What is inclusive language and how should it be used?

Inclusive language is a way of communicating that seeks visibility and equal representation of people or social groups on the basis of their gender, physical or intellectual abilities, sexual orientation, ethnicity, age, or other characteristics. Certain words, expressions, or uses of grammar can be disrespectful, simplistic, or exclusionary, even if we are used to them. In contrast, inclusive language seeks to promote equality and help reflect a more diverse and inclusive society.

This form of communication has its origins in social and academic movements of the 20th century, starting with the feminist movement, which in the 1960s and 1970s began to argue that the generic masculine used traditionally made women invisible. In the 1990s and 2000s, inclusive language expanded to include sexual and gender diversity, as well as aiming to remove racist and exclusionary terms and to highlight the importance of language that does not stigmatize people with disabilities.

Inclusive language, therefore, aims to promote equality and visibility in a respectful way of the different groups that form part of our society. It does so, moreover, in different ways, which we explain below.

In terms of the use of non-sexist language, it seeks to highlight the presence of women and eliminate the use of terms and expressions that reinforce gender stereotypes. Writers and researchers such as Kate Millett and Robin Lakoff were pioneers in this analysis, highlighting the need for language that reflects the different genders in a fair and equitable manner.

A traditional example of the invisibilization of women in language is the use of the masculine in a generic form, both in its use in the plural when referring to groups composed of people of different genders and through the use of masculine terms to refer to the group. The use of the word “man” to refer to the human being is the paradigm. In contrast to this, we can preferably use neutral terms that refer to the group, such as “humanity”, or make reference to both genders.

In addition to gender, inclusive language is also applied in order to avoid terms that may be offensive or exclusionary in terms of ethnicity or background, sexual orientation, different abilities, and other aspects of identity. This involves replacing pejorative terms with respectful and accurate descriptions, or refraining from using expressions that reduce a person to just one of their many characteristics (as we do, for example, when talking about a “disabled person”).

The following are some ways in which we can adopt inclusive language to respectfully reflect different identities.

Regarding gender:

• Use plural forms that include all genders when referring to mixed groups. For example, instead of “the policemen”, we can say “the police officers”; and instead of “the salesmen”, we can say “salespeople”.
• Also when we refer to mixed groups, we can use both masculine and feminine nouns, such as “the boys and girls” or “the men and women”.

To give visibility to sexual diversity in a non-stereotypical or euphemistic way:

• Say “sexual orientation” instead of other expressions such as “sexual preference”.
• Say “gay” or “lesbian” instead of “homosexual”.
• Use the pronouns with which people identify their gender, as it is a way of showing respect for their gender identity. To do this, we can ask the person in question which pronoun they identify with.
• To refer to a person's different abilities: refer to the person rather than the condition. For example, refer to them as a “person with autism” instead of calling them “autistic”.
• Use specific and respectful terms. For example, instead of saying the person “suffers from” a certain condition, say they are a “person with” a specific condition.

To refer to ethnic diversity:

• Avoid generalizations and stereotypes.
• Use terms that accurately reflect the person's cultural identity and, above all, that are their preference and with which they feel identified.
• Avoid obsolete or pejorative terms such as “oriental”, which can be substituted with “Asian person” or a more specific description.

At Repsol we defend the value of diversity in all its aspects: gender, sexual orientation, cultural, people's different abilities... We recognize talent regardless of these factors, we work for our staff's inclusion, and to build a company that increasingly reflects the diversity of our society.

“We need to create a workplace for all our staff that is comfortable, that is respectful... It is a virtuous circle, because when you make people feel at ease in a respectful environment, they give their best; when they give their best, they fulfill their greatest potential and contribute value to the company, generate a sense of belonging, and that makes a brand. Our reputational value as a company goes up and that leads to better results," says Carmen Muñoz, executive managing director of People and Organization.

Repsol's workforce is currently made up of people representing 77 nationalities, with nearly 32% of leaders being women and more than 470 people with disabilities. In Repsol's Global Sustainability Plan, the strategic management of employee talent is one of the pillars for achieving our objectives. And diversity and inclusion are assumed as a differentiating element that allows the multi-energy company to be more competitive.