The power of words: Building a more inclusive tech world

Our industry tends to focus on progress. It’s the nature of what we do in digital, constantly looking for better ways of doing things.

 

It’s therefore important to be able to communicate quickly and precisely. But successful communication isn’t just about sending and receiving information, it’s about fostering a sense of belonging and inclusivity. The words we choose can hold immense power, either building bridges of understanding or creating walls that alienate people.

Our herd has been thinking about this lately, particularly in light of the UK’s pre-election period. Only recently, it was widely known as “purdah”, a word borrowed partly from Urdu and partly from Persian. In Urdu, “parda” denotes a curtain or veil used in some Muslim and Hindu communities to screen women from public observation, particularly from the sight of men and strangers. Barrister and Women’s Rights activist, Harini Iyengar argued that using the word “purdah” as shorthand for the pre-election period is “sexist, racist and offensive”, claiming the word was misappropriated during the British Occupation of India. This system historically took away women’s human rights (University of Wolverhampton, 2021).

Following these criticisms, large businesses in the UK, like the Bank of England, stopped using the term purdah due to its connotations of gender inequality (www.bloomberg.com, 2019).

Language does evolve and should act towards being more inclusive, allowing everyone to join in larger discussions and not feel segregated from their communities or nation. 

But in the wider digital technology world, do words matter that much? And how can we ensure we create a culture of inclusivity?

Why words matter in tech

Acronyms and industry terms are a much-needed part of any business. Shorthand can speed things up, communicating ideas and policy within seconds that may have taken minutes. However, jargon-laden phrases can create significant barriers, discouraging talented people from pursuing careers in tech.

A study by Kapor Center for Social Impact focused on why people leave their tech jobs, revealing that underrepresented minorities were twice as likely to leave their positions (Kapor Center, 2017). Unfair treatment, often stemming from poor people management practices, was the primary reason for departure by 37% of participants. Notably, 57% of those who left said they would have stayed if their employers had addressed the workplace environment and culture.

Having a kaleidoscope of perspectives fosters innovation and problem-solving, ensuring everyone feels valued and heard regardless of background, identity, or neurotype is a key part of our culture.

Our herd has nurtured vibrant communities of belonging, having found a voice in like minded circles such as LGBTQ+, neurodivergent, ethnic minorities and disabled communities that offer a space for support, networking, and most importantly, a sense of belonging where team members can connect, share experiences, and find camaraderie with others who share similar identities.

The tech industry needs to become more open and accepting of a broader, more diverse audience. Language plays a crucial role in achieving this goal. Until biases in our language, even unintentional ones, are proactively addressed, they will continue to permeate system and service design, as well as the algorithms powering new technologies (UK Finance, 2023). 

Shaping perceptions 

Words are more than just labels, they carry immense power to shape our understanding of the world. Even in the digital technology industry, seemingly harmless, common-use phrases can influence the people around us. 

Mostly used in cyber security for access systems, terms like “whitelist” and “blacklist” have been long staples to quickly explain what can be seen as approved or trusted (whitelisted) or unacceptable and banned (blacklisting).

But it isn’t just our industry that does this. We use terms like “black sheep”, ”black mail” and “black market”. Our language has set this precedent for many years, and its recorded as far back as the 17th century that we have used these terms in regards to business operations (Spunk, 2023). 

That doesn’t mean that this trend should continue, that we should enforce the connotations of how “black” is undesirable in our society and workplace. What if we were to talk about skin tone? Are we happy to insist that one colour of skin is more acceptable than the other? Affirming hundreds of years of racism and segregation? No should be your unequivocal response.

This may seem like an extreme example, but it paints just how much language can be an isolating experience for people from diverse backgrounds. The lack of inclusivity can discourage talented individuals from pursuing tech careers. By adopting clear and all-inclusive language, we can create a more welcoming environment for everyone. 

Using better language 

“Man hours”. A term we’re all well aware of, but was it just men that built your service? Especially if you have been conversing with a female project manager who has expertly communicated, crafted and delivered precisely what you have asked for, leading a group of people who can be non-binary, transgender, men and women. Yet, it was all “man hours”. 

Language, like technology, thrives on evolution. Just as innovation demands the abandonment of outdated systems, language should shed harmful language by embracing inclusive terminology and dismantling the invisible walls that can hinder communication and participation.

Our herd has put their heads together to try come up with some examples of phrases we use and alternatives that can lead to a more inclusive environment: 

Outdated Terms	More Inclusive Options
Whitelist/blacklist	Allowlist/denylist (or approved/blocked list)
White hat/black hat	Ethical/unethical
Sanity check	Functional test (or confidence check for a more positive spin)
Man Hours	Person Hours/Development Hours
Master/Slave	Controller/Node
Master branch	Main Branch
Gendered pronouns	They, them, their
Grandfathered	Legacy Status