A Guide to Terms, Pronouns and Best Practices 

In today’s diverse workplaces, inclusive language is essential. For businesses in the Netherlands, understanding LGBTQ+ terms and using respectful language isn’t just about following the law—it’s about creating a welcoming environment where everyone can thrive. Inclusive language also makes communication more efficient and universal, helping you avoid unnecessary distinctions and ensuring clarity for all.

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Table of Contents

1. Why Inclusive Language Matters
2. Glossary of Inclusive Language
3. Pronouns and Why They Matter
4. Dutch Context: Laws and Best Practices
5. Quick Guide: Do’s and Don’ts of Inclusive Language in the Workplace
6. Conclusion

Why Inclusive Language Matters

Inclusive language allows everyone to feel seen, respected, and valued. It reduces misunderstandings, discourages discrimination, and supports a positive workplace culture. In the Netherlands, anti-discrimination laws protect LGBTQ+ individuals, making it essential for businesses to stay informed and proactive.

Importantly, inclusive language isn’t just about supporting LGBTQ+ colleagues—it also benefits women, people of color, people with disabilities, and anyone who has felt excluded by traditional language. For example, using “chairperson” or “chair” instead of “chairman” ensures that everyone, regardless of gender, feels included. It’s also more efficient: you don’t need to know or guess someone’s gender to use the correct term, saving time and avoiding awkwardness.

DEI (Diversity, Equity, and Inclusion)

This term is widely used in the US and international business, but the principles of diversity (diversiteit), equity (gelijkheid), and inclusion (inclusie) are just as important in the Netherlands. Dutch organizations may use D&I or DGI, but the goals are the same: a fair, welcoming, and respectful workplace for all. While the principles of DEI are increasingly recognized as essential for successful businesses, DEI initiatives are also facing challenges and pushback, not only in the US but also in European branches of some American companies. This makes it especially important to be aware of the importance of diversity and inclusion in business today and to actively protect and promote these values.

Glossary of Inclusive Language

This glossary covers some of the most relevant terms related to LGBTQIA+ identities, inclusion, and respectful communication in the workplace. It is not a complete list—language and understanding continue to evolve—but it offers a helpful starting point for building awareness and confidence in using inclusive language.

1. LGBTQIA+ Basics

L – Lesbian: A woman who is attracted to other women.
G – Gay: A person attracted to people of the same gender; often refers to men attracted to men, but can be used for anyone.
B – Bisexual: A person attracted to more than one gender.
T – Transgender: A person whose gender identity is different from the sex they were assigned at birth.
Q – Queer: An umbrella term for people who are not heterosexual and/or not cisgender. Once used as a slur, it has been reclaimed by many in the community.
I – Intersex: A person born with physical sex characteristics that don’t fit typical definitions of male or female.
A – Asexual: A person who experiences little or no sexual attraction to others.
+ – Represents other identities, such as:

• Pansexual: Attracted to people regardless of gender.
• Demisexual: Experiences sexual attraction only after forming a strong emotional connection.
• Non-binary: A gender identity that doesn’t fit within the traditional categories of “male” or “female.”

