Words at work
ā 5 min read
3 expert tips for approaching diversity and inclusion language

As the editor of The Diversity Style Guide, Rachele Kanigel is considered an expert on the topic of diversity, equity, and inclusion language. The guide contains more than 700 terms related to race/ethnicity, disability, immigration, sexuality and gender identity, drugs and alcohol, and geography.
Also a professor and chair of the journalism department San Francisco State University, Kanigel puts her reporting skills to good use to curate the Diversity Style Guide. She consults language guidelines from other organizations, including the National Association of Black Journalists and the National Institute on Drug Abuse Media Guide.
Racheleās responsibilities for The Diversity Style Guide are two-fold. Sheās in charge of updating the style guide and consulting with media agencies as well as organizations like WebMD, the Modern Language Association, content marketing agencies, museums, and more.
It comes as no surprise that the DiversityStyleGuide.org traffic and Diversity Style Guide book sales have increased since the Black Lives Matter movement gained widespread attention in 2020. In fact, website traffic nearly tripled between June and July.
Is “political correctness” a thing of the past?
Kanigel points out that The Diversity Style Guide is not a guide to being politically correct. āPlenty of people still use the term āpolitically correctā, but I hope itās going out of style. I never liked the phrase,ā she says.
How does using inclusive language make an impact on culture?
Using inclusive language helps build trust and credibility, particularly with groups of people who have felt historically underrepresented or misrepresented, Kanigel says. āIf you use terms that are inaccurate ā like āwheelchair-boundā or calling an Indigenous person an āIndianā ā you lose credibility with sources and audiences,ā she says.
Why does using offensive language cause loss of credibility with your audience? Because they donāt trust you, Kanigel explains. āIf you bother to ask what tribe an Indigenous person is from or you say āperson who uses a wheelchairā or donāt mention the wheelchair if itās not relevant to the story, you begin to win the trust of that person or that community.ā
How has diversity and inclusion in language evolved?
The Diversity Style Guide has come a long way since it was originally produced in the 1990s by CIIJās News Watch Program with help from many journalism organizations.
As Kanigel explains, the original Diversity Style Guide drew from about half-dozen style guides and had about 150 terms. Now, the current guide draws from more than 23 sources ā as well as terms that Kanigel researched herself ā comprising more than 700 terms.
How does Kanigel approach making updates to the Diversity Style Guide?
She initially took most of the terms straight from the original sources, but sometimes found differing or conflicting information or terms were out of date. A lot of the guides she referenced were written in the 1990s and some havenāt been updated, so she did more research. āSometimes I take guidance from multiple sources or I use information from one source and then update it, putting the new information in brackets,ā she says. Now that the Diversity Style Guide site has been up for four years, some of the original terms seem dated and sheās going back and updating some terms.
Hereās how Kanigel answers the most common questions she receives from media organizations and other clients about diversity and inclusion.
3 tips for approaching diversity and inclusion language
1. Donāt make blanket statements about race and ethnicity
People ask a lot about which terms for race and ethnicity are preferable ā African American or Black? Native American, Indigenous, or American Indian? Latino/Latina, Hispanic, or Latinx?
āThe truth is thereās no one right answer,ā Kanigel says. āSome individuals identify with multiple terms and others have strong feelings for or against a particular term. You canāt make a blanket statement.ā
People have different feelings about these terms based on where they grew up, what terms were used in their families, etc. And these terms are still evolving. For example, a lot more people seem to be embracing āBlackā over āAfrican Americanā now in the wake of the resurgence of the Black Lives Matter Movement.
A few years ago, Kanigel received a number of questions about pronouns, especially which ones to use for transgender and non-binary people. She doesn’t get those questions so much now as people have become more familiar and comfortable with the idea that gender is a spectrum and that some people donāt identify with the gender they were assigned at birth.
2. Ask, don’t assume how groups of people want to be referred to
If youāre unsure of what terms to use, ask your sources. When you canāt ask sources, seek out guidance from community leaders and respected organizations.
Now a lot of journalists routinely ask all sources which pronouns they use. āIt can be difficult to ask about gender and racial identity, but the more you do it, the more comfortable youāll get asking questions,ā Kanigel says.
3. Prepare for the constant evolution of language
If anythingās certain, itās that language around diversity is going to change. āTerms that we donāt think twice about saying now will go out of favor and new terms will come into the lexicon,ā Kanigel says. āThe English language has been under construction for about 1,400 years and it will continue to evolve.ā
Kanigel believes thereās a need to improve terms related to incarceration and detention. āSomeone just suggested I add terms like incarcerated, prisoner, inmate, offender and felon to The Diversity Style Guide, noting that some of these terms dehumanize people,ā she says. āIām starting to research these words and Iām looking for better alternatives.ā