As we transition into 2023, it’s important that we are thinking about what should be taken into the ... [+]
The diversity, equity, and inclusion field has seen many iterations as it continues to grow and change. As the space evolves, it is imperative to reevaluate the terminology that is being used and assess the lexicon to ensure accuracy. The need for accurate language, especially when speaking about topics related to equity is personified by Angela Davis’ quote which was written in Freedom is a Constant Struggle: “the call for public conversations on race and racism is also a call to develop a vocabulary that permits us to have insightful conversations. If we attempt to use historically obsolete vocabularies, our consciousness of racism will remain shallow.” A new year is rapidly approaching. As we transition into 2023, it’s important that we are thinking about what should be taken into the new year and what must be left in to 2022. This article was inspired by a LinkedIn post that asked users to share what DEI terms they felt were outdated. This piece highlights six terms that should be left in 2022.
1. Blind spot. There’s a ton of ableist language baked into the everyday American vernacular. One term that should be discontinued is blind spot. We often use blind spot to refer to a person’s lack of knowledge or awareness about a particular topic or issue. We say things like “that’s her blind spot” or “they have blind spot about that issue.” The problem is that it is a degrading term that implies that blindness or being vision-impaired is a negative thing. Many of the ableist terms we use are degrading to people with particular disabilities and are based on the notion that those with these disabilities are inherently wrong. The term is predicated on the belief that not having the understanding or awareness about something means you are “blind” to it, which is demeaning to people who are blind or vision-impaired. Instead of blind spot, you can say that you are ignorant about an issue, don’t have a lot of knowledge about something or that your understanding is limited.
2. POC. Although the term people of color or POC has become the preferred catchall phrase to refer to non-white people, it isn’t the best term that could be used to describe the non-white population. BIPOC is a similar umbrella term meaning Black Indigenous Person of Color that should be abolished. When looking at the global population, non-white people make up the majority of the world’s population. This is why using the term minority to refer to non-white people is not factually correct. A more accurate term would be people of the global majority, which a term that some have started to use instead of POC. When speaking about non-white populations, specificity is important. Rather than using a term to refer to all non-white groups, be specific about who you are talking about. Part of the problem with the term people of color is that it erases the very real issues that are experienced by different communities within the POC umbrella. Although East Asians and Blacks in America, for example, endure racism and marginalization, their experiences are unique and deserve to be differentiated in order to develop interventions that address the particular issues that each group is facing. Instead of using POC, name the specific group or groups you are referring to.
3. BAME. BAME is the acronym used in the United Kingdom that stands for Black, Asian, and multi-ethnic. In 2021, the Commission on Race and Ethnic Disparities advised that the umbrella term be dropped. A large part of the reason why the term is outdated is because, similar to the term POC, BAME disguises the unique experiences that communities within that umbrella experience. It is recommended to explicitly state the communities you are referring to otherwise, it is advised to instead use a term like “people from ethnic minority backgrounds,” which works in countries where non-white people are the population’s minority. In the United States however, demographers predict that by the year 2045, the white population will be the minority, so the term ethnic minority won’t necessarily be accurate. Be mindful of a country or region’s demographics before using umbrella terms.
Part of the problem with the term people of color is that it erases the very real issues that are ... [+]
4. Brown. To refine many of the words, phrases and terms we frequently use, specificity is vital. Often people use the term brown to refer to a plethora of different non-white communities. The problem with the term is that it is not clear who is being referred to when it is being used. People use brown to refer to Hispanic and Latin American communities. Brown is also popularly used to refer to South Asian communities. Some argue that certain East Asian populations, like Filipinos, could also be considered brown. It is not entirely clear who is included or excluded when the term is being used. Does it encompass Native American and Indigenous populations of people? It becomes more convoluted when we think about who gets to call themselves brown. When you are speaking about the specific experiences of people within a certain country or region of the world, rather than saying brown, be intentional about naming the group or groups you are referring to. Instead of the saying Black and brown communities, specify which communities are denoted when using the term brown.
5. Preferred pronouns. In an attempt to be more inclusive, many have encouraged sharing gender pronouns at the beginning of conversations. In some classrooms, educators have started asking students for their pronouns. Pronouns are frequently used in email signatures, and social media websites like LinkedIn and Instagram now allow users to share their pronouns. When inquiring about a person’s pronouns, people sometimes use the term “preferred pronouns.” Forbes contributor A.C. Fowlkes explained why this is problematic, explaining that pronouns are not simply a preference but for many people a statement of fact. As Marcos Navarro Garcia explained in a comment on a LinkedIn post about outdated terms, “pronouns are not a preference; preferred implies that it is acceptable to refer to someone with other pronouns they don’t identify with.” Instead of asking for preferred pronouns, ditch the preferred and simply ask about a person’s pronouns.
6. Professional. The term professional is a relative term. When using, there is no clear definition for what it means. Often when we are using the term, we are thinking from a white and Eurocentric lens. Attorney Leah Goodridge wrote a compelling piece for the UCLA Law Review about why professionalism is a racial construct. Goodridge argues that professionalism is often a term used to regulate things like hair and tone and is “grounded in racial subordination and white supremacy.” Professional is a very subjective term that is often used to discriminate against non-Western and non-white populations. Rather than operating based on these skewed standards of professionalism, think about two things: Why is it that we are seeking professionalism? What are some specific actions and behaviors that personify being professional? It may be a set of behaviors or actions that are required for a job role, for example. Think about the origins of your expectations to assess whether they are based on white and Eurocentric standards and norms (spoiler alert: they likely are).
