The Ecofeminist Institute Policy on Inclusive Language
1. Introduction
At The Ecofeminist Institute, we recognize that language is a fundamental instrument in shaping perceptions, fostering belonging, and ensuring equitable participation in scientific and academic discourse. The language we use has the power to create connections, promote respect, and advance inclusivity, or conversely, to exclude, marginalize, or silence individuals and communities.
As an institution committed to equity, diversity, and inclusion (EDI), we acknowledge that language evolves over time and across cultural, social, and academic contexts. We advocate for a flexible and open-minded approach to language use that reflects our dedication to accessibility, justice, and intersectionality.
2. Purpose and Scope
This policy provides a framework for adopting inclusive language practices within all institutional communications, research, publications, conferences, and public engagements. It applies to:
Employees, faculty, staff, and volunteers
- Students, researchers, and affiliated scholars
- Conference participants, panelists, and speakers
- Collaborators, stakeholders, and partner organizations
3. Why inclusive language matters
Language is more than a communication tool—it is a reflection of societal values and a mechanism for either inclusion or exclusion. The Ecofeminist Institute is committed to fostering an environment where all individuals—regardless of gender, race, ethnicity, disability, socioeconomic status, or other identities—feel seen, respected, and valued.
By implementing inclusive language practices, we:
- Reduce bias and discriminatory language in research and academic discourse
- Support gender-inclusive, non-ableist, and culturally sensitive communication
- Acknowledge the historical and social power dynamics embedded in language
- Align our institutional practices with global human rights and EDI commitments
4. Principles of inclusive language
Our commitment to inclusive language is not a static list of approved terms but an evolving practice. We encourage all individuals within our institution to approach language with openness, intentionality, and humility.
The following guiding principles should be applied in all institutional communications:
4.1. Context sensitivity
Language must be adapted to specific cultural, disciplinary, and social contexts.
Terms that are inclusive in one setting may be problematic in another.
4.2. Respect for identity and self-determination
People should be referred to by the terms, pronouns, and identities they choose.
Avoid imposing labels or using terminology that may be outdated or offensive.
4.3. Avoiding harmful or stigmatizing language
Refrain from using language that reinforces stereotypes, discrimination, or bias.
Replace outdated terms with neutral, respectful alternatives
4.4. Intersectionality and inclusion
Recognize that people’s identities and lived experiences intersect in complex ways.
Consider how language impacts individuals who experience multiple forms of marginalization.
4.5. Commitment to learning and unlearning
Inclusive language is an ongoing process of reflection, education, and adaptation.
We encourage all members of our community to engage in dialogue, receive feedback, and make adjustments accordingly.
5. Inclusive language guidelines
Use gender-neutral terms where possible (e.g., “chair” instead of “chairman,” “they” instead of “he/she”).
Respect people's chosen pronouns and gender identities.
Use person-first or identity-first language as preferred by the individual (e.g., “person with a disability” or “disabled person”).
Avoid terms like “handicapped” or “crippled”; instead, use neutral descriptors like “person with a mobility impairment.”
Refrain from framing disability in negative or pity-based language (e.g., use “wheelchair user” instead of “confined to a wheelchair”).
Avoid racially coded or historically oppressive terms (e.g., replace “blacklist” with “denylist”).
Use precise and respectful terminology when discussing racial or ethnic identities, ensuring alignment with self-identification preferences.
Replace stigmatizing terms like “crazy” or “insane” with neutral alternatives such as “person with a mental health condition.”
Use person-first language when referring to individuals with substance use disorders (e.g., “person with a substance use disorder” instead of “addict”).
Use neutral and legally appropriate language (e.g., “undocumented immigrant” instead of “illegal alien”).
Recognize that citizenship status should only be mentioned when relevant to the discussion.
6. Implementation and accountability
To ensure the successful adoption of inclusive language across our institution, the following measures will be implemented:
Training & Awareness: All staff, researchers, and members will receive ongoing EDI training on inclusive language.
Policy Review & Updates: This policy will be reviewed annually and revised in response to evolving best practices and community feedback.
7. Reporting and feedback mechanisms
We encourage all members of our community to contribute to this dialogue by:
Providing feedback on inclusive language practices
Reporting instances of non-inclusive language use
Suggesting updates to the policy based on evolving terminology
For feedback, concerns, or suggestions, please contact:
[email protected]