2. Important Related Terms

• Ally: Someone who supports and stands up for the rights of marginalized groups, even if they are not a member of that group.
• AFAB (Assigned Female At Birth): A person designated female at birth, regardless of their current gender identity.
• AMAB (Assigned Male At Birth): A person designated male at birth, regardless of their current gender identity.
  • These terms are used to discuss experiences related to someone’s assigned sex at birth, without making assumptions about their current gender identity.
• Cisgender (Cis): A person whose gender identity matches the sex they were assigned at birth.
• Intersectionality: The idea that different aspects of a person’s identity (such as gender, sexuality, race, and class) overlap and create unique experiences of discrimination or privilege. Inclusive language helps address these overlapping experiences, making the workplace better for everyone.
• Privilege: Unearned advantages held by certain groups in society (for example: traditionally straight, white men have enjoyed privilege in the workplace and other power structures).
• Safe space: An environment where people can feel confident they will not be exposed to discrimination or harassment.
• Tokenism: Making only a symbolic effort to be inclusive, such as hiring one LGBTQ+ person to appear diverse.
• Rainbow Capitalism: When companies use LGBTQ+ symbols in marketing, especially during Pride Month, without genuine support for LGBTQ+ rights.
• Deadnaming: Referring to a transgender person by their previous name (before transition), which is generally considered disrespectful.
• Misgendering: Using language (such as pronouns or forms of address) that does not correctly reflect a person’s gender identity.
• Slur: A derogatory or offensive term used to insult or demean a person or group based on their identity.
• Transmisogyny: Discrimination that specifically targets transgender women and transfeminine people, combining elements of transphobia and misogyny.
• Microaggression: Subtle, often unintentional, comments or actions that express prejudice toward marginalized groups.
• Heteronormativity: The assumption that heterosexuality is the default or “normal” sexual orientation, which can marginalize LGBTQIA+ people and relationships.
• Cisnormativity: The assumption that being cisgender (identifying with the sex assigned at birth) is the default or norm, often leading to the erasure or misunderstanding of transgender and non-binary experiences.
• Pronouns: Words used to refer to someone in place of their name (e.g., he/him, she/her, they/them). Using correct pronouns is a key part of respectful communication.
• Outing: See The “Closet” Metaphor below

3. The Phobia Suffix

In modern English, “-phobia” often means “prejudice” or “dislike” rather than literal fear. Recognizing this helps in understanding and using related terms correctly.

• Homophobia: Prejudice or discrimination against gay people.
• Biphobia: Prejudice or discrimination against bisexual people.
• Transphobia: Prejudice or discrimination against transgender people.

The “Closet” Metaphor: Origins and Evolution

The phrase “in the closet” is believed to have evolved from the older English idiom “to have a skeleton in one’s closet,” meaning to hide a shameful secret. Over time, “the closet” became a metaphor for hiding one’s LGBTQIA+ identity due to fear of discrimination, social rejection, violence, and in some countries, legal consequences (as seen in the cases of Alan Turing and Oscar Wilde). 

This metaphor has given rise to several key terms:

• Closeted: Describes someone who has not disclosed their LGBTQIA+ identity to others.
• Coming out: The process of revealing one’s LGBTQIA+ identity to others. This can be a single event or an ongoing process, as people may need to come out multiple times in different contexts.
• Outing: Revealing someone’s LGBTQIA+ identity without their permission. This is generally considered a serious violation of privacy and can have negative consequences for the person being outed. 

Coming out is a personal decision, and everyone has the right to choose when, how, and to whom they disclose their identity. Respecting this privacy is paramount, as being outed against one’s will can have serious consequences, including discrimination, harassment, and even physical harm.

The Origins and Evolution of Terms

Some LGBTQ+ terms have complex histories. For example, “queer” was once used as a slur but has been reclaimed by many in the community as a positive, umbrella term. Understanding the origins and current usage of these words helps avoid misunderstandings and shows respect for people’s identities.

Words to Watch: Current Slang and Trends

What Does “Woke” Really Mean?

The word “woke” originally comes from African American Vernacular English (AAVE) and simply meant “awake” or “alert.”  Around the 1930s this word began to appear in Black communities.  It was used to describe awareness of social injustices, especially those related to racism and inequality. To “stay woke” meant to stay informed and vigilant about discrimination and injustice.

In the 21st century, “woke” has entered mainstream English and broadened to mean being aware of—and actively attentive to—issues of social justice, including those affecting LGBTQ+ people, women, and other marginalized groups.

However, the term has also become highly politicized. Some people now use “woke” in a negative or mocking way, especially in political debates. It’s sometimes used to criticize or dismiss people or organizations seen as overly concerned with political correctness or social justice. This weaponization of the term can undermine genuine efforts to promote equality and can be used to silence or ridicule marginalized voices.

Pronouns and Why They Matter

Using the correct pronouns is a simple but powerful way to show respect. Pronouns like “he/him,” “she/her,” and “they/them” reflect a person’s gender identity. Misgendering—using the wrong pronouns—can be hurtful and alienating.

Using Multiple Pronouns (e.g., “he/they” or “she/they”):
Some people use more than one set of pronouns, such as “he/they” or “she/they;” this means they are comfortable being referred to with either set. For example, if someone’s pronouns are “she/they,” you can use both “she” and “they” when talking about them, either alternating or choosing one set in a given context.

