NON-DISCRIMINATORY LANGUAGE GUIDELINES
The University community is diverse. It is comprised of many cultures, backgrounds and
experiences and it is important that this diversity be reflected in all facets of University life,
including language. Language plays a critical role in expressing inter-group relations and by
positioning some people, or groups of people, as different to the norm we can create an
image that implies those people are somehow inferior. It can also work to exclude some
people from feeling a sense of ‘belonging’ to the organisation. We can inadvertently convey or
reinforce stereotypic attitudes, assumptions and inaccurate information about various groups
of people by using inappropriate language or terminology.
Language is often used to reinforce the perceived superior position of one gender over
another. Historically, the bias has been expressed in favour of men and discriminated against
women. Be aware of language that renders women invisible through the generic usage of the
masculine pronouns ‘he’, ‘him’, and “his’ to refer to both men and women. The usage of
suffixes or qualifiers that imply women are anomalous in the situation, e.g. woman academic,
female electrician, actress act to convey images of women being subordinate to men.
It is not appropriate to make references to race, culture or religion if they are irrelevant to the
context of what is being written or said. Gratuitous descriptions can convey the impression
that the persons referred to are different or unusual, e.g. Asian student, Muslim professor,
Aboriginal woman.
This guide has been developed to assist staff and students to avoid bias when speaking or
writing, and assist the University to create an inclusive environment which values the diversity
of its community. It is important to note that because no universal agreement exists on
terminology, and because language and culture continually change, the ideas in this
publication should be considered helpful suggestions rather than rigid rules.
Communications can be unintentionally discriminatory if they include irrelevant and
inappropriate references to any of the following:
 gender
 race
 impairment
 religion
 family status
 family responsibilities
 age
 sexuality
Humour based on gender, race, impairment and age is particularly offensive and may
constitute harassment in particular circumstances.
1. Title and modes of address:
It is courteous to allow each individual the right to choose the prefix they prefer or not to use a
prefix at all. Be consistent in the usage of titles and addresses when issuing invitations and
notices or preparing speeches.
Inappropriate
Miss or Mrs.
Appropriate
Ms except where the woman prefers Miss or
Mrs.
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2. Inclusive Personal Pronouns:
Use pronouns that refer to both men and women to avoid using the generic “he”, “his” and
“him”.
Inappropriate
Each Lecturer will give his students
Appropriate
Lecturers will give their students
He must return his assignment by the due
date
Students must return assignments by the due
date
Anyone who wants his work assessed
Those who want their work assessed
3. Patronising and Demeaning Expressions:
Expressions which include specification of age, sex, race, disabilities and family
responsibilities can convey patronizing attitudes.
Inappropriate
The girls in the office
Appropriate
The office staff
The disabled lecturer
The lecturer
The Asian ladies in the word-processing pool
The word-processing operators
4. Occupation Stereotypes:
Avoid using sexist assumptions.
Inappropriate
Lecturers and their wives
Appropriate
Lecturers and their partners
We are looking for an administrator who is his
own man
We are looking for an administrator with a
sense of independence and integrity.
5. Gratuitous Gender, Race, Age and Disability Descriptions:
Avoid gratuitous adjectives. Such adjectives place an unnecessary focus on individual
characteristics that are generally out of context.
Inappropriate
Asian doctor
A lady lawyer
A male nurse
A cleaning lady
A blind social worker
Appropriate
A doctor
A lawyer
A nurse
A cleaner
A social worker
6. Examples of Inclusive Language:
Inappropriate
Chairman
To man
Man hours
Mankind
The average man
Spokesman
Man of science
Actress
Authoress
Appropriate
Chairperson or convenor
To staff or operate
Working hours
Humankind
The average person
Spokesperson
Scientist
Actor
Author
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7. Descriptions of people:
Inappropriate
The disabled
Confined to a wheelchair
The mentally ill
Geriatrics, or elderly
Blacks
Victim of AIDS
Appropriate
People with disabilities
Wheelchair user
People with psychiatric impairment
Older people or senior citizens
Aboriginal and Torres Strait Islander
Australians
Person with AIDS
Equal employment opportunity and student access and equity are the responsibility of all
Griffith staff.
Accountability for ensuring that equal employment opportunity and student access and equity
are implemented at element level rests with senior element managers.
If you have any queries regarding the non-discriminatory language guidelines please contact
Alarna Lane-Mullins on (07) 373 55559 or at a.lane-mullins@griffith.edu.au
* Acknowledgment is made to the UWA’s document, “Using Inclusive Language” 2006
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