ML24197A090

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FOIA-2024-000077 - Released Record
ML24197A090
Person / Time
Issue date: 04/05/2024
From:
NRC/OCIO
To:
- No Known Affiliation
References
FOIA-2024-000077
Download: ML24197A090 (1)
v • d • e


Text

NCLUSIV

\\ GUAG It Matter

Inclusive, or bias-free, language uses expressions, words and terms that are likely to be perceived as neutral, understandable and welcoming by everyone, regardless of their gender, race, religion, age, etc.

Words matter because Inc lusive language helps In clusive lan guage Inc lusive they can forge positive people feel more we lcome conveys language avoids connections or they can - and thus willing to respect and mainta in s pe rpetuatin g prejudicial create distance and rece ive yo u r message neutrality bel iefs or demean ing misco m munication attitudes

USE ONLY RELEVANT CHARACTERISTICS

Is it important to the message that a woman is attractive, a man is

. efty, a person is we ll dressed?

BECOME SENSITIVE BE HUMANITY FOCUSED

To historical context or a lack of general A person with disabilities vs. a understand ing beh ind phrases you find disabled person .

common .

Inclusive writing isn't hard. It just takes some focus and perspective. Some general topic areas to pay attention to include: ability and disability, age, nationality, gender and sexuality, race, ethnic origin, and religion.

RESOURCES:

GSA GUIDE TO INCLUSIVE LANGUAGE NI ST IN CL U SIV E LAN GUA GE GUIDAN CE THE QUICK GUIDE TO INCLUSIV

~ GUf G It M~Th tters tncJuBive .UJnwuawe

Remember

Inclusive writing isn't hard. It just takes some focus and perspective. Some genera l topic areas to pay attention to include: AbililV & Disabilitv ability and disability, age, nationality, gender and sexual ity, race, ethnic origin, Take a peop le first approac h .

and religion. Ex. Person with a disability vs.

a disabled person

Age & NalionalilV

Take a subject focused a p proach.

Ex. not referring to someone 's age un less it is relevant to what you are writing about

about marita l or fami ly relationsh ips.

Ex . use "spo u se" instead of " h usband" and "they" instead of " he" or "she"

°'rt CY'l:5\\----------------'

Race, ElhnicilV, Religion Trvto ...

When referring to a perso n 's race, Use relevant, spec ific ethnicity, or religion, consider adjectives, character istics, be humanity not nouns, and words that avoid focused, a n d become sensitive.

stereotypes.

Ex. a Hispanic person vs. a Hispanic

  • .. . ~ * * * ****

RESOUR CES:

GSA GUIDE TO INCLUSIVE LANGUAGE NIST INCLUSIV E LANGUAGE GUIDA NCE

USE ONLY RELEVANT CHARACTERISTICS

Is it important to the message that a woman is attractive, a man is

  • . . hefty, a perso n is we ll dressed?

BECOME SENSITIVE BE HUMANITY FOCUSED

To historical co n text or a lack of general A person with disabilities vs. a understa n d ing be hind phrases you find disabled person .

commo n .

RESOUR CES :

GSA GU IDE TO INC LU NIST l!.JCLUSIVE SIV E LANGUAGE GU IDANCE LA!.JGUAGE

  • The Inclusive Language Ambassadors are a group of volunteers from various offices across the agency.
  • The idea expanded upon the gender-neutral initiative started by SBCR and coordinated with ADM.

WHO WE ARE An open opportunity was posted and anyone who was interested could volunteer.

AND WHAT IS

  • The Inclusive Language Ambassadors seek to OUR GOAL expand the gender-neutral initiative into broad forms of inclusive language and provides recommendations to employees for oral and written communications.
  • The goal is to encourage Agency staff to communicate using inclusive language where possible.

HOW YOU CAN FIND US

All our materials can be found on Nuclepedia if you search "Inclusive Language."

  • The Nuclepedia page includes not only all our information and materials on Inclusive Language, but lists all the

,.-'"elusive Language Ambassadors.

On the Intranet banner (pictured)

Listed under "How We Work" on the Intranet

Digital Signage

intentional focus

  • A void describing people as disabled, handicapped, or confined to a wheelchair.
  • Avoid terms that contribute to stigmas around disability or mental illness: crazy, dumb, lame, insane or psycho.
  • Avoid saying someone "suffers" from a disability
  • Avoid terms that contribute to stigmas around sensory disabilities: blind hiring or tone deaf .
  • Take a people first approach - an adult who uses a wheelchair vs wheelchair user; person with diabetes vs diabetic
  • Avoid using words, images , or situations that reinforce racial, ethnic, or religious stereotypes

( even stereotypes that may appear to be positive).

