Writing for Inclusion

Nov 7

Even in a world where we are bombarded with images and sounds from all directions, words still matter. They help us understand who we are and where we stand in relation to others, and they articulate the lived and aspirational values of the organizations we care about.

Words can also do harm, whether intentional or not. And the task of using the right language to represent a nonprofit organization has never been more challenging.

Inclusive communication—whether you’re speaking with donors or as the official voice of an organization—starts by adopting the right mindset. Our recommendations for reaching this mindset, as well as reference resources, are below.

Recommendations

Check Your Ego

Communicating on behalf of your organization is an act of service, and there is no room to put yourself first. That can be hard to accept; after all, writing is a thinking process that requires time and effort, and it can feel like an insult if someone takes issue with your words. That’s why it’s critical to remember that it’s not personal when others have a problem with language you developed—it’s because it doesn’t match their own experiences or understandings of the organization you represent.

Accept Your Limitations

One of the most embarrassing experiences I had as a teacher was recognizing that I couldn’t remember the names of certain students from similar backgrounds. For someone who generally considers himself to be inclusive and anti-racist (or what some would pejoratively call “woke”), it was a wakeup call. And being aware of that shortcoming made me do better and be more compassionate for others whose shortcomings I recognized. Accept that no one is perfect and be appreciative of constructive feedback when someone offers it to you.

Know that Language has a Past

The words, phrases, and tropes we use result from centuries of conversations that certain people were excluded from. Today, people from more and more backgrounds are entering the conversation, and that’s great. But it also means that they might highlight something that they consider offensive because of a context you weren’t aware of. Be thankful that they’re flagging it to you so you can adjust rather than walking away—it signals that they’re invested in your organization and provides an opportunity to demonstrate that you value them.

By the same token, do your best not to take it personally (not easy!) if someone is a jerk when giving feedback. Know that the offending word or phrase must have touched on something deep that you had no way to know about.

Consult Experts

If you want to be mindful of a specific constituency in your communications, ask people to review your writing who have insight into that group. Asking for feedback up front can save you a lot of trouble in the long run.

Commit to Lifelong Learning

As long as there is inequity, there will always be work to do for being more inclusive. After all, reducing inequity is what drives many nonprofits in one way or another. Think of ongoing learning about inclusion (whether formal or informal) as part of professional development at your organization, especially if you’re someone who plays a role in developing its voice.

Reference Resources and a Note

Being inclusive often means referring to a range of resources and references rather than just the most authoritative ones. Why? As authorities, their updates are often so consequential that they require years between revisions, and they tend to express the voices of groups who have been in power (which isn’t exactly inclusive).

For example, if you feel like it’s more inclusive to add the glottal stop or ‘okina when spelling Hawai’i–since the word comes from indigenous language that American authorities attempted to erase over time–go ahead and do it, even if AP style doesn’t say so. If anyone asks why, feel free to tell them that Weiswood says it’s OK.

The resources below are partial at best. We will update them over time as additional and improved resources come onto our radar. If you’re familiar with other resources for the categories below, or for additional ones, please share them with us.

Insights

Robert Alford

Writing for Inclusion

Recommendations

Check Your Ego

Accept Your Limitations

Know that Language has a Past

Consult Experts

Commit to Lifelong Learning

Reference Resources and a Note

General Inclusion:

American Indian and Indigenous:

Asian American and Pacific Islander:

Black and African American:

Hispanic and Latino/a/x

Antisemitism:

Islamophobia:

Disability and Neurodiversity:

Gender and Sexuality:

No One Knows About Your Strategic Plan

New Beginnings After Campaign Close