Gender Inclusive Language
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Gender Inclusive Language, or gender-neutral language, is language that is as non-sexist as possible. This means using words that are inclusive of other genders – for example, chairperson in the place of chairman, flight attendant rather than stewardess. As a result of an RMIT Student Union campaign to convince the University of the important role of language in anti-discrimination action, RMIT has had a policy on gender inclusive language since 1992.
What is in this policy?
The Gender Inclusive Language Policy states that:
* The use of ‘man’ or ‘men’ as generic terms to describe both genders should be avoided. These terms should be used only to describe males. Gender inclusive terms exist and should be used, for example, ‘person’, ‘people’, ‘staff’, ‘personnel’.
* Plural subjects should be used in case of unspecified gender to avoid awkward use of pronouns. For example the phrase ‘Each student must check his or her results’ should be expressed ‘Students must check their results’.
* Where it is not relevant, a person’s gender should not be mentioned.
* Where it is not relevant, a person’s marital status should not be mentioned.
* The ascribing of general characteristics to a group of people on the basis of gender should be avoided, as should the use of different adjectives to describe characteristics in men and women
In advancing equal opportunity and equal education, RMIT University supports the use of gender inclusive language in all university policy
and at all levels of university activity. By gender inclusive language, RMIT Council means language that does not use generic terms to include both sexes.
Publications of the University must include gender inclusive language. This includes:
* all university documents (regulations; reports; submissions etc…)
* all published matter ascribed to RMIT
* all information conveyed to students, staff and applicants for positions in the university.
Student Union note: In accordance with this policy, students should also ensure that their work uses gender inclusive language. This policy complements other university policies that prohibit discrimination, vilification and harassment.
Why does there need to be a policy on Gender Inclusive Language?
Let’s have a look at the word ‘mankind’. While it only refers to the male gender, there is an assumption that it includes all people. This is a common example of gender specific language, which effectively ‘shuts out’ other genders and reinforces the belief that the male gender is dominant, while female and other genders are inherently passive and subservient – even invisible. While some people may deride the use of gender inclusive language as just being ‘politically correct’, anyone who has been called a derogatory word knows that language is not harmless, and that words are not meaningless.
Our use of language reflects the world we live in, but it can also reinforce a particular world view. The use of sexist language both reflects a sexist society, and also reinforces the acceptability of sexist language, attitudes and behaviour. One example of this would be a car bumper sticker proclaiming “no fat chicks”. The use of the male term to refer to all people meant that people of other genders were linguistically invisible for many years. Referring to a female “chairman” or “fireman” would have seemed absurd, but this wasn’t considered a problem as women weren’t thought suitable to take on these roles.
According to the traditional rules of English language, when referring to a generic person the male pronoun was used, such as “A child should wash his hands before dinner”. These terms were also considered to be inclusive of the female gender, but implied that women were secondary and subordinate to men.
Through many years of campaigning, feminists fought and won the right of women to participate equally in many aspects of society (though some areas still need work). Equal Opportunity and Anti-Discrimination legislation were passed, making discrimination and harassment on the basis of gender illegal. Alongside these changes, feminists also demanded that non-sexist, gender inclusive language be adopted by workplaces, government and educational institutions.
It took until 1992 for RMIT to catch up with this change, but it was an important step forward. However, this doesn’t mean that we can relax. If language reflects society, then the society must keep focussed on being as non-discriminatory as possible in order that language doesn’t revert back to its previous sexism. In 1996, the Howard Government instructed public servants to go back to using “chairman” instead of “chairperson”, at the same time as it drafted legislation attacking childcare, education, wages and working conditions, primarily designed to affect women and force them back into the home.
We must be vigilant on campus to make sure that non-discriminatory language and non sexist language is used, but also so that RMIT puts its money where its mouth is. Access to a quality, affordable education, and other essential services, must be available to all people – not just men. Otherwise, the use of non-discriminatory language will be window dressing - no longer reflecting reality, and doomed to eventually disappear.
What do you mean, ‘other genders’? Isn’t there only male and female?
While historically and linguistically, we’re used to a ‘gender-binary’ framework (that is, thinking in terms of only male/female options for gender), it’s important to recognise that this doesn’t cover everyone’s experience or identity. There are various reasons why people may feel they haven’t been assigned the ‘right’ gender. These include, but aren’t limited to, biological factors. As mentioned previously, language can act both to empower or to discriminate against people, and simple ‘assumptions’ can sometimes mask deeply rooted biases or phobias. While it may take a little while to get used to the idea that ‘he’ may prefer ‘she’ pronouns (or non-gender specific ones such as ‘zie’, ‘hir’, or simply ‘they’), taking steps to think about your own use of language is an important way to show inclusivity of all people, regardless of gender.
