Have you ever stopped to think about the everyday words or phrases you use, or hear others say, that might seem harmless on the surface but actually carry hidden weight?

Maybe you are unsure on “what is ok” to say nowadays and you’re looking for a bit of a steer… You’re in the right place!

Mission Diverse are here to talk openly and honestly about inclusive language and the power of language and why some of them, even those you may hear every day, need a second look. In this series we’ll  explore the use of problematic terms, the history behind them, and offers alternatives through the lens of inclusive terminology.

Whether you’re at work, chatting with friends, scrolling through social media, or watching your favourite TV show, certain words sneak into our language that can exclude, belittle, or harm others often without us even realising it.

So it’s important to remember, words are powerful. They shape the way we think, influence how we relate to one another, and can unintentionally reinforce outdated or harmful stereotypes. But what happens when everyday language, often passed off as “banter” or “just a phrase,” actually contributes to exclusion, discomfort or harm?

Whether it is casual slang, well-meaning euphemisms or misunderstood terminology, some words and phrases carry hidden histories that impact a multitude of marginalised communities.

Content Warning & Disclaimer! The content you will read from here on out will contain discrimination language. Please note, the content will also provide explanation as to why some what we may see as “every terms or phrases” can be harmful, problematic and discriminatory.

Our goal is to provide you with an understanding and increase awareness of the history and on-going issues around these terms. This blog should not be used as a content for harm or exclusion, but to provide an understanding of more inclusive and appropriate language. Some of the language discussed may be distressing or triggering, especially for those from marginalised communities.

We believe that knowledge is power, and understanding the impact of words is a step toward a more inclusive world. However, “With great power comes great responsibility.”

Please approach this content with genuine desire to learn and understand more. This resource is not intended to excuse harmful language or behaviour but to illuminate the history, context, and impact of certain terms to better equip you for respectful, informed conversations. It has been crafted so you can read and learn at your own pace, in your own time, without fear of judgement or belittlement.

What does it mean for a term to be “Inclusive Terminology”?

Inclusive terminology refers to language that respects, acknowledges and values the diverse identities, experiences and backgrounds of all individuals. It avoids stereotypes, assumptions and expressions that may exclude, offend or marginalise people based on race, ethnicity, gender, sexual orientation, disability, neurodivergence, religion, age, socio-economic background and more.

Inclusive terminology is not about policing language, it is about choosing words that reflect fairness, accuracy and dignity. It helps create environments where people feel seen, heard and respected for who they are.

What does it mean for a term to be “problematic”?

We use the word problematic to describe when terminology used causes offence, harm, and/or reinforces negative stereotypes. I.e. “constituting or presenting a problem”. Often, terminology is used unintentionally from a lack of awareness but can also be used intentionally to belittle others. Problematic terminology can range from offensive slurs to everyday language that, on the surface, seems innocent. The issue lies in the deeper meaning or context. These words often come from a history of discrimination, exclusion or marginalisation. We’ll explore terminology often heard in everyday language in our society and provide an explanation as to why it can be deemed as such.

Inclusive Terminology Is Not About Perfection

You might also be wondering, “Is it even possible to say the right thing… ALL of the time?” The answer is no! And that is perfectly fine. This blog is not about perfection or calling people out. It is about creating space to reflect, learn and move towards a more thoughtful way of speaking.

Think of it like this, if you are learning a new language, you wouldn’t expect yourself to speak that language fluently overnight. Similarly, using inclusive terminology takes time, effort and a willingness to adjust when you learn something new.

Why This Blog Exists

This blog exists to guide you through real-world examples of problematic terms. You will learn why certain phrases are hurtful, where they come from and how to replace them with more respectful alternatives.

At Mission Diverse, our goal is to support inclusive communication that works for everyone. We believe that education is the first step in changing how we interact and communicate. By the end of this blog, you will have a deeper understanding of how some  language shapes our perceptions and experiences.

Categories We Will Cover

Throughout this blog, we will explore problematic terms often heard or directed at people in the following groups:

• The LGBTQIA plus community
• People with physical disabilities
• Neurodivergent individuals
• People with mental health conditions
• People from racially marginalised communities

Each section will give you examples of terms you may have heard or even used without realising the impact. Most importantly, we will suggest inclusive terminology to help you communicate more respectfully and effectively.

