: The engineer explained his design. o Inclusive: The engineer explained their design. Gendered Terms in Sports Biased: Sportsmanship o Inclusive: Fair play or Good conduct Gendered Terms in Technology Biased: Master/slave (in technology contexts) o Inclusive: Primary/secondary or Leader/follower Conclusion: Inclusive language is a crucial aspect of fostering a respectful and equitable society. By being mindful of the words we use and continuously learning, we can contribute to a more inclusive environment for everyone. BIAS: Definition, Examples, & Types What are biases, why do they develop, and how do they affect us? Every one of us holds biases: they are simply part of human nature. Biases can be learned, meaning they are taught to us in the context of our society and culture, or they can be innate, meaning we are born with them. Whether conscious or unconscious, biases can be strong enough to impact our thoughts, behaviors, and decisions. For that reason, it is important to explore the different types of biases, examples of biases, and how you can become more aware of your own biases. What Are Biases? Bias can be defined as a predisposition or preference for a particular person, group, or perspective. They are usually not based on fact or reason, but rather a combination of factors such as age, gender, race, culture, personal experience, and more. Because they are not fact-based, biases can often result in unfair treatment toward a person or group of people. Gordon Allport, the author of “The Nature of Prejudice”, explains that bias is a result of our very human tendency to classify people into categories in order to quickly process information and make sense of the world around us (Allport, 1954). Where Do Biases Come From? Personal experience is another means through which we can form biases. For example, if we have negative experiences with one person belonging to a particular group, those experiences may influence our perceptions and behaviors towards another person we meet from that group in the future. Finally, cognitive processes can also lead to the development of biases. Cognitive biases can sometimes cause us to ignore information that contradicts our existing beliefs in favor of mental “shortcuts.” Cognitive biases can lead to error-prone judgment and decision-making that are not based on facts. Types of Biases In order to understand more specific types of biases, it is important to first recognize the two overarching categories of biases: implicit and explicit. Implicit Bias The term “implicit bias” refers to our attitudes towards people or groups that operate without our conscious knowledge (Perception Institute, n.d.). Unfortunately, this means that our implicit biases can often precede our conscious behavior, which is typically based on our values. Being mindful of the risks of our implicit biases can help us to avoid acting in a way that does not align with our values. Explicit Bias Explicit bias can be thought of as the typical notion of bias, meaning that an individual is aware of their perceptions and attitudes toward certain groups (Fridell, 2013). Explicit biases can be harmful because they lead to discriminatory behavior, perpetuate systemic inequalities, and have an overall negative impact on the mental health and well-being of those who are subject to discrimination. Examples of Biases Biases exist in a wide range of contexts. Some common examples of biases are explained below. Gender bias refers to the act of favoring one gender over another, based on the person’s real or perceived gender identity. Racial bias is making judgments about a person based solely on their race and is often rooted in racial stereotypes. Age bias is the tendency to prefer one age group over another, and often involves discrimination against older people. However, it can go either way. Unconscious Biases Unconscious biases are a type of implicit bias in the sense that we are not actively aware of them. Some common examples of unconscious biases include: Affinity bias, or similarity bias, is the tendency to prefer people who have similar backgrounds, interests, and beliefs. Beauty bias is when a person who is regarded as good-looking or attractive receives special treatment. The Halo effect occurs when we allow positive impressions of a person in one area to influence our opinion about them in other areas. The Horns effect is related to the Halo effect in that it occurs when we allow our perception of someone to be unfairly influenced by a single negative trait. Some of these may be generally harmless. However, when these unconscious biases are applied to race, gender, sexual orientation, etc., they can become problematic and affect how we treat certain groups on a societal and institutional level. Cognitive Biases Cognitive biases are biases that are based on how our brains process information and have the ability to affect our decision-making and problem-solving abilities. Some types of cognitive biases are explained below. Confirmation bias is the tendency to intentionally seek out information that confirms our existing beliefs while ignoring information that contradicts them. This bias can be particularly strong when we feel strongly about a topic or have a personal stake in the outcome. Availability bias is when we rely on information that is easily accessible or readily available. This can lead to overestimating the likelihood of rare events or underestimating the likelihood of more common events. Anchoring bias occurs when we rely too heavily on the first piece of information that we receive when making decisions. This can lead to an overreliance on initial impressions or data which may not always be accurate. Framing bias happens when we are influenced by the way information is presented or framed. This can lead to making decisions based on whether the options were presented with positive or negative connotations. Hindsight bias is the tendency to believe that past events were more predictable than they really were. You may have heard the saying “hindsight is 20/20”, meaning that when we look back on things the answers seem clearer than they did at the time. Bias vs Prejudice Bias and prejudice are often used interchangeably, but they actually refer to different things. Bias refers to a preference or inclination toward a certain person, thing, or idea, while prejudice refers to a preconceived opinion or attitude about a group of people. For example, a person may have a bias towards hiring candidates who went to the same university as they did, while having a prejudice against people who belong to a certain racial or ethnic group. Bias vs Stereotype Like bias and prejudice, bias and stereotyping are often used to mean the same thing, but there is a difference. Unlike bias, a stereotype refers to a generalized belief or assumption about a group of people. Biases in Healthcare Biases in healthcare refer to the ways in which personal beliefs, prejudices, and stereotypes can influence the quality of care that individuals receive. These biases can arise at various levels of the healthcare system, from individual healthcare providers to institutional policies and practices. One example of bias in healthcare is racial bias, which can lead to disparities in the quality of care that individuals receive based on their race or ethnicity. For example, studies have shown that Black patients are less likely to receive appropriate pain management (Sabin and Greenwald, 2012) compared to White patients, even when controlling for factors such as the severity of pain and other medical conditions. This can result in poorer health outcomes for Black patients and perpetuate systemic inequalities in healthcare. Gender bias also rears its ugly head in healthcare, which can lead to disparities in the quality of care that individuals receive based on their gender presentation. For example, women may be less likely to receive appropriate diagnostic testing for certain conditions, such as heart disease, due to assumptions that they are less likely to have these conditions than men (Kent et al., 2012). This can result in delayed diagnoses and negative health outcomes for women. It is important for healthcare providers and institutions to be aware of these biases and take steps to address them. This can include implementing training programs to raise awareness of biases and their impact on healthcare, developing policies and practices that promote equity and diversity, and engaging in ongoing evaluation and monitoring of healthcare outcomes to identify and address disparities. By addressing biases in healthcare, we can improve the quality of care that individuals receive and promote greater health equity for all. Biases in Decision Making Biases in decision-making refer to the various ways in which our judgments and decision-making processes can be influenced by our preconceptions, personal beliefs, and expectations. These biases can lead us to make suboptimal decisions that are not based on objective evidence or facts, and these decisions are often not in our best interest. It is important to be aware of these biases and work to minimize their impact on our decision-making processes. Biases and Heuristics A heuristic is a mental shortcut that we use to simplify complex decision-making processes. While heuristics can be helpful in allowing us to make quick decisions, they can also lead to biases if we rely too heavily on them. For example, the availability heuristic can lead us to rely on the most readily available information when making decisions, even if it is not the most accurate or relevant. Another common heuristic is the representativeness heuristic, which involves making judgments based on how closely something matches our existing mental prototype or stereotype. This can lead us to make assumptions about individuals or groups based on preconceived notions or generalizations, which can lead to biases and discrimination. It is important to be aware of these biases and heuristics and work to minimize their impact on our thought processes. By being mindful of our biases and heuristics, we can make more informed and objective decisions. Strategies to Reduce Bias Below is a list of research-based techniques published by the U.S. Justice Department (n.d.) to help reduce your own implicit biases. This guide is specifically designed in the context of policing, however, it is very helpful as a general resource. You can find the full guide here. Stereotype Replacement: This strategy involves first identifying that a response is stereotypical, labeling it as such and