Normalizing pronouns in email signatures, name tags, and introductions helps create a more inclusive environment. For example:

Alex Jansen
Project Manager
Pronouns: they/them

This practice is becoming increasingly common for trans and non-binary, as well as cisgender people in business communication such as email signatures and on LinkedIn.

Remember, sharing pronouns is voluntary, and not everyone may feel comfortable doing so. Respect each person’s choice.

Dutch Context: Laws and Best Practices

The Netherlands has strong anti-discrimination laws protecting LGBTQ+ people in the workplace. The Algemene wet gelijke behandeling (AWGB) prohibits discrimination based on sexual orientation and gender identity. For more information, visit Rijksoverheid’s page on discrimination.

Quick Guide: Do’s and Don’ts of Inclusive Language in the Workplace

Do:

• Use inclusive language: Opt for terms like “everyone,” “team,” and “colleagues” instead of gendered terms like “ladies and gentlemen.”  Use “partner” instead of “husband” or “wife”, “girlfriend” or “boyfriend” when referring to a person’s relationships if you don’t know the specifics, to avoid them needing to correct you.
• Use gender-neutral job titles: Choose “chairperson” instead of “chairman,” and “staff member,” “office assistant,” or "administrative assistant" instead of gendered terms like “policeman” or “stewardess.”
• Respect pronouns: Use people’s correct pronouns (e.g., he/him, she/her, they/them). If you’re unsure, politely ask or use their name.
• Share your pronouns: Add your pronouns to your email signature, name tag, and online profiles to normalize the practice.
• Listen and learn: Be open to feedback and willing to correct your language when necessary.
• If you misgender someone, apologize and correct yourself. A simple “I’m sorry, I meant she” is usually sufficient. Then, make an effort to use the correct pronouns in the future.
• Educate yourself: Stay informed about evolving language and LGBTQIA+ issues.
• Be an ally: Support and advocate for LGBTQIA+ colleagues and create a welcoming environment for everyone.

Don’t:

• Assume someone’s gender: Avoid assuming someone’s gender based on their appearance or name. Instead, use gender-neutral language or ask for their pronouns.
• Use outdated or offensive language: Avoid slurs, stereotypes, and terms that are no longer considered respectful.
• Misgender or deadname: Never intentionally use the wrong pronouns or refer to someone by their previous name.
• Out someone: Do not reveal someone’s LGBTQIA+ identity without their permission.
• Make jokes or comments: Avoid making jokes or comments about someone’s identity or experiences.
• Be afraid to ask: If you’re unsure about something, it’s better to ask respectfully than to make assumptions or use incorrect language.
• Dwell on your mistake or make excuses. A brief apology is enough; avoid making the situation about you or asking for forgiveness.
• Repeatedly apologize or over-explain. This can make the other person feel uncomfortable and put them in the position of having to reassure you.
• Think it’s a one-time effort: Creating an inclusive workplace is an ongoing process, not a one-time fix.

If you are unsure of the policy regarding LGBTQ+ inclusive language in your workplace, just ask your HR department.

Conclusion

Creating an inclusive workplace is an ongoing process. By learning about LGBTQ+ terms, using respectful language, and understanding the Dutch legal context, you can help make your business a place where everyone feels welcome and valued.

Inclusive language isn’t just a rule to follow for the benefit of a specific group—it’s a way to ensure that everyone feels welcome and respected, while also making communication easier and more effective. Updating your vocabulary is a small change that brings big benefits for individuals and organizations alike.

In a world where DEI is under threat, creating an inclusive workplace through respectful language is more important than ever. By taking proactive steps to promote diversity, equity, and inclusion, you can help ensure that your business remains a welcoming and successful environment for all.

The type of language you use at work matters, from inclusivity to diplomacy. If you want to master the nuances of Business English, contact us about a private, personalized course today!

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Further resources:

COC Nederland (Dutch LGBTQ+ advocacy organization)

Workplace Pride (International platform based in the Netherlands)

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Authors: Brenda de Jong-Pauley, MA, Director, The English Center and Alexandra Roberts, BA, English teacher.