How does this apply to my studies at RMIT?
There is often a gender bias in course or program curricula. Examples provided in text books, videos or class notes are often heterosexual, male orientated and from a white person’s perspective. Often, most of the authors of required readings for courses are men from privileged first world backgrounds. Ultimately, any narrowness of perspective reflected in our courses has a negative effect on how we approach the issues and the conclusions that we come to.
Sometimes racist, sexist or other discriminatory material is presented in courses, whether by staff or by students in class. RMIT University’s policies state that this is unacceptable. Speak up! If you feel that something is not appropriate, chances are that half your class will feel the same. Be prepared to be critical of the material that you are given at University. You can also get involved with your Student Union
Womyn’s, Queer, Welfare and Education Departments to discuss course content, education for liberation and campaigns for inclusive course material.
Can I make a complaint about a breach of this policy?
If a policy is breached in any University handout or verbally, you should let the person responsible know why it is inappropriate (politely at first). Attitudes can only begin to change when they are challenged. Many people don’t recognise that their behaviour is inappropriate until it’s pointed out to them, as attitudes and prejudices are deeply ingrained in our society.
If you don’t feel comfortable in approaching the person directly, or if they still refuse to abide by the policy, then let your Student Union know about it - especially the elected Womyn’s Officers, Queer
Officers and Education Officers on your campus, or the Student Liaison Officers. They can assist you in making a complaint.
Student Union Contacts
2008 Womyn’s Officer
Shae Pendlebury
Ph. 9925 5004
E: studentunion.womyns@rmit.edu.au
2008 Queer Officers
Catherine de Luca/Stephen Hoare
Ph. 9925 1842
E: studentunion.queer@rmit.edu.au
2008 Education Officer
Rose Brinkley
Ph. 9925 5004
E: studentunion.education@rmit.edu.au
2008 Welfare Officer
Tim Roberts
Ph. 9925 5004
E: studentunion.welfare@rmit.edu.au
Other RMIT Contacts
The following details are for services based at the
City Campus - students at other campuses should
advise the person taking their call of their location.
RMIT Counselling Service
Personal problems, relationship issues, depression,
grief and anxiety.
www.rmit.edu.au/counselling
Ph. 9925 4365
RMIT International Student Information and Support (ISIS)
www.rmit.edu.au/isis
Ph. 9925 2963
E: isis.advisor@rmit.edu.au
Also, check out the HUB on your campus for
additional drop in times or www.rmit.edu.au/isis/services#dropin
Complaints
Student Complaints Liaison Officers (SCLOs)
SCLOs are located in all Academic
Portfolios, Departments, Schools and Groups
www.rmit.edu.au/academic-registrar/studentcomplaints
Student Complaints Manager & Complaints and Fairness Officer
http://www.rmit.edu.au/academic-registrar/studentcomplaints
Ph. 9925 5292
Email: complaints@rmit.edu.au
RMIT Ombuds
Ph. 9925 2930
Email: ombuds@rmit.edu.au
Non-RMIT Organisations
Equal Opportunity Commission - Victoria
www.humanrightscommission.vic.gov.au/
E: information@veohrc.vic.gov.au
Toll free 1800 134 142
Ph: 9281 7111
RMIT Policies + Procedures
There are a range of RMIT University policies
relating to this topic, including:
Gender Inclusive Language - Academic 7.20.1.3
Equal Employment Opportunity
Sexual Harassment
Code of Ethics – Staff
Other Useful Student Rights Leaflets
You can pick up the following leaflets from your nearest Student Union Office, or download them elsewhere from this website, www.su.rmit.edu.au/rights
Sexual Harassment
Womyn’s Department
Queer Department
Homophobia
How to make a Complaint
Disclaimer: The information on this website is a general guide only. RMIT is a very complex
environment, and there are often a number of different rules which apply.
For Additional Assistance drop into a Student Union Front Office to speak with a Student Liaison Officer:
City Higher Ed: Building 8, Level 3, ph. 9925 5004
Tivoli (Business): Building 108, Level 3, ph. 9925 5647
Carlton Campus: Building 57, Level 4, ph. 9925 4769
Brunswick: Building 514, Level 2, ph. 9925 9478
Bundoora students can book an appointment with a Student Rights Officer at Building 202, Level 2, ph. 9925 7226
Or send detailed information regarding your case to student.rights@rmit.edu.au
Any enquiries, call 9925 5004
If required, an appointment will be made for you with a Student Rights Officer
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