considering why it may have occurred, and choosing alternate responses to use in the future to avoid the stereotypical response. Individuation: This is the act of giving individuality to persons in a group, and helps you to avoid making biased assumptions about an individual based on their group membership. To do this, you should try to gather information about that individual such as their history, qualifications, experiences, and achievements before making a judgment about them. Perspective Taking: This approach involves taking a first-person perspective of a member of a group. If you are attempting to overcome gender biases, try to imagine how you would feel if you lost job opportunities based on assumptions about family responsibilities or questions about your competence to do the job. This thought process can help you to empathize and understand the implications of biases against that group (Devine et al., 2012). Increased Opportunities for Contact: This technique involves seeking out opportunities to engage with groups you may have biases against in a positive way. Having positive personal experiences with people of a certain group can help to alter associations you may have about them. This way, when thinking about members of that group in the future, your perceptions about them will come from these positive experiences rather than from societal stereotypes about them. Final Thoughts on Biases It is important to understand that we all have biases, and they are not necessarily intentional or conscious. In fact, not all biases are necessarily bad. For example, optimism bias can cause us to overestimate the likelihood of positive outcomes and underestimate the likelihood of negative ones. While this may sometimes lead to unrealistic expectations, it can also provide a sense of hopefulness in the face of adversity. Biases are often unconscious and automatic, meaning they are not within our control. By becoming aware of our own personal biases and their impact on our attitudes and behaviors, we can work to overcome them and strive for greater fairness, equity, and compassion in our interactions with those who are different from us. This can be done in a number of ways, such as through introspection, seeking out diverse perspectives, and challenging our own assumptions and beliefs. Barriers in communication such as stereotypes, prejudice, and bias can significantly hinder effective interaction. Here’s a brief overview of each: 1. Stereotypes: These are oversimplified and generalized beliefs about a group of people. Stereotypes can lead to misunderstandings and miscommunications because they ignore individual differences and can create false expectations. 2. Prejudice: This involves preconceived opinions or attitudes about a person or group that are not based on reason or actual experience. Prejudice can lead to discrimination and can prevent open and honest communication. 3. Bias: Bias is an inclination or preference that influences judgment from being balanced or even-handed. Bias can be positive or negative and can affect how we perceive and interact with others. These barriers can distort our perception of others and impede the flow of genuine dialogue. Overcoming them involves self-awareness, cultural sensitivity, and active listening References Allport, G. W., Clark, K., & Pettigrew, T. (1954). The nature of prejudice. Busetta, G., Fiorillo, F., & Visalli, E. (2013). Searching for a job is a beauty contest. Munich Personal RePEc Archive, Paper, (49825). Charles Curtis Quotes. (n.d.). BrainyQuote.com. Retrieved April 25, 2023, from BrainyQuote.com Web site. Chung, P. P., & Leung, K. (1988). Effects of performance information and physical attractiveness on managerial decisions about promotion. The Journal of Social Psychology, 128(6), 791-801. Devine, P. G., Forscher, P. S., Austin, A. J., & Cox, W. T. (2012). Long-term reduction in implicit race bias: A prejudice habit-breaking intervention. Journal of experimental social psychology, 48(6), 1267-1278. Fletcher, J. M. (2009). Beauty vs. brains: Early labor market outcomes of high school graduates. Economics letters, 105(3), 321-325. Fridell, L. (2013). This is not your grandparents’ prejudice: The implications of the modern science of bias for police training. Translational Criminology, 5, 10-11. Hosoda, M., Stone-Romero, E. F., & Coats, G. (2003). The effects of physical attractiveness on job-related outcomes: A meta-analysis of experimental studies. Personnel psychology, 56(2), 431-462. Kent, J. A., Patel, V., & Varela, N. A. (2012). Gender disparities in health care. Mount Sinai Journal of Medicine: A Journal of Translational and Personalized Medicine, 79(5), 555-559. Langlois, J. H., Kalakanis, L., Rubenstein, A. J., Larson, A., Hallam, M., & Smoot, M. (2000). Maxims or myths of beauty? A meta-analytic and theoretical review. Psychological bulletin, 126(3), 390. Perception Institute. (n.d.). Implicit Bias. Perception.org. Sabin, J. A., & Greenwald, A. G. (2012). The influence of implicit bias on treatment recommendations for 4 common pediatric conditions: pain, urinary tract infection, attention deficit hyperactivity disorder, and asthma. American journal of public health, 102(5), 988-995. U.S. Justice Department. (n.d.). Understanding Bias: A Resource Guide. Justice.gov.