  • A void the term non-white , or other terms that treat whiteness as a default.
  • Don't make assumptions  : ask how people identify themselves, and be aware of complexities within racial, ethnic, and religious identities. For example, not all Arabs are Muslim, and many nationalities and ethnicities include various religious practices and traditions.
  • When referring to a person's race or ethnicity, use adjectives, not nouns (for example, a Hispanic persan l not- a His "
  • Avoid the presumptions of a heteronormative audience.

Instead of presuming a man has a wife or a girlfriend (and a woman a husband or boyfriend), use "spouse," or "significant other."

  • Instead of "sexual preference," use "sexual orientation" or "sexuality" (sexual orientation is not a choice).
  • Avoid terms that, while generally accepted in society, are male-dominated or male focused. When referring to a group of people, do not use "guys," "ladies and gentlemen." Instead, say "all," "team," "everyone," "folks,"

etc.

  • Phrases like "Best man for the job" should be avoided and 11 best person for the job," or "best qualified person for the job" should be used instead. When referring to the workforce, use "labor," "personnel," "staff," or "employees,"

instead of manpower.

  • Respect how a person wishes to be addressed or referred to. A suggestion is to open a meeting by each person introducing themselves with their pronouns.

rd pt ons  ?

General ,---------~ G Change how Word corrects and formats tl!l<t as you type, Au t o Co rrect Opti o n s ...

Display Proofing When correcting spelling In Microsoft Office progr.uns

E} Ignore words m UPPERCASE Language El lgno Grammar Setti n gs X El lgno l{iritlng style:

Accessibility El Flag - --

Advanced Grammar & Refinements ===~

0 Enfo Customize Ribbon Q pt ions, 0 Slang Quick Access Toolbar 0 Subjunctive Mood French Inclusiveness Add-ins 0 Age Bi a s Trust Center 0 Cultura l Bias 0 Ethnic Slurs When co 0 Gender Bias 0 Gender -Ne ut ral Pronoun s El Che 0 Gen d er-Specif ic Lang uag e 0 Racial Bias 0 Sexual Orie ntat ion Bi a s D Socioecono mic Bias Punctuation Conventions El Sh 0 Comma with Adverb ia ls ..,

Choose Bes et All OK Cancel

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~ els Document ]

E_gceptions for. *-~~ *~ D_o_c_um_ e_n_t2 __________ ___.y j 0 Hide ~elhng o,rrors in this document only D Hige grammar errors in th,s document only

~-O_K_~! [ Cancel

Inclusion Awareness Guide

The purpose of this guide is to create examples of everyday language that has more inclusive alternatives. This list was created to provide humanity-focused (person first) language that encourages users to gain a greater understanding. While these terms are generally encouraged and/o r accepted ,

users should always ask on an individual level how a person prefers to be described or addressed. This guide is intended to provide users with a different perspective, to be mindful, and put away the "like me" bias .

Bases Instead of Use This Handicapped People with disabilities; Disabled peoRle Handicapped Parking Accessible Parking Afflicted with [disability], suffers from Person with [disability or impairment]

[disability]

Normal; healthy people; able-bodied People without disabilities The blind People who are blind, Person who is visually impaired Bipolar/crazy/psycho (especially when I ndecisive/U npredictab le/Surprising/r d describing someone who has not been diagnosed with mental illness)

(Disability) La me/retarded/ slow/ down's person '"li Person with problems walking, cognitivl e impairment or challenges, Do Not Use to fr'TTTT /;;\\ describe a boring or uncool situation Dwarf; little person; midget "'-U..J~L;L Short stature or someone with dwarfi{ m Addict; Alcoholic Someone struggling with addiction or I 1/1. alcoholism ll\\ \\ fil ---. fl.Jl. .,,

Basket case Iii II\\ I Im 11111 l 1 " I' m nervous", antsy, apprehensive or \\worried

~ - - - - Person with Birth defect congenital disability; Pers Jn with J:\\i ~~ l~TT) a birth anomaly Dumb/Mute ruu. u 1rn~ ~ \\IJJ\\1 Person who cannot speak, has a speeo h impediment, or is non-vocal or non-ve 1rbal Wheelchair bound , confined to a wheelchair Person who uses a wheelchair

J t Bases Instead of Use this Hi guys , girls, ladies, gentlemen Hi all, folks, team, friends, everyone I Boyfriend/girlfriend, husband/wife Partners/spouses/significant other Chairman Chair or Chairperson Mankind Humankind or people (Gender and " Man up" Toughen up Best man for the job Best person for the job; Best qualified person Sexuality) for the position Sexual Preference Sexual orientation/sexuality

11 Gender identity "Decided to be a man or a woman Tranny/Transvestite A transgender person Sex Change Transititioning "Homo" or homosexual A gay person, a Lesbian person

Page 11 Straight Heterosexual

" Preferred" Pronouns Pronouns Manmade Artificial; synthetic Manpower Labor; personnel; staff; employees; workers; workforce Spokesman Spokespe rson Rule of thumb Standard or general rule Mother and Father (Mom and Dad) Parents

Bases Instead of Use this Blacklisted, White Lists Block list/safe list, allow/deny lists, "red-lined" Colored People Person of Color Minorities Underrepresented groups, people of color Mixed, mulatto, half-breed, mixed-breed, Biracial or multi-racial exotic Foreigners People from outside the U .S.; immigrant; visitors; travelers; non -native "The" Blacks, "The" White JTT TT Ti( Black, Black people, White, White People Thug Ll...U,J) Do not use Oriental TT 1 Asian Indian (not a person from India) JW When possible, use a specific tribe name or preferred term. Native American has been widely used, but some Native (Race and people prefer ut il~La American Indian or Indigenous American .

Ethnicity) Ghetto A\\ft Use the official name of the Time? neighborhood referring to Ethnic or urban /' Person of color, multi-racial Cake walk

~ "I r 11 That was easy Eskimo , \\. _}1Jl_ Indigenous Hispanic ~ ~'- Latino, Latina  ; LatinX

" Hold Down the Fort" ' 1 Cover the office; left in charge Illegal immigrant/alien '-..,../ Born in [insert country ], immigrant, undocumented immigrant, refugee Pow Wow Unless referring directly to a Native American pow wow, use meet or getting together Sold down the river Betray; Taken advantage of Hip hip hooray! Hooray Long Time No See I haven't seen you in a long time.

Eenie meenie miney moe Random ly selected No can do I can ' t do it.

Page 12 The Grandfather Clause/ Grandfathered Exempt from the new rule In

Bases Instead of Use this Elderly, Old Man/Woman, Geriatric Older person, older adult A young and diverse team An effective and diverse team; wide array of people (Age) A middle-aged workforce An experienced workforce; Non-entry level workers; mid-career staff or professionals Generational Labels (Boomer, Millennial, etc) People ove r age X, People younger than X; People within [age range ]

References  :

httQs:LL adata . orgLfactsheetL ADAN N-wr iti ng I

httQs:LLwww .gsma .comL aboutusLwQ-contentL u Qloa dsL2020L11LGSMA-I ncl usive-La nguage-Guide 2020 . Qdf I

httQs:LLarchive.attn .comLsto riesL6951Lcommon-words - and -Qhrases-that-are- racist

httQs:LLncdj .orgL2015L09Lterms-to-avo id-when-writing-about -disabilityL

lhttQs:LLwww .glaad .orgLreferenceLoffensive

httQs:LLwww . bus inessinsider.comLoffensive-Qhrases -tha-t-QeOQle-still- use -2013-11#10-een ie- meenie -

miney - moe - 10

httQs:LLwww. bustle .comL articlesL 120208 QOQula r-Qh rases-w ith- shocki ng ly - ra cist- mea n ings-a nd -

origins

httQs:LLwww . ma rketi ng-Qartn ers .comLgu ide-to-i ncl us ive- la nguage

LL____ -

Page I 3

  • The Inclusive Language Ambassadors are a group of volunteers from various offices across the agency.
  • The idea expanded upon the gender-neutral initiative started by SBCR and coordinated with ADM.

WHO WE ARE An open opportunity was posted and anyone who was interested could volunteer.

AND WHAT IS

  • The Inclusive Language Ambassadors seek to OUR GOAL expand the gender-neutral initiative into broad forms of inclusive language and provides recommendations to employees for oral and written communications.
  • The goal is to encourage Agency staff to communicate using inclusive language where possible.

HOW YOU CAN FIND US

All our materials can be found on Nuclepedia if you search "Inclusive Language."

  • The Nuclepedia page includes not only all our information and materials on Inclusive Language, but

$.O identifies the Inclusive Language Ambassadors . ~---

On the Intranet banner (pictured)

Listed under "How We Work" on the Intranet

Digital Signage

  • A void describing people as disabled, handicapped, or confined to a wheelchair.
  • Avoid terms that contribute to stigmas around disability or mental illness: crazy, dumb, lame, insane or psycho.
  • Avoid saying someone "suffers" from a disability
  • Avoid terms that contribute to stigmas around sensory disabilities: blind hiring or tone deaf .
  • Take a people first approach - an adult who uses a wheelchair vs wheelchair user; person with diabetes vs diabetic
  • Avoid using words, images , or situations that reinforce racial, ethnic, or religious stereotypes

( even stereotypes that may appear to be positive).

