June 17, 2024
By Marie-Ève Caron, APTN Communications Coordinator
As an organization that’s attentive to diversity issues, APTN wishes to establish more inclusive communication practices within the network. This transition will be increasingly noticeable in both our internal and external communications. To ensure the smooth implementation of this process, APTN is committed to providing the necessary tools and training for staff members as well as resources and support for audiences.
It’s important to move in the direction of more inclusive communications for several reasons:
- These practices help to promote equality and diversity and avoid, or at least reduce, the marginalization and discrimination of certain people.
- By using language that respects diversity, we can create a more inclusive and welcoming environment for all.
- The use of inclusive writing in our texts is prioritized in an effort to further evolve and improve the English language.
- This transition raises awareness of inclusion issues and encourages a positive change in attitudes and behaviours towards people from minority groups.
- Embracing inclusivity involves active listening, learning from others and valuing a plurality of perspectives.
- Inclusive language empowers individuals by granting them authority over their own lives and experiences.
- Inclusive writing goes beyond adherence to fixed rules; it requires deep reflection on the subject as well as the way it is represented.
The Government of Canada defines inclusive writing as “a set of principles and techniques designed to promote inclusion and respect for diversity and to eliminate all forms of discrimination based on sex, gender, sexual orientation, race, ethnicity, disability or any other identity factor”.
This decision is consistent with APTN’s collaborative culture code, “Our People. Our Culture.,” inspired by the Anishinaabe Teachings of the Seven Grandfathers. The various components of this culture code are intended as guiding principles in our conduct towards others and our surroundings. We can associate three particular aspects of our culture code with the adoption of inclusive writing practices:
- Minaadendamowin – Deeper relationships (respect): We foster inclusivity and honour all communities (and identities) across Turtle Island.
- Gwayakwaadiziwin – Righteousness (honesty): We hold each other accountable and align our words with action.
- Aakode’ewin – Moral courage to do the right thing (courage): We are courageous in our decisions, and we listen to new ideas without judgement.
Below are a few basic principles of inclusive communications. References are available at the end of this feature if you wish to do further research.
Gender References
You may have come across documents employing masculine nouns and pronouns when referring to subjects with unclear or variable genders or when describing groups that encompass individuals beyond those who identify as men. Traditionally, we’ve learned to interpret the terms “man” or “men” as being representative of everyone. Additional instances of gendered language include words that assume connections between specific professions and genders, such as “cameraman.” The use of “man” and words ending in “-man” to refer to many individuals, regardless of gender, is not inclusive. There are typically alternatives to gendered nouns that can be used instead.
EXAMPLES: Individual or person (instead of man), people or humanity (instead of mankind), camera operator or cameraperson (instead of cameraman).
Pronouns
Everyone has pronouns, regardless of their gender identity (they/them, she/her, he/him and many others). The practice of using masculine pronouns (“he,” “his,” “him”) as the default is outdated and may confuse or offend people. A good inclusive practice is to always ask someone their pronouns so that you can adapt your language appropriately. As inclusive writing becomes a standard practice, so too does using “they” as a singular pronoun. The adoption of “they” as the standard third-person, gender-neutral pronoun in all written and spoken contexts is recommended as it represents the most respectful way to acknowledge individuals of all genders.
NOTE: Refrain from using the term “preferred pronouns,” as someone’s pronouns belong to them, much like their name does. When inquiring about someone’s pronouns, you can simply say, “what are your pronouns?”
Human-first Language
Employing human-first language empowers individuals to be recognized as people before being recognized for their status or their state of being. Using human-first language also helps us avoid defining people solely by one aspect of their identities.
EXAMPLES: A person with a disability (instead of a disabled person), a person with an addiction (instead of an addict).
Given that this is an ongoing process, and these are our first attempts in inclusive writing, we may make errors from time to time. We thank you for sharing your feedback with us and contributing to this wave of change towards the inclusion of all.
Here are the documents we used as references: