Bias Free Language

Bias-Free Language
Human Rights legislation identifies 13 grounds on which discrimination and

harassment is prohibited. Insensitive use of language can send discriminatory or
negative messages and has been demonstrated to affect people’s learning, self-
esteem, and career choices. Biased language promotes and maintains attitudes that
stereotype people according to gender, race, ethnicity, ability, sexual orientation,
age, gender identity or expression, sex, religion and the like. One way to be more
inclusive and avoid unintentionally discriminating against someone is to use
inclusive, or bias-free, language. When you are writing, teaching or creating
educational materials, for example, use examples from the lives of people of all
genders, ethnicities, sexual orientations, levels of ability, age, religions and so on.
Language can be a major barrier. Non-inclusive language often assumes a “neutral”

position that in fact, is anything but. This “neutral” position usually reflects the
hegemony of society by privileging dominant experiences (such as a heterosexual,
Caucasian, Canadian born male’s experience) as “objective”. This often contributes
to unconscious sexism, racism and heterosexism. Our responsibility in using
language is to be mindful of diversity within our society and to strive to respect that
diversity in the words that we choose. The following are some general guidelines for
using written and spoken language that are diversity-sensitive.
Abilities
A person is not a condition; place the person before the dis/ability.

 Use "person living with a disability" rather than "disabled, handicapped or
crippled person"; or for example, use “person living with epilepsy” rather than
“epileptic”.
 Do not uses language that assumes people are suffering, less fortunate or
unhappy (i.e. use “is living with Alzheimer’s”, not “afflicted with Alzheimer’s”)
 Do not use language that assumes that everyone would choose to be able-
bodied.
 Remember that everyone has the potential to be living with a disability. Thus,
“able-bodied” people can be called “temporarily able-bodied” to reflect this
potential.
 Remember that many chronic conditions and dis/abilities are invisible. Do not
assume that because you do not know that someone is living with a disability
that they are not.
Race, Ethnicity and Ancestry
Styles and preferences for words referring to ethnic and racial groups change over
time. In some cases, even members of a group disagree about the preferred name
at a specific time. Ask/learn the most acceptable current terms and use them.
Remember that there is a difference between in-group and out-group naming. For
example, a person of colour may have reclaimed a once-derogatory name and use
this to refer to themselves and their community but this may be received very poorly
when used from someone outside of the community.
 In graphics, photos, essays and examples, show people from all racial and
ethnic backgrounds. Whenever you are describing anyone by race (if it is
relevant to do so), make sure to mention the race of Caucasian people as
well. To avoid doing so implies that “white” is the default and only those that
are not Caucasian need a descriptor. Also, remember that the terms “person
of colour” and “immigrant” are not synonymous. Lots of people of colour have
lived in Canada for many generations and many immigrants are “white”.
 Do not assume that someone’s appearance defines their nationality or
cultural background.
 The word "black" is sometimes used metaphorically to denote negative
attributes (eg. black sheep, black market, blackmail) while "white"
metaphorically signals morally pure, innocent and free from evil intent. This
usage carries with it a hierarchical valuation of skin colour and should be
avoided.
 Remember that ways in which First Nations people are discriminated against
may be different from that of other persons of colour. First Nations people do
not have the same histories of immigration for example, as they were in
Canada long before the first immigrants. First Nations people in Canada
come from many different Nations that have unique and separate languages,
cultures and customs and, thus, should not be referred to as a homogenous
group. When known, refer to someone’s specific Nation, rather than using the
wider terms of First Nations, Aboriginal People or Native persons.
Genders
Do not use “he” or “his” as a generic pronoun for all people (or “man”, “mankind” for
all people). The use of “she or he” and “s/he” is common, though this reinforces
gender binaries. "They" and "their" as a singular construction is now widely accepted
and more inclusive of the broader spectrum of gender identity and expression. (It
also has historical precedents. For example, Jane Austen often used the singular
"their" in her works.)
Remember that gender is not a binary, but rather a continuum. There are many
people who do not identify as either male or female and who may use single,
gender-neutral pronouns like “zie” or “sie” (or the afore-mentioned “they”). There are
also transgender and transsexual individuals who may be male, but live in a body
that is societally read more as female and vice-versa. Always use the pronoun of that
person’s choosing. If you are unsure, respectfully ask.
 Many professions and roles were originally referred to in terms that ended
with the generic man (eg. fireman, policeman, mailman, businessman,
chairman, spokesman). Instead, use terms like firefighter, police officer, mail
carrier, business person, chair or chair person, spokesperson – terms that do
not show a gender biases in the profession or role.
 Avoid assuming gender associations with jobs (eg. doctors are men, unless
they are “female doctors” and nurses are women unless they are “male
nurses”. Use wording like "Secretaries should fill out the appropriate forms if
they need time off," rather than "If your secretary needs time off, tell her to fill
out the appropriate forms."
 Avoid gender-specific phrasing. Use "Employees should read their packets
carefully," rather than "Each employee should read his packet carefully." Or
use pronoun pairs: "Each employee should read her or his packet carefully."
Or avoid use of pronouns altogether: "Each employee should read the packet
carefully."
 In some cases, simply use another word. Use "A company representative (or
spokesperson) announced that the product would be released next week,"
rather than "A spokesman for the company announced that the product would
be released next week."
 Do not use words of unequal status. For example, don’t use phrases like
“man and wife” (use, “husband and wife”, “wife and wife”, “husband and
husband” or better yet, “partners” or “spouses” unless the marital status is
necessary) or words that infantilize women (i.e. the “girls in the office”; use
the “staff in the office”). Also, use parallel titles of address when referring to
people.
Sexual Orientation
 Do not assume heterosexual orientation. Assume that anyone could be

lesbian, gay, bisexual, queer, transgender, transsexual or intersex (as could
their parents, siblings, friends etc.). (Note that transgender, transsexual and
intersex refer to gender identities, not sexual orientation. These people may
or may not define their sexual orientation as heterosexual.) Use examples of
same-sex couples, LGBQTTI lives and experiences in your writing,
educational and promotional materials and the like, including in situations
other than sexual relationships.
 When someone assumes that people are heterosexual, they will often ask
someone who is female if they have a boyfriend and vice versa, without really
knowing their sexual orientation. This type of language can create a barrier
and put up an unwanted fence between people in a group. Use non-gendered
words like “partner” instead.
 When talking about “sexual orientation”, do not use terms like “sexual
preference” or “lifestyle choice”. Remember that all people have sexual
orientations.
 Be specific. Don’t use “gay” as an umbrella term, as it is a term used to refer
to men and excludes lesbians, bisexual men and women and other queer
people who do not define as gay. Use LGBQTTI (or a similar acronym) to
refer to broad communities. Queer is also often used as an umbrella term
which some members of the LGBQTTI communities have reclaimed but if you
do not identify as part of these communities, be careful that you intent in
using the word is explicit. It is often better to refer to “queer communities”
rather than calling an individual “queer” unless they have already told you that
this is how they identify.
 Terms like homosexual, transvestite and hermaphrodite have gone out of
favour, as they are clinical and imply deviance. Use more appropriate, current
terms instead.

Bias Free Language

Uploaded by

Copyright:

Available Formats

Bias Free Language

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Bias Free Language

Uploaded by

Copyright:

Available Formats

Bias-Free Language

Human Rights legislation identifies 13 grounds on which discrimination and

Language can be a major barrier. Non-inclusive language often assumes a “neutral”

A person is not a condition; place the person before the dis/ability.

Race, Ethnicity and Ancestry

 Do not assume heterosexual orientation. Assume that anyone could be

You might also like