  • Avoid the term non-white , or other terms (blacklist) that treat whiteness as a default.
  • Don't make assumptions  : ask how people identify themselves, and be aware of complexities within racial, ethnic, and religious identities. For example, not all Arabs are Muslim, and many nationalities and ethnicities include various religious practices and traditions.
  • When referring to a person's race or ethnicity, use adjectives, not nouns (for example, a Hispanic persan l not- a His "
  • Avoid the presumptions of a heteronormative audience.

Instead of presuming a man has a wife or a girlfriend ( and a woman a husband or boyfriend}, use "spouse," or "significant other."

  • Instead of "sexual preference," use "sexual orientation" or "sexuality" (sexual orientation is not a choice}.
  • Avoid terms that, while generally accepted in society, are male-dominated or male focused. When referring to a group of people, do not use "guys," "ladies and gentlemen." Instead, say "all," "team," "everyone," "folks,"

etc. Instead of "manpower" consider "workforce, staff, personnel, or labor."

  • Phrases like "Best man for the job" should be avoided and "best person for the job," or "best qualified person for the job" should be used instead. When referring to the workforce, use "labor," "personnel," "staff," or "employees,"

instead of manpower.

  • Respect how a person wishes to be addressed or referred to. A suggestion is to open a meeting by each person introducing themselves with their pronouns .

rd pt ons  ?

General ,---------~ G Change how Word corrects and formats tl!l<t as you type, Au t o Co rrect Opti o n s ...

Display Proofing When correcting spelling In Microsoft Office progr.uns

E} Ignore words m UPPERCASE Language El lgno Grammar Setti n gs X El lgno l{iritlng style:

Accessibility El Flag - --

Advanced Grammar & Refinements ===~

0 Enfo Customize Ribbon Q pt ions, 0 Slang Quick Access Toolbar 0 Subjunctive Mood French Inclusiveness Add-ins 0 Age Bi a s Trust Center 0 Cultura l Bias 0 Ethnic Slurs When co 0 Gender Bias 0 Gender -Ne ut ral Pronoun s El Che 0 Gen d er-Specif ic Lang uag e 0 Racial Bias 0 Sexual Orie ntat ion Bi a s D Socioecono mic Bias Punctuation Conventions El Sh 0 Comma with Adverb ia ls ..,

Choose Bes et All OK Cancel

'!'Yriting ----c:=========""l.::::__  ::::__:::__::::__:::c_~::::__~r----- --'

~ els Document ]

E_gceptions for. *-~~ *~ D_o_c_um_ e_n_t2 __________ ___.y j 0 Hide ~elhng o,rrors in this document only D Hige grammar errors in th,s document only

~-O_K_~! [ Cancel

nclusive Language:

Language For Everyone INCLUSIVE LANGl!JAGE:

It J\\tTheNRC Maflers

Prepared by the Inclusive Language Ambassadors

  • The Inclusive Language Ambassadors are a group of volunteers from various offices across the agency .
  • The idea expanded upon the gender-neutral initiative started by SBCR and coordinated with ADM. An open opportunity was posted by SBCR and ADM and anyone who was interested could volunteer.
  • The Inclusive Language Ambassadors seek to expand the gender-neutral initiative into broad forms of inclusive language and provides recommendations to employees for oral and written communications.
  • The goal is to encourage Agency staff to communicate using inclusive language where possible.

Why Inclusive Language Matters (views of our volunteers)

princip\\es of \\nc\\ushte Language If a master data node fails, the system can switch to one of the slave nodes .

Standardization establishes the baseline mindset, and without it, forward progress is handicapped.

We have a blacklist of vendors we cannot use; instead, refer to the white list of approved contractors.

We want all citizens around the nuclear power plants to be aware of emergency levels.

He was "Monday morning quarterbacking" in the staff meeting.

Yet Another Set of Rules to Remember?

  • Avoid describing people as disabled, handicapped, or confined to a wheelchair.
  • Avoid terms that contribute to stigmas around disability o r mental illness: crazy, dumb, lame , insane o r psycho .
  • Avoid saying someone \\\\suffers" from a disability
  • Avoid terms that contribute to stigmas around sensory disabilities: blind spot or tone deaf.
  • Take a people first approach - an adult who uses a wheelchair vs wheelchair use r; person who is hard of hearing vs deaf person
  • Avoid referring to someone's age, unless it's relevant to what you're writing about
  • Don't use women or older relatives as substitute for novice or beginner. For example, don't say something is so simple your grandmother can use it."
  • Avoid using citizen as a generic term for people . Use people, the public, users, residents, or folks.
  • Avoid using words, images, or situations that reinforce racial, ethnic, or religious stereotypes (even stereotypes that may appear to be positive).
  • Avoid the term non-white, or other terms that treat whiteness as a default.
  • Don1t make assumptions: ask how people identify themselves, and be aware of complexities within racial, ethnic, and religious identities. For example, not all Arabs are Muslim, and many nationalities and ethnicities include various religious practices and traditions.
  • When referring to a person's race or ethnicity, use adjectives, not nouns (for example, a Hispanic person, not a Hispanic).
  • Avoid the presumptions of a heteronormative audience.

