University of Georgia

Terry College of Business
 
 

A bias-free environment allows each of us to learn, work and grow, free form limiting stereotypes and expectations. Such as environment ensures that the rights mandated by human decency and required by law are protected. Language and actions reflect attitudes and values. Responsible communicators make every effort to end the biases that often invade written, visual and fact-to-face enchanges.

There are many ways we can begin to eliminate bias in our communication with others. When in doubt, substitute your own name or the name of a friend in your sentences. Ask yourself if you are limiting or stereotyping. Calling a woman over the age of 18 a "girl" or a mail carrier a "mailman," or suggesting that all administrators are majority males, influences the thoughts of others. Notice words, images and situations that reinforce stereotypes. Ask individuals or groups what they prefer to be called before using labels, think about how you would feel if those labels were applied to you. The key to effective bias-free communication is treating all people with respect and consideration regardless of age, gender, race, religion, sexual orientation, ethnicity, physical characteristics of political preference.

Eliminating specific biases requires a knowledge of ourselves and how our communication patterns may affect other individuals. The following are some suggestions for bias-free communication.

Handicap

Recognize that a handicap is a disability only when it severely precludes a specific task. A disability is a legal disqualification; an irrelevant or insubstantial handicap is not, e.g., people who use wheelchairs are not disables unless their handicap is relevant to job performance and makes them noncompetitive.

Concentrate on performance rather than a handicapper characteristic, e.g., the "blind operator" should be "the operator." A first step in concentrating on ability is to recognize that handicappers are not disabled individuals.

Gender and Sexual Orientation

Use gender-neutral words/phrases in your language, e.g., journalist, fire fighter, chairpersons. Avoid the use of "man" or "woman" in job titles.

Address both female and male perspectives with phrases like "employees and their partners." Use parallel words when specifying gender like "he/she" or "women/men."

Be sure your pronouns include both sexes instead of only male.

Respect both women and men - don't stereotype by gender.

Avoid describing men by profession and women by physical attributes.

Don't assume everyone is heterosexual or that all partnerships involve two people of different gender.

If you specify or pay attention to someone's gender or sexual orientation, be certain it is relevant. It rarely is.

Race and Ethnicity

Avoid qualifiers that imply all members of ethnic groups or races are the same.

If you specify race or ethnic origin, be certain it is relevant. It rarely is.

Avoid language that has questionable racial or ethnic connotations.

Avoid stereotyping or patronizing racial or ethic groups with tokenism in news stories, anecdotes or hiring practices.

Review your publications and media to be sure all groups in your organization are adequately and honestly represented and that all material is bias free.

Age

Mention age only when it is relevant.

Avoid clichés. Use words that actually describe rather than stereotype.

Remember that children and older people are individuals. Let them speak for themselves rather than assuming you know what they want.

Remember that you may underestimate a child's or older person's capability or energy.

To freely pat and touch children and older people (or anyone else) simply because of their age is presumptuous and biased.
 

Universities should set standards and teach people to live and work without employees an equal opportunity, communications must be bias-free - in the discriminating or being subject to discrimination. To give all students and classroom, in meetings, in informal communications, in written and media communications.

Textbooks and other communications should be reviewed for bias. Biased material should not be used; when it is unavoidable, it should be pointed out and discussed.

Special attention should be paid not to limit or imply limitations to anyone in any occupation or area of study.

All members of the University community should be judged only by ability.

Assignment of tasks should be made on the basis of ability rather than gender, race, handicapping conditions or other irrelevant characteristics.

Diversity of leaders and speakers is important in demonstrating bias-free communication.

Meeting places should be barrier-free and accommodating so handicappers are not at a disadvantage. Every person at a meeting should be given equal opportunity to participate.

Ending bias takes diligence and education. Many of our biased statements seem so natural we are not aware of the bias. Notice your communications at home, at work and in social situations; become conscious of the words you use and what they imply. An end to discrimination and bias is every individual's right and everyone's responsibility.