Words matter, and, unfortunately, the modern-day professional vocabulary is littered with exclusionary terms. To create a truly inclusive culture, take a hard look at how people in your company are using language. For example, make sure recruiters and hiring managers pay careful attention to language they use when drafting job descriptions so they’re not inadvertently deterring candidates of color, women, people with disabilities, or older job candidates. Terms like “hacker” or “ninja” are not only hard for many people to identify with, they’re also unnecessary because you can use alternatives like “programmer” or “software engineer” that are neutral and more widely understood. You might also generate a list of words and phrases that are forbidden in product development, marketing, and external communications. These might include terms like “the elderly,” “man-hours,” “crazy,” among others. It can also be helpful to create a company guide to inclusive language. This can outline practical, accessible tips and tools that can be put into immediate action — and it shouldn’t be a static manual. Make sure you also allow for input and co-creation across the organiaation.