Instead of presuming a man has a wife or a girlfriend (and a

11 spouse, 11 or "significant woman a husband or boyfriend), use

11 other.

11 sexual preference, 11 use "sexual orientation 11 or

  • Instead of

11 sexuality 11 (sexual orientation is not a choice) .

  • Avoid terms that, while generally accepted in society, are male-dominated or male focused. When referring to a group

11 guys, 11 \\\\ladies of people, do not use and gentlemen."

11 \\\\everyone 11 \\\\folks II etc Instead say "all I I I I I " "\\\\team

11 Best

  • Phrases like man for the job" should be avoided and

11 best person for 11 or "best qua I the job, ified person for the job" should be used instead . When referring to the workforce, use

11 labor 11 "personnel 11 "staff II or "employees II instead of I I I I manpower.

  • Respect how a person wishes to be addressed or referred to.

A suggestion is to open a meeting by each person introducing themselves with their pronouns.

When greeting others ...

1 Pause and apologize - it was your mistake, but don't dwell on it.

Correct the mistake

Resume the conversation and move forward.

What is important is that you are trying, making an effort, and learning -we all are.

How does this affect belonging in the workplace?

. Seeing people as they want to be seen.

2. Challenges both conscious and unconscious biases.
3. Supports disclosure and declaration
4. Positive language facilitates a collective no blame culture

Psychological Safety Other Resources Inclusive Language Ambassadors Nuclepedia YA-22-0085: A Message from Chair Hanson on Diversity, Equity, Inclusion, and Accessibility NUREG-1379, "NRC Editorial Style Guide," Revision 3 Conscious Style Guide Diversity Style Guide Disability Language Style Guide Syracuse University Disability Cultural Center Language Guide National Lesbian and Gay Journalists Association Style Guide GLAAD Media Reference Guide National Association of Black Journalists Style Guide Asian American Journalists Association Handbook Native American Journalists Association Reporter's Indigenous Terminology Guide Religion Newswriters Association ' s Religion Stylebook APA Bias Free Language GSA Guide NIST Guide 3C Guide

' t n . 7 I General Microsoft Word Change how Word corrects and form ats t ext as y ou type: [ AutoCorrect Options ... j El Displa y Proofing W ~ co rrttt.ing spelling in M icroso ft Office f)f"ograms 0 Ignor e words in UPPERCASE -

Grammar Save Language l:2J lgn01 Grammar Settings  ? X Access ibiLity 0 lgno ~rltln g ,tyro; Checker 0 Flag l!l!lu l11! ll;l1Dil1l~11lg1II l" ,

Advanced 0 Enfo

Customize Ribbon 0 Sugg Qptions: 0 Slang

  • Microsoft Word now includes inclusivity Qui ck Access Toolbar ~ E2] Subjunct,ve Mood " I under its Grammar & Refinements Add -ins Fren c h n Incl usiv e ness E2] Age Bias section. Trust Center I Span ish E2] Cultural Bias E2] Ethnic Slur, Wh en co r E2] Gend,r Bias
  • whi le this shou ld not be used as a 0 Chee 0 Ge nder -Specific l a ngu a g e E2] Gender - Neutral Pronouns substitute for pu rposefu lly choosing 0 Mark E2] Ra ci al Bia s inclus ive language, it can be a he lpfu l tool 0 Freq, 0 Sexual Orien t at ion Bias 0 Socioeconomic Bii!ls IC in assisting the writer. 0 Chee Punctuati on Co nventi o n .s l:2J Sho" E2] Comma with Adverbials "

Choos~ ~ * ~ I OK I ~ n ~

  • Because language is constant ly ~riling evo lv ing, p lease note tha t not a ll slang I Chec)s Document [

terms, names, or phrases may be caught E,gc eptions for: ~ Doc u m ent2 ~

by the grammar checker . O Hide u,<elling errors in thi

  • d o cum e nt o n ly
  • To see step by step how to incorporate L 0 H,ge grammar errors in this document on ty -

inclusiveness in your grammar checker, I OK 11 Canul I -=-

goto:

https://nuclepedia.usa learning.gov/index. \\.. ,J h Inclusive Ian ua e We will be briefing Providing agency-wide Commission Staff on lunch and learn encore presentation on April 27, our group and 2023.

content on April 13,

  • Encore p resentation of our 2023. lunch and learn session in December 2022.