How to Use This Blog

Share this blog with colleagues, friends or family who want to learn more about the importance of language in shaping a fairer society.

Ready… Let’s begin with terms often directed at the LGBTQIA+ community.

Terms often heard in relation to, or, directed at the LGBTQIA+ Community.

Language shapes how people see themselves and how others treat them. When it comes to the LGBTQIA+ community, many phrases have slipped into everyday speech that unintentionally reinforce prejudice, shame or discomfort around identity and sexuality. In fact, many of these phrases are repeated so often that people assume they are common. But common does not always mean acceptable. The two phrases were going to look at here are “no homo” and “pause”…

“No Homo”

No Homo first popped up in the New York hip-hop scene in the 1990s. It’s a phrase you might hear tacked onto the end of a compliment between men, as if saying something nice automatically raises questions about their sexuality. It’s often used to avoid any perception of being gay, which, when you think about it, reveals a lot about how deeply some parts of society still cling to outdated ideas about masculinity and sexuality.

For example, “That jacket looks good on you… no homo.” It may seem like a casual comment, but the message underneath is quite damaging.

What’s the issue with saying it?

The phrase tries to “protect” the speaker from being perceived as gay. But in doing so, it reinforces the outdated belief that being gay is something to be avoided or defended against. It suggests that same sex admiration is shameful, or that a compliment cannot exist without questioning someone’s sexuality.

What if i’ve heard that in songs before…

You might have come across this term in The Lonely Island’s song “No Homo” from their 2011 album “Turtleneck & Chain”. – Click here for a reminder. “ If the group’s name doesn’t ring a bell, you may know their faces. Andy Samberg (Jake Peralta from “Brooklyn Nine-Nine”), Jorma Taccone (creator of the cult hit “MacGruber”), and Akiva Schaffer (director of “Popstar: Never Stop Never Stopping”) make up the trio. They blew up in the mid-2000s, largely thanks to their viral Saturday Night Live digital short videos such as “Lazy Sunday” and “D*ck in a Box”… the kind of skits that made SNL cool again for a whole new generation – read more about that here.

Their “No Homo” track is satire and intentionally over-the-top to mock the way some straight men and women stumble over themselves to avoid being seen as gay, highlighting just how absurd and unnecessary this kind of language really is.

But isn’t it just used in music?

Unfortunately not, this language is used in everyday conversations. For example, imagine a guy at the gym telling his friend, “Hey, you’re looking strong, mate… no homo.” The phrase acts as a clumsy shield against the supposed risk of being mistaken for being gay, as if paying someone a compliment could somehow confuse their identity.

Is this not just a joke?

Whilst it’s a small phrase, it still has a big impact, reinforcing the outdated idea that being gay is something to clarify, avoid, or even deny. It sends a subtle but harmful message that there’s something inherently wrong with being perceived as anything other than straight, which just isn’t true.

So what should I use?

Nothing. Just drop the statement altogether. If you mean something nice, just say it. E.g. “You look good today!”, “Hey, you’re looking strong, mate”, is all you need. If you feel the need to add anything else, maybe just check in with yourself about why that is.

“Pause”

If “no homo” is the outdated older sibling, then “pause” is the cool, modern cousin. Used mainly by younger audiences and popularised through podcasts, “pause” is a one word signal that someone’s sentence might be interpreted as too intimate or suggestive.

It is usually dropped in as a joke to interrupt the moment. For example, “I was with him all night… pause.”

It’s a quick, one-word way to stop a sentence mid-way that might accidentally sound a bit too intimate or sexual, without having to spell out a full-on disclaimer. The idea is to distance yourself from anything that might come across as too ‘gay,’ which says a lot about the discomfort some people have with even the suggestion of same-sex attraction.

One place you’ll hear this term a lot is in workplaces, with friends, in music and quite often on podcasts. One most notable is the ShxtsNGigs podcast, hosted by best friends James and Fuhad. Known for what some see as hilarious, unfiltered takes on life, relationships, and all things awkward, the pair have built a massive following.

In 2024, the podcast had 2.4 million monthly listeners, 7.8 million TikTok followers and 1.4 million YouTube subscribers. If you’re curious, check out the link below where “Pause” is the source of their humour, it’s basically part of their brand at this point.

Please note that the following link contains explicit language and mature themes, including strong language and references to adult content. Please proceed with caution. https://www.tiktok.com/@shxtsngigs/video/7191873370844056838?lang=en

Why does this matter?

Like “no homo,” the term “pause” acts as a social defence. It signals discomfort with anything that might be seen as affectionate or romantic often between people of the same sex. While it may seem funny on the surface, it reinforces the fragile boundaries placed around masculinity, femininity, and identity.

Is it just harmless?

A lot of people use the phrase “pause” without thinking, it is a very common phrase amongst young people and those interested in pop culture. But just because something may appear funny in context does not mean it is harmless. As previously mentioned, words shape our perceptions. When we laugh at the idea that affection or emotion between people of the same sex (particularly in relation to men) is “too much,” we continue to make it difficult for people to express themselves freely.

What is a better way to communicate?

Say what you mean. If a joke is funny, let it stand without disclaimers. If something sounds intimate, allow it to be. Real masculinity or femininity does not need constant defence. Dropping terms like “pause” helps normalise vulnerability and connection, which is what inclusive terminology is all about.

When you challenge phrases like “no homo” and “pause,” we are not being overly sensitive. We are recognising words to either include or exclude, and that language is not neutral.

Terms often heard in relation to, or, directed at people with Physical Disabilities

When it comes to disability, we often hear terms that are intended to sound respectful or uplifting, but in reality, they can come across as patronising, misleading or even offensive.

“Differently-abled”

The term “differently-abled” started popping up in the 1980s as a more positive-sounding alternative to “handicapped” or “disabled.“ It was meant to shift the focus from what a person can’t do to what they can, a well-intentioned move towards using inclusive terminology, but not without its issues. The problem is, this phrase can come off as overly sentimental or even patronising, as if disability is just a quirky difference, rather than a real, lived experience that comes with its own set of challenges and barriers.

What is the issue with saying it?

The main issue is that it softens the realities of living with a disability. It shifts attention away from the systemic barriers and social challenges that disabled people face, and replaces them with a vague sense of optimism.

While positivity is not inherently bad, using it to mask real issues can feel dismissive to those living with the daily impact of their disability.

But their abilities are different…

Once you finish reading this blog, for a powerful perspective on why this term can miss the mark, check out this video from the YouTube content creator “A Professional Patient”, where they break down why the term “differently-abled” often falls short.

How would this come up in conversation?

Often this term is used with good intent, due to a lack of awareness of how it makes the person on the receiving end feel. Imagine someone saying, “We should hire more differently-abled people,” thinking they’re being supportive. In reality, this kind of phrasing can feel dismissive, glossing over the real obstacles and discrimination that disabled people face.

It can also unintentionally distance disabled people from conversations about accessibility and equality by making their challenges seem abstract or watered down.

Could it not be seen as inclusive terminology?

While it might sound more uplifting, “differently-abled” can unintentionally erase the realities of living with a disability. It puts a positive spin on something that doesn’t always need to be sugar-coated, and can distract from the push for real accessibility and inclusion. For many disabled people, it feels like a way to dodge the actual word “disability”, which only adds to the stigma.

What should I replace this term with?

Depending on the individual, he preferred language here is simply “disabled person”or“person with a disability”. Both are clear, and respects the person’s lived reality without trying to soften it into something it’s not. Always make sure to ask the individual what the most appropriate way is to identify them… but in most cases their name works best when it comes to inclusive terminology!

Wheel-chair bound

The term “wheelchair-bound” has been around for a long time, and while it might sound like a straightforward way to describe someone who uses a wheelchair, it actually paints a pretty limiting picture. It emphasises the restriction rather than the freedom that a wheelchair provides, focusing on what a person supposedly can’t do, instead of what the chair helps them achieve.

Why is this phrase problematic?

The word “bound” implies that someone is tied down, stuck or unable to move freely. In reality, a wheelchair does the exact opposite. It allows people to move through the world, access opportunities and participate in life on their own terms.

Language like “wheelchair bound” reinforces the idea that the chair is a source of pity or loss, when in truth, it is a valuable tool for autonomy.

“I’ve never seen that term before”

This term frequently appears in media coverage, often framing the wheelchair as a symbol of limitation. For instance, a 2023 article in The Courier-Mail used the headline: “Inside the struggle of wheelchair-bound identical twins with daily seizures’, (read here).

This article highlighted the challenges faced by the individuals while emphasising the term “wheelchair-bound”. Such language can unintentionally shift the focus away from the person’s abilities and independence, framing them as defined by their limitations rather than their potential.

‘Do you have any other examples?’

You might hear someone say, “She’s wheelchair-bound, so it’s hard for her to travel,” or a news anchor referring to a “wheelchair-bound activist.” This kind of phrasing makes it sound like the wheelchair is a barrier, when it’s actually a tool for independence and mobility.

If they use a wheelchair, why is it not considered inclusive terminology, why is it seen as problematic?

The word bound literally means tied up, restricted, or unable to move freely³… all things that a wheelchair actually helps to overcome, not reinforce. It’s a reminder that language matters, and the way we talk about mobility can shape how we see disabled people, either as limited or as capable individuals.

What might this sound like in everyday life?

Someone might say, “She is wheelchair bound so travelling must be difficult.” Or, “He’s a wheelchair bound activist – he does amazing work in the community!” These statements frame the individual through the lens of what they supposedly cannot do, rather than what they are accomplishing.

How should I describe someone in a wheelchair then?

The more appropriate choice here is to use the term “wheelchair user” or “person who uses a wheelchair.” It puts the person first and emphasises the role of the wheelchair as a tool for independence, not a limitation^4. It also removes the sense of pity that some wheelchair users feel when the term “wheelchair-bound” is used.

When we choose words more carefully through inclusive terminology, we signal respect. We also begin to challenge the outdated assumptions many people have about disability. Remember, Inclusive terminology is not about walking on eggshells. It is about seeing people clearly and acknowledging their experience without layering it in pity or discomfort.

Terms often heard in relation to, or, directed at Neurodivergent Individuals

When discussing neurodivergence, it is important to remember that language does not just describe, it can also define and embolden stereotypes. Although the term “neurodivergence” is new for you, it’s important to remember, the way you speak about someone with a neurodivergent experience can either empower or belittle them. This section looks at how to use inclusive terminology when talking about neurodivergent individuals and why certain words should be approached with care.

Dyslexic (Used Casually)

“Dyslexic” is one of those words that’s perfectly fine when used in the right context. It refers to a specific learning difference that affects how someone reads, writes, and processes language. It’s a real, diagnosable condition, not just a casual label for anyone who struggles with spelling or reading.

What is the issue with the way people use Dyslexic?

You might hear someone say, “I must be dyslexic! I just typed that sentence backwards.” Or, “I always get those two colours mixed up, I swear I’m dyslexic.” These offhand remarks are often intended as throw-away comments, but they are based on a misunderstanding of what dyslexia actually is.

They also reinforce negative stereotypes, such as the idea that dyslexia equals being unintelligent, clumsy or incapable. These associations are not only inaccurate, they are harmful.

What is the misconception?

For example, let’s take the 2001 film Pearl Harbor, the character Rafe is portrayed as dyslexic. The film suggests that his dyslexia makes him “stupid” and incapable of achieving his dreams such as becoming a pilot. This portrayal reinforces negative stereotypes and misconceptions about dyslexia, implying that it equates to low intelligence or incompetence. See part of the films transcript below.

Why would someone refer to themselves as “Dyslexic”?

You might hear people (or yourself) say things like, “I must be dyslexic; I keep mixing up these words”, “ I must be a bit autistic“, or “That is such an ADHD thing to do”, when someone makes a simple reading or writing mistake. These offhand comments can feel dismissive, trivialising the real challenges that people with dyslexia and similar neurodivergent conditions face every day.

At the same time, it is also important to recognise that many people begin their journey of understanding neurodivergence through self-diagnosis.

What is Self–Diagnosis? And Why Self–Diagnosis Is Increasing?

Self-diagnosis, particularly among adults, is becoming far more common. This is not due to convenience or online trends. It is often a necessary and thoughtful response to systemic challenges within healthcare systems.

