Blog

Every day I think about race. Actually, racism. For the past 12 years, since my son was born, it’s top of mind on a daily basis. I was born to a white mother and black father long before the prevalence of bi-and multi-racial celebrities and public figures. I remember taking road trips with my parents and younger sisters to family gatherings in Arkansas. I remember being pulled over by police and my father harassed for being with a white woman. I remember my mother being called a nigger lover. I remember being taunted as a young person or being preyed upon by older men who considered me exotic. It was awful, and even my parents’ love couldn’t shield me from the ugliness of the world. 

Now, every day I think about what I, as a mother of a black boy, can do to shield him from the ugliness of the world. Often when speaking about racism and oppression to groups, I include an image of my son. I tell members of the audience to look at him, try to look at him with my...

Have you ever been worried you're using outdated words to describe people and groups? Are you concerned that it may impact your client and professional relationships? Perhaps even offend someone?

Language sends a strong message to our colleagues, especially given the current level of public calling out of people for using words that are perceived as offensive or dated.

Inclusive managers are encouraged not to make assumptions about language preferences across groups, even within your group. 

What is inclusive language? Inclusive language is communication that avoids using words, expressions or assumptions that exclude people across gender, language, culture, religion, race, ability, family structure, marital status, sexuality, origin, class and/or organizational classification.

Why do we use inclusive language? 

Being intentional with our words conveys a genuine effort to truly see and honor people in a way that is most appropriate for them. It is an attempt to address the...

“To what extent are we willing to push people into, what I like to think of as productive discomfort, in this work? Are you we going to water things down so we can, at least, get people to the table? Are we just going to call it equity and put it off to the side? Or are we going to dig in and say no, decolonization, white supremacy, oppression? Where are we going to fall on that as a group? And if it means that some folks say hey, I'm out that's not for me, maybe we take that chance... some folks said when they first entered into this work they thought that the equity conversation was supposed to be a side conversation, it wasn't supposed to be a center conversation...but I think for me, I would not continue to be a part of this conversation if equity weren't a central part of the conversation.”  - April Hathcock, virtual group debrief, May 21, 2019

To read more about April’s reaction to the meeting read her blog post

Expectations of leaders...