• Section 1 - Purpose and Context
• Section 2 - Definitions
• Section 3 - Policy Statement
• Section 4 - Procedures
• Section 5 - Guidelines

Section 1 - Purpose and Context

(1) The University recognises that people may either in face to face interactions or in writing, refer to others by some defining characteristic or label. Such references may be prohibited by various State and Federal anti-discrimination laws, while others that are not the subject of anti-discrimination laws may still cause offence.

(2) The University has obligations to ensure a safe and healthy work and study environment that is free from discrimination and other forms of harassment. This policy assists in the development and maintenance of a work and study environment where a culture of mutual respect prevails, by providing a framework for the appropriate use of language.

Section 2 - Definitions

(3) For the purpose of this policy:

1. defining characteristics - refers to visible, known or presumed characteristics of a person or group.
2. inclusive language - refers to language that raises no social stereotypes in relation to gender, race, age or body, utilises gender free words where gender reference is unnecessary and avoids the use of words and/or phrases that create or maintain disadvantage or barriers for the people being referenced.
   1. [definition of inclusive language is derived from "The Cambridge Guide to English Usage" (2004, Peters, P., Cambridge University Press)].

Section 3 - Policy Statement

(4) The University expects members of its community to use inclusive language and to avoid the use of discriminatory language. The language used must be appropriate and necessary to the communication and the circumstances.

(5) There are certain forms of language that are quite obviously discriminatory and offensive, many of which are readily identifiable within the various anti-discrimination laws (State and Federal). Other language, though acceptable in the right circumstances, may also cause offence if used inappropriately. Section 5 of this document provides some background information that may assist in identifying various forms of discriminatory or non-inclusive language and thereby aid in the avoidance of its use.

(6) There are circumstances where inappropriate use of language may equate or contribute to a breach of anti-discrimination laws and University policies. In such circumstances staff and students may find themselves subject to disciplinary proceedings. Where such breaches are alleged they are to be managed in accordance with the applicable employment agreement or misconduct policy.

Section 4 - Procedures

(7) Advice in relation to inclusive and non-discriminatory language can be sought through the University's Equity and Diversity Unit, Counselling and Disability Services, Grievance Advisors or the texts referenced in Section 5 of this document and relevant legislation. The University recommends that such sources be consulted prior to action being taken in instances where there is uncertainty as to the appropriate use of language.

Section 5 - Guidelines

(8) Discriminatory and non-inclusive language present in a number of ways. The following background information is provided to aid in identifying discriminatory and non-inclusive language. As stipulated in the policy it is not inclusive to single out any group for specific attention where the communication, occasion or circumstance does not warrant the reference. Hence even the accepted forms of reference noted below could be considered non-inclusive if they were used in circumstances where such reference was unnecessary.

Part A - Discriminatory Language

(9) The following explanations of discriminatory language have been copied or derived from Non-Discriminatory Language (Pauwels, A., 1991).

Extra-Visibility or Emphasis on Difference

(10) In many contexts it is quite unnecessary to mention a person's sex, race, ethnic background or other characteristics, yet such characteristics are often mentioned even at the expense of information that would have been more relevant to the context. This is particularly true for members of minority groups. Unnecessary references of this nature should be avoided.

Stereotyping

(11) A stereotype is a generalised and relatively fixed image of a person or persons belonging to a particular group. The image is formed by isolating or exaggerating certain features - physical, mental, cultural, occupational, personal and so on - which seem to characterise the group. Stereotypes are discriminatory in that they take away a person's individuality. Although they may reflect elements of the truth, these are usually misinterpreted or inaccurate owing to oversimplification. Stereotypes should therefore be avoided.

Derogatory Labelling

(12) A derogatory label is a label which belittles the person or group to whom it is applied. The discriminatory nature of derogatory labels, names and phrases does not need further explanation. They are usually recognised without difficulty and can be avoided if the speaker or writer wants to avoid them.

Imposed Labelling

(13) A characteristic shared by minority groups is their lack of power to define themselves. Often the names and labels, derogatory or not, by which they are known have been imposed on them. This imposed labelling may be inaccurate in various ways and may be alienating for the group.

Language and Disability

(14) Discriminatory language in relation to the portrayal of people with disabilities is characterised by derogatory labelling, depersonalising, stereotyping and emphasising the disability rather than the person. Where reference to a disability is unnecessary it should be avoided.

(15) Where reference to the disability is necessary, for example when facilitating the provision of appropriate access and equity, the key is to respect the individual's preference for terminology. If such preference cannot be sought, use of the appropriate medical term (if known) would be considered non-discriminatory.

Language and Indigenous Australians

(16) An Indigenous Australian is an Aboriginal person or Torres Strait Islander, who identifies as such, is of Aboriginal or Torres Strait Islander descent and is recognised as such by the Indigenous Community. The separate linguistic and cultural identity of the Indigenous people of the Torres Strait Islands must be recognised. The preferred term is Torres Strait Islander.

(17) The linguistic portrayal of Aboriginal and Torres Strait Islander people has been mainly negative and stereotypical. Aboriginal and Torres Strait Islander people are most often described in racial group terms, rarely as individuals with personal names. 'Aboriginals' was often used as a noun to describe the Indigenous people of Australia instead of its use as an adjective which is acceptable, e.g. the Aboriginal Education Unit, the Aboriginal people of Australia, Aboriginal employees/students.

(18) Where it is necessary to make reference to the Indigenous Australian identity of a person or group the person or group's preference of title should be used. If in doubt, ask the person or group. At UWS, consultation with either staff of the Badanami Centre for Indigenous Education or the Aboriginal Employment Coordinator on appropriate language is encouraged.

Additional Information

(19) Links to relevant legislation, University policies and other text references can be accesssed on the Associated Documents page.