In the UK, for example, waiting lists for neurodivergence assessments can range from one to five years, depending on where you live and the type of support required.

During this time, individuals may experience serious impacts on their mental health, job performance or relationships without the recognition or adjustments they need.

For many, self diagnosis acts as a critical first step, not a substitute for medical insight, but a bridge for it.

The Reality of Delayed Diagnosis

Delayed access to formal diagnosis can be caused by a number of factors:

• Limited specialist availability within the NHS or public healthcare systems
• Lack of understanding or awareness from general practitioners
• High demand for assessments in both adults and children
• The internalised pressure to “mask” behaviours, especially in women and marginalised communities
• Societal stigma around diagnosis (particularly in professional environments)

These challenges mean that many people may go years without an official label, despite clearly experiencing difficulties that align with neurodivergent conditions.

How Self Diagnosis Supports People in the Meantime

When done carefully and with intention, self diagnosis can help people access the support, resources and community they need while they wait for formal confirmation. It is not about labelling oneself casually. It often comes after deep personal research, reflection and  ideally consultation with a medical professional.

This process can provide relief, clarity and practical tools. For example, understanding that you may be neurodivergent could help you:

• Identify strategies to manage daily overwhelm
• Communicate your needs more effectively at work
• Understand patterns in your behaviour, concentration or social interaction
• Seek out inclusive workplaces that accommodate neurodiverse thinking
• Challenge harmful internalised beliefs about productivity, communication or memory

It is important to note, however, that self diagnosis should never replace professional medical advice. It is a stopgap, a supportive step towards better understanding, not the final destination.

Why Inclusive Terminology Matters Here?

The language we use when talking about neurodivergence matters more than ever. Using inclusive terminology helps ensure that those navigating self discovery, self diagnosis or a pending formal assessment feel seen and supported — not questioned or dismissed.

Instead of labelling someone as dramatic or disorganised, you might ask, “What works best for you in this kind of situation?” or “Would a different communication style be more helpful for you?” These small shifts in language can create safer spaces for open conversation and mutual respect.

If you would like to explore this topic further, you can read our dedicated blog post:
“Neurodivergent Self Diagnosis In The Workplace: Understanding and Supporting Your Employees”

This piece offers insights for managers, HR teams and colleagues on how to create an environment where inclusive communication and practical support are part of the everyday experience, not just a reaction to a diagnosis.

Aren’t we just being pedantic?

No. for individuals with dyslexia and other neurodivergent conditions, it becomes an issue when the word is thrown around as a casual insult or joke. Using “dyslexic” to describe a simple mistake downplays the actual struggles of people with dyslexia, turning a genuine learning difference into a punchline. It’s a subtle form of ableism that can make those with dyslexia feel misunderstood or dismissed.

So can I use the the word “Dyslexic” or not?

Yes… If you’re talking about someone who actually has dyslexia. “Person with dyslexia” is a respectful and accurate choice. Otherwise, just avoid using the term as a throwaway comment for everyday slip-ups. Not every typo or misspelling is a sign of dyslexia.

Normal

This might be one of the most common yet problematic words in casual language. When used to describe people, especially in contrast to someone who is neurodivergent or disabled, “normal” sets up a false standard.

“Normal” might seem like one of the most harmless words out there, but when it’s used to describe people, it can get a bit messy. It’s often thrown around to describe someone who isn’t disabled, neurodivergent, or living with a mental health condition, but this kind of language can be both misleading and hurtful.

After all… who gets to decide what counts as normal anyway?

It creates a dividing line. If one group is “normal,” then everyone else becomes “other.” This implies that any behaviour, thought pattern or learning style that does not fit into the majority experience is abnormal or defective.

The truth is, there is no universal definition of normal. Human brains work in many different ways, and that variety should be celebrated, not measured against a narrow set of expectations.

What’s the correlation between normal and neurodivergence?

If you’ve been on TikTok, you might have stumbled across the “Things I thought were normal but aren’t…”  trend, like this one from Secretly Not.

It’s a light-hearted but powerful reminder that what one person thinks of as “normal” can actually be a sign of something more – like undiagnosed ADHD, autism, or other forms of neurodivergence.

Videos like this highlight just how subjective the idea of “normal” really is, challenging the one-size-fits-all approach that can make neurodivergent people feel out of place or misunderstood. It’s a reminder that “normal” is just a social construct, a set of expectations that doesn’t really capture the full range of human experiences.

But doesn’t everyone use the word “normal”?

You might hear someone say, “I just want my child to have a normal life,” or, “You’re autistic! You’re pretty normal!” without realising that these statements imply that anything outside their version of normal is somehow lesser or undesirable.

‘So why’s that an issue?’

It sets up a false divide between those who are supposedly “normal” and those who aren’t, creating a sense of otherness that can be isolating. It assumes that one way of being is the standard and everything else is a deviation, which just isn’t accurate… or fair.

What should I replace “normal” with?

Instead of “normal”, try being more specific. If you’re talking about someone without a particular condition, refer to them as being “neurotypical” as a more precise term. If you’re talking about someone with a particular neurodivergent condition, refer to them as being “neurodivergent” or “neurodivergent” as a more precise term.  

Remember, it’s not about labelling, you’ll often speak to people using their name, but if you need to refer to their condition or a part of their identity which relates to said condition, you can use phrase frameworks if it were to come up in conversation such as “I’m/she/he/they’re neurodivergent..”,  It’s about moving away from a one-size-fits-all idea of what people should be like.

Problematic terms often associated with Mental Health

Mental health is often misunderstood, misrepresented and trivialised through language. Words that are used casually or for dramatic effect in everyday conversations can unintentionally minimise real conditions or reinforce damaging stereotypes.

In this section, we will explore two phrases that are frequently used but often misapplied, and we will look at how using more inclusive terminology can create space for better understanding and compassion.

“Grow a Pair”

“Grow a pair” is one of those phrases that has floated around for decades, usually thrown out when someone thinks you’re being too soft, scared, or indecisive and need to take control.

It’s short for “grow a pair of b*lls” and is based on the outdated idea that courage and strength are somehow linked to having male anatomy. It’s a classic example of toxic masculinity, reinforcing the notion that toughness and bravery are inherently male traits. But here is the problem, it sends the message that bravery is gendered, and that emotional vulnerability is a weakness.

Where you may have heard it before…

The phrase is commonly used in workplaces, for example, in preparation for a important meeting or presentation, or when needing to speak to someone within your organisation. It is also seen in pop culture and through TV. For example, in the sitcom Peep Show or the BBC One drama The Casual Vacancy(watch the clip here) The line is it’s a good example of how this kind of language can reinforce the idea that being tough or brave is somehow tied to male anatomy (even though the phrase itself is also directed at women), and that showing fear or vulnerability is a weakness.

On the surface, it might come off as a mental check-in to “focus” or “stand up for yourself”. But underneath, it reinforces ideas of toxic masculinity and equates toughness with maleness. It completely excludes people who do not fit that mould, including women, non-binary individuals and men who do not express themselves through dominance or aggression.

Where else is it used?

It’s the type of phrase you might hear when someone says, “Come on, grow a pair and stand up for yourself,” or, “Don’t be so shy, just grow a pair and do it…” The underlying message is that hesitation, fear, or vulnerability are signs of weakness, traits often unfairly associated with femininity. These are not just motivational phrases, they are gender coded messages and imply that sensitivity is something to be ashamed of.

So is there anyone I can say it too?

We wouldn’t advise it! This phrase is a double whammy, it not only inaccurately ties strength to a specific body part, but also dismisses the courage and resilience of women, non-binary people, and men who don’t fit the macho stereotype. It’s a narrow, outdated way of thinking that keeps harmful gender norms alive.

What’s a more appropriate way of saying it?

Instead of telling someone to”grow a pair,” try encouraging people using inclusive terminology, for example, use phrases that enable people to be brave, bold, or confident without tying it to a specific gender or body part. Phrases such as “You can do it”, “I believe in you!” or “stand your ground” get the message across without the extra baggage (no pun intended!).

Depressed (Used Lightly)

Depression is a serious mental health condition, not just a stand in for sadness or disappointment. It involves long term changes in mood, energy and motivation, often making it difficