Inclusive language at work: why saying what you mean matters.
And what a simple misunderstanding taught me.
“I’m having my ears lowered.”
A senior colleague said this to me once.
And my brain immediately went somewhere quite graphic.
“Ouch… are you okay?” I asked, genuinely concerned.
They paused for a second, then laughed a little awkwardly.
They were just getting a haircut.
I can laugh about it now.
But in that moment, I felt embarrassed.
And if I’m honest, a bit stupid. Like I’d missed something obvious that everyone else just seemed to get.
And it wasn’t the first time.
At school, I was called “gullible” a lot.
Not always in an unkind way. But the joke was definitely on me and there was a fair bit of shame attached to that label.
Why this matters more than we think
When we talk about neurodiversity at work, we often focus on things like flexibility and sensory strategies – which are all important.
But communication can sometimes get overlooked. And that’s a big one. And a huge difference to how someone feels at work and how well they’re able to do their job.
Because not everyone processes and interprets language in the same way.
Unclear language creates hidden work
When language isn’t explicit, the brain has to do extra work.
Not just to understand the words, but to:
- interpret intent
- fill in missing detail
- and decide what action to take
That’s fine when you have the capacity for it.
But in a busy, pressured work environment?
That extra layer of interpretation can become the thing that tips someone into confusion, hesitation or getting it wrong.
Clear language doesn’t remove complexity from the work.
It removes unnecessary complexity from understanding the work.
It’s not about intelligence. It’s about processing load.
This is where it often gets misunderstood.
Taking language literally isn’t about being naïve, humourless, or “not getting it”.
It’s about how the brain prioritises and processes information.
Idioms, metaphors and workplace shorthand rely on:
- abstract thinking
- quick interpretation
- shared cultural context
And not everyone accesses those things in the same way, or at the same speed.
For example:
- Some autistic people may process language more literally and find non-literal language harder to interpret
- People with ADHD may find the added interpretation step increases cognitive load, especially when attention is already stretched
- More broadly, when language is vague or implied, it places more demand on working memory and inference
None of this is about capability.
It’s about how much extra work the brain has to do to get to the same place.
Why this matters at work
These moments might seem small.
But they rarely stay small.
If someone is regularly:
- unsure what’s actually being asked of them
- second-guessing whether they’ve understood correctly
- or feeling like they’re missing something others just “get”
…it starts to impact more than just communication.
It can affect:
- Confidence (“Maybe I’m the problem”)
- Performance (working hard but aiming at the wrong thing)
- Contribution (holding back rather than risking getting it wrong)
- Psychological safety (not wanting to ask “obvious” questions)
And over time, people often stop asking for clarification.
Not because they don’t care. But because it feels risky.
Inclusive language at work isn’t about being perfect
It’s about being clear.
Clear communication reduces unnecessary interpretation.
It makes it easier for more people to access, understand and act on what you’re saying.
And importantly – it reduces avoidable confusion, frustration and shame.
A practical checklist for clearer, more inclusive communication
If you lead, manage, or communicate with other humans (so… all of us), this is a useful sense-check:
Have I said exactly what I mean?
Not what sounds polished and corporate – what’s actually clear.
Have I used any idioms, metaphors or shorthand?
Could this be taken literally?
Could this be interpreted in more than one way?
If yes, tighten it.
Have I explained the outcome, deadline and next step?
Clarity beats assumption every time.
Am I relying on people reading between the lines?
If it matters, say it.
Have I checked for clarity, not just agreement?
“What are you taking from this?” works better than “Does that make sense?”
Would this be easier to process in a different format?
Bullet points, written follow-up, or structure can make a big difference.
Have I reduced unnecessary jargon?
Especially across teams or with new starters.
Have I made it safe to ask questions?
“Happy to explain that differently if helpful” goes a long way.
Could I simplify this further?
Tools like Hemingway Editor can help highlight overly complex sentences and improve readability.
Most misunderstandings at work aren’t about effort.
They’re about interpretation.
And that’s something we can design for.