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Guide to Inclusive Communication in Mobilities Written for the ID-PROTOCOL proj

Guide to Inclusive Communication in Mobilities Written for the ID-PROTOCOL project 2020-2-ES02-KA205-015993 within the framework of the Erasmus+ programme 1 Contents: Introduction A) Introduction to Inclusive Communication 1. What is it? 2. Why does it matter? B) Guiding Principles for Using Inclusive Language C) Being Inclusive in your Communication 1. Sex and gender 2. LGBTIQ+ 3. Race, ethnicity and national origin 4. Social inclusion 5. Disability - Accessibility information D) Adjust your Communication Materials 1. Representing different groups in your communication 2. Accessible writing 3. Images and visual representation 4. Websites and social media 5. Documents E) Inclusive Language 1. Table of non-inclusive words and their substitutes 2. Naming your project F) Checklist for inclusive communication ANNEX 1: Translations of the table of non-inclusive words and their inclusive substitutes KEY WORDS: Inclusive communication, Inclusive Language, Anti-Discrimination, Inclusive Mobilites, Protocols 2 INTRODUCTION This guide to inclusive communication is created with the intention of serving as a comprehensive handbook for how to communicate in a more inclusive way when planning and executing mobilities, educational activities, and youth work. Using inclusive language and ways of communicating helps reach more people, helps everyone feel included and comfortable, and fights against discrimination and hatespeech. This guide is one of the results of the ID-Protocols project, funded by the Erasmus+ programme, which has the intention of facilitating the creation of more inclusive mobilities within Erasmus+ but also within any other international mobility programmes. The project partnership is: Asociacion Mundus (Spain), LEAP Sports Scotland (UK), Centrs MARTA (Latvia), and CESIE (Italy). The Guide to Inclusive Communication in Mobilities includes explanations of what inclusive communication is, principles for using inclusive language, practical information for being inclusive in your communication and how to adjust your communication materials to be more inclusive. The guide also includes a table of non-inclusive words and their inclusive substitutes, and a checklist for inclusive communication. The guide can be referred to whenever creating communication materials for mobilities or other projects. In addition to this guide to inclusive communication, the partnership created a Guidebook for Making Mobilities More Inclusive, subsequently referred to as the “ID Pro Guidebook” (see this document). This guidebook helps organisations create protocols for inclusion in mobilities and includes useful materials about concepts of discrimination, the key actors and moments in mobilities, and practical advice on how to deal with violence and bullying in mobilities. 3 A) INTRODUCTION TO INCLUSIVE COMMUNICATION 1. What is it? Inclusion involves creating an environment where all people are given the same opportunity to make an impact and can feel respected and valued. Communication is a key part in welcoming diversity and ensuring inclusion. Inclusive communication takes into account the differences in people’s identities, abilities, perspectives, and communication styles. It ranges from which words to use and which to avoid, to what imagery to include and how information is presented. 2. Why does it matter? Inclusion in international mobilities is essential to widen the participation of less advantaged and underrepresented groups through easier access to activities, better quality of the mobilites and a higher participation rate. Using inclusive communication helps reach a wider range of people without excluding or alienating them. In order to bring people closer together and educate people to create a diverse and inclusive society, international mobilities providers must be inclusive in all aspects of their communication. Creating and maintaining an inclusive culture is everybody's responsibility. 4 B) GUIDING PRINCIPLES FOR USING INCLUSIVE LANGUAGE 5 C) BEING INCLUSIVE IN YOUR COMMUNICATION Inclusion is a human right, so it is important to make communication inclusive in reference to different specific groups. The EU Charter of Fundamental Rights prohibits discrimination based on sexual orientation, sex, race, colour, ethnic or social origin, nationality, language, or disability, among other characteristics (for more information about discrimination and EU law, see the ID Pro Guidebook). Part of preventing this discrimination is adjusting language and communication to be more inclusive. People in mobilities learn how to treat others based on the language they hear, and are at risk of being harmed by communication that excludes them. This section will highlight how to adjust your communication to be inclusive of specific characteristics, including sex, gender, LGBTIQ+ identities, race, ethnicity, national origin, disability, and other characteristics. 1. Sex and Gender All people have the right to be included regardless of their gender, transgender status, and sex characteristics. By paying attention to gender and sex in our communication, we can increase gender equality and better include people of marginalised genders and intersex people in mobilities. Here are some recommendations to achieve this in your mobilities: • Do not refer to people by gender (e.g. “hey girls”, “come on boys/guys”). Instead remove the word (just say “hey”) or replace it with a gender neutral option that will depend on the formality of the greeting (“come on folks”, “greetings guests”, etc.). This applies to talking about people without them hearing (e.g. say “that person in the red shirt” rather than assuming their gender by saying “that woman over there”). • Do not separate people by gender or by sex as this excludes non-binary people or intersex people, and forces trans people into groups they might not be comfortable in. Do not assume trans people want to go into a group of their identified gender either. 6 • Be inclusive to non-binary people by using phrases like “regardless of gender”, “all/different genders” and referring to people as “people/children/guests/etc.” instead of “men and women”, “boys and girls”, “both/opposite genders”. • Be inclusive to intersex people by saying “all/different sexes” instead of “both/opposite sexes”. • If you need to talk about people based on their sex, say “assigned female/male/intersex at birth” or “raised as a girl/boy”, rather than just saying “female/male”, “born female/male”, “female/male-bodied”, or “biological female/male”. • Be gender neutral whenever you are not speaking about a specific individual. Use “they” instead of the universal “he”. • Refer to specific people using gender neutral pronouns until you know what pronouns they prefer. Specifically, say “they” instead of “he/she” and “them” instead of “him/her”. • Learn how to use they/them pronouns and other gender neutral neo-pronouns, such as ze/hir, xe/xem, and ey/em. There is guidance here. If your language has different gender neutral pronouns, make sure to learn to use them. • When introducing yourself, include your pronouns and encourage others to do the same. Include your pronouns in your email signature and written introductions too. • Don’t refer to pronouns as masculine or feminine. Pronouns don’t have gender and people of any gender can use she/her, he/him, they/them, or other pronouns. • Do not assume people’s gender or their pronouns based on how they look, act, or sound, or based on their name. • If addressing people in letters or emails, use a gender-neutral address such as “To whom it may concern” or “Dear participant/colleague” instead of “Dear sir/madam”. • If you are providing examples during your mobilities, include women and non-binary people and other transgender people. Do not perpetuate male-dominated roles by speaking about doctors as being men, but refer to them as women. Similarly, make roles gender neutral (e.g. “chairperson” instead of “chairman”). • Avoid using language that promotes damaging gender stereotypes, like saying “man up” or referring to a woman as emotional or weak. • If you are the author of a text that is going to be translated to a language that has necessarily gendered words (such as Arabic, French, Russian, and Spanish), and your text is referring to a specific person, please let translators know what the person’s gender is so they can use appropriate language in their translations. If referring to a non-binary person in 7 a language with only gendered pronouns, ask how the person prefers to be referred to, refer to them only by name and not pronouns, or use your discretion and make a disclaimer about it being the wrong pronoun for them. 2. LGBTIQ+ Mobilities should aim to include LGBTIQ+ people through communication. People with gender and sexual identities that differ from the norm are especially in need of inclusive and validating communication to promote mental health and participation. Here are some things to think about when you are trying to communicate in an LGBTIQ+ inclusive way in mobilities: • When speaking about topics relevant to identity or relationships, make sure to acknowledge LGBTIQ+ identities and relationships. Do not forget about bisexual, pansexual, transgender, intersex, asexual, and aromantic people. Check that your communication materials are not assuming people are in heterosexual relationships, are cisgender (not transgender), have a binary gender experience, or are romantically or sexually attracted to others. • Use the acronym “LGBTIQ+” or “LGBTQIA+” etc. when referring to the whole community, but refer to individual identities when speaking about them as the experiences of different identities are very different. Do not say “LGBTIQ” when you only talk about sexual orientation, or only about gender identity, or only about intersex people. If you wish to have an acronym for sexual orientation, you can use “LGB” or “LGBPQ+” uploads/Management/ inclusive-communication-guide.pdf