26 Apr. 2023

13 Apr. 2023 27 Apr. 2023

Presenting at AMO All Hands Meeting on April 26, 2023.

Help Us Develop Future Content!

  • We have launched a survey to help us determine content in 2023. Feel free to participate in the survey!
  • Use OR Code or go to:

https://forms.office.com/g/9Bsk8dX Q91

  • The Inclusive Language Ambassadors are a group of volunteers from various offices across the agency.
  • The idea expanded upon the gender-neutral initiative started by SBCR and coordinated with ADM.

WHO WE ARE An open opportunity was posted and anyone who was interested could volunteer.

AND WHAT IS

  • The Inclusive Language Ambassadors seek to OUR GOAL expand the gender-neutral initiative into broad forms of inclusive language and provides recommendations to employees for oral and written communications.
  • The goal is to encourage Agency staff to communicate using inclusive language where possible.

HOW YOU CAN FIND US

All our materials can be found on Nuclepedia if you search "Inclusive Language."

  • The Nuclepedia page includes not only all our information and materials on Inclusive Language, but

"' s all the Inclusive Language Ambassadors . ~~~---------

On the Intranet banner (pictured)

Listed under "How We Work" on the Intranet

Digital Signage

intentional focus

  • A void describing people as disabled, handicapped, or confined to a wheelchair.
  • Avoid terms that contribute to stigmas around disability or mental illness: crazy, dumb, lame, insane or psycho.
  • Avoid saying someone "suffers" from a disability
  • Avoid terms that contribute to stigmas around sensory disabilities: blind hiring or tone deaf .
  • Take a people first approach - an adult who uses a wheelchair vs wheelchair user; person with diabetes vs diabetic
  • Avoid using words, images , or situations that reinforce racial, ethnic, or religious stereotypes

( even stereotypes that may appear to be positive).

  • A void the term non-white , or other terms that treat whiteness as a default.
  • Don't make assumptions  : ask how people identify themselves, and be aware of complexities within racial, ethnic, and religious identities. For example, not all Arabs are Muslim, and many nationalities and ethnicities include various religious practices and traditions.
  • When referring to a person's race or ethnicity, use adjectives, not nouns (for example, a Hispanic persan l not- a His "
  • Avoid the presumptions of a heteronormative audience.

Instead of presuming a man has a wife or a girlfriend (and a woman a husband or boyfriend), use "spouse," or "significant other."

  • Instead of "sexual preference," use "sexual orientation" or "sexuality" (sexual orientation is not a choice).
  • Avoid terms that, while generally accepted in society, are male-dominated or male focused. When referring to a group of people, do not use "guys," "ladies and gentlemen." Instead, say "all," "team," "everyone," "folks,"

etc.

  • Phrases like "Best man for the job" should be avoided and 11 best person for the job," or "best qualified person for the job" should be used instead. When referring to the workforce, use "labor," "personnel," "staff," or "employees,"

instead of manpower.

  • Respect how a person wishes to be addressed or referred to. A suggestion is to open a meeting by each person introducing themselves with their pronouns.

rd pt ons  ?

General ,---------~ G Change how Word corrects and formats tl!l<t as you type, Au t o Co rrect Opti o n s ...

Display Proofing When correcting spelling In Microsoft Office progr.uns

E} Ignore words m UPPERCASE Language El lgno Grammar Setti n gs X El lgno l{iritlng style:

Accessibility El Flag - --

Advanced Grammar & Refinements ===~

0 Enfo Customize Ribbon Q pt ions, 0 Slang Quick Access Toolbar 0 Subjunctive Mood French Inclusiveness Add-ins 0 Age Bi a s Trust Center 0 Cultura l Bias 0 Ethnic Slurs When co 0 Gender Bias 0 Gender -Ne ut ral Pronoun s El Che 0 Gen d er-Specif ic Lang uag e 0 Racial Bias 0 Sexual Orie ntat ion Bi a s D Socioecono mic Bias Punctuation Conventions El Sh 0 Comma with Adverb ia ls ..,

Choose Bes et All OK Cancel

'!'Yriting ----c:=========""l.::::__  ::::__:::__::::__:::c_~::::__~r----- --'

~ els Document ]

E_gceptions for. *-~~ *~ D_o_c_um_ e_n_t2 __________ ___.y j 0 Hide ~elhng o,rrors in this document only D Hige grammar errors in th,s document only

~-O_K_~! [ Cancel

  • The Inclusive Language Ambassadors are a group of volunteers from various offices across the agency.
  • The idea expanded upon the gender-neutral initiative started by SBCR and coordinated with ADM.

WHO WE ARE An open opportunity was posted and anyone who was interested could volunteer.

AND WHAT IS

  • The Inclusive Language Ambassadors seek to OUR GOAL expand the gender-neutral initiative into broad forms of inclusive language and provides recommendations to employees for oral and written communications.
  • The goal is to encourage Agency staff to communicate using inclusive language where possible.

eve l'ilts:

W YOU CAN FIND US

All our materials can be found on Nuclepedia if you search "Inclusive Language."

  • The Nuclepedia page includes not only all our information and materials on Inclusive Language but lists a ll the Inclusive Language Ambassadors .

On the Intranet banner (pictured)

Listed under "How We Work" on the Intranet

Digital Signage

rd pt ons  ?

General ,---------~ G Change how Word corrects and formats tl!l<t as you type, Au t o Co rrect Opti o n s ...

Display Proofing When correcting spelling In Microsoft Office progr.uns

E} Ignore words m UPPERCASE Language El lgno Grammar Setti n gs X El lgno l{iritlng style:

Accessibility El Flag - --

Advanced Grammar & Refinements ===~

0 Enfo Customize Ribbon Q pt ions, 0 Slang Quick Access Toolbar 0 Subjunctive Mood French Inclusiveness Add-ins 0 Age Bi a s Trust Center 0 Cultura l Bias 0 Ethnic Slurs When co 0 Gender Bias 0 Gender -Ne ut ral Pronoun s El Che 0 Gen d er-Specif ic Lang uag e 0 Racial Bias 0 Sexual Orie ntat ion Bi a s D Socioecono mic Bias Punctuation Conventions El Sh 0 Comma with Adverb ia ls ..,

Choose Bes et All OK Cancel

'!'Yriting ----c:=========""l.::::__  ::::__:::__::::__:::c_~::::__~r----- --'

~ els Document ]

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  • The Inclusive Language Ambassadors are a group of volunteers from various offices across the agency.
  • The idea expanded upon the gender-neutral initiative started by SBCR and coordinated with ADM.

WHO WE ARE An open opportunity was posted and anyone who was interested could volunteer.

AND WHAT IS

  • The Inclusive Language Ambassadors seek to OUR GOAL expand the gender-neutral initiative into broad forms of inclusive language and provides recommendations to employees for oral and written communications.
  • The goal is to encourage Agency staff to communicate using inclusive language where possible.

HOW YOU CAN FIND US

All our materials can be found on Nuclepedia if you search "Inclusive Language."

  • The Nuclepedia page includes not only all our information and materials on Inclusive Language, but

"' s all the Inclusive Language Ambassadors . ~~~---------

On the Intranet banner (pictured)

Listed under "How We Work" on the Intranet

Digital Signage

intentional focus

  • A void describing people as disabled, handicapped, or confined to a wheelchair.
  • Avoid terms that contribute to stigmas around disability or mental illness: crazy, dumb, lame, insane or psycho.
  • Avoid saying someone "suffers" from a disability
  • Avoid terms that contribute to stigmas around sensory disabilities: blind hiring or tone deaf .
  • Take a people first approach - an adult who uses a wheelchair vs wheelchair user; person with diabetes vs diabetic
  • Avoid using words, images , or situations that reinforce racial, ethnic, or religious stereotypes

( even stereotypes that may appear to be positive).

  • A void the term non-white , or other terms that treat whiteness as a default.
  • Don't make assumptions  : ask how people identify themselves, and be aware of complexities within racial, ethnic, and religious identities. For example, not all Arabs are Muslim, and many nationalities and ethnicities include various religious practices and traditions.
  • When referring to a person's race or ethnicity, use adjectives, not nouns (for example, a Hispanic persan l not- a His "
  • Avoid the presumptions of a heteronormative audience.

Instead of presuming a man has a wife or a girlfriend (and a woman a husband or boyfriend), use "spouse," or "significant other."

  • Instead of "sexual preference," use "sexual orientation" or "sexuality" (sexual orientation is not a choice).
  • Avoid terms that, while generally accepted in society, are male-dominated or male focused. When referring to a group of people, do not use "guys," "ladies and gentlemen." Instead, say "all," "team," "everyone," "folks,"

etc.

  • Phrases like "Best man for the job" should be avoided and 11 best person for the job," or "best qualified person for the job" should be used instead. When referring to the workforce, use "labor," "personnel," "staff," or "employees,"

instead of manpower.

  • Respect how a person wishes to be addressed or referred to. A suggestion is to open a meeting by each person introducing themselves with their pronouns.

rd pt ons  ?

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E_gceptions for. *-~~ *~ D_o_c_um_ e_n_t2 __________ ___.y j 0 Hide ~elhng o,rrors in this document only D Hige grammar errors in th,s document only

~-O_K_~! [ Cancel

  • The Inclusive Language Ambassadors are a group of volunteers from various offices across the agency .
  • The idea expanded upon the gender-neutral initiative started by SBCR and coordinated with ADM. An open opportunity was posted by SBCR and ADM and anyone who was interested could volunteer.
  • The Inclusive Language Ambassadors seek to expand the gender-neutral initiative into broad forms of inclusive language and provides recommendations to employees for oral and written communications.
  • The goal is to encourage Agency staff to communicate using inclusive language where possible.

Why Inclusive Language Matters (views of our volunteers)

Words matter because they can forge positive connections, or they create distance and miscommunication.

Inclusive language helps people feel more welcome - and thus willing to receive to your message

Inclusive language conveys respect and maintains neutrality

Inclusive language avoids perpetuating prejudicial beliefs or demeaning attitudes

If a master data node fails, the system can switch to one of the slave nodes .

Standardization establishes the baseline mindset, and without it, forward progress is handicapped.

We have a blacklist of vendors we cannot use; instead, refer to the white list of approved contractors.

We want all citizens around the nuclear power plant to be aware of emergency levels.

He was "Monday morning quarterbacking" in the staff meeting.

General Principles Yet Another Set of Rules to Remember?

  • Avoid describing people as disabled, handicapped, or confined to a wheelchair.
  • Avoid terms that contribute to stigmas around disability or mental illness: crazy, dumb, lame, insane o r psycho.
  • Avoid saying someone \\\\suffers" from a disability
  • Avoid terms that contribute to stigmas around sensory disabilities: blind spot or tone deaf.
  • Take a people first approach - an adult who uses a wheelchair vs wheelchair use r; person who is hard of hearing vs deaf person
  • Avoid referring to someone's age, unless it's relevant to what you're writing about
  • Don't use women or older relatives as substitute for novice or beginner. For example, don't say something is \\\\so simple your grandmother can use it."
  • Avoid using citizen as a generic term for people . Use people, the public, users, residents, or folks.
  • Avoid using words, images, or situations that reinforce racial, ethnic, or religious stereotypes (even stereotypes that may appear to be positive).
  • Avoid the term non-white, or other terms that treat whiteness as a default.
  • Don1t make assumptions: ask how people identify themselves, and be aware of complexities within racial, ethnic, and religious identities. For example, not all Arabs are Muslim, and many nationalities and ethnicities include various religious practices and traditions.
  • When referring to a person's race or ethnicity, use adjectives, not nouns (for example, a Hispanic person, not a Hispanic).
  • Avoid the presumptions of a heteronormative audience.

Instead of presuming a man has a wife or a girlfriend (and a

11 spouse, 11 or "significant woman a husband or boyfriend), use

11 other.

11 sexual preference, 11 use "sexual orientation 11 or

  • Instead of

11 sexuality 11 (sexual orientation is not a choice) .

  • Avoid terms that, while generally accepted in society, are male-dominated or male focused. When referring to a group

11 guys, 11 \\\\ladies of people, do not use and gentlemen."

11 \\\\everyone 11 \\\\folks II etc Instead say "all I I I I I " "\\\\team

11 Best

  • Phrases like man for the job" should be avoided and

11 best person for 11 or "best qualified the job, person for the job" should be used instead . When referring to the workforce, use

11 labor 11 "personnel 11 "staff II or "employees II instead of I I I I manpower.

  • Respect how a person wishes to be addressed or referred to.

A suggestion is to open a meeting by each person introducing themselves with their pronouns.

' t n . 7 I General Microsoft Word Change how Word corrects and form ats t ext as you type: [ AutoCorrect Options ... j El Display Proofing W~ corrttt.ing spelling in Microsoft Office f)f"ograms 0 Ignor e words in UPPERCASE -

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inclu siveness in your grammar checker, I OK 11 Canul I goto:

https://nuclepedia.usa learning.gov/index. \\... ~

h Inclusive Ian ua e Other Resources

Conscious Style Guide Diversity Style Guide Disability Language Style Guide Syracuse University Disability Cultural Center Language Guide National Lesbian and Gay Journalists Association Style Guide GLAAD Media Reference Guide National Association of Black Journalists Style Guide Asian American Journalists Association Handbook Native American Journalists Association Reporter's Indigenous Terminology Guide Religion Newswriters Association's Religion Stylebook APA Bias Free Language GSA Guide NIST Guide Inclusive Language Ambassadors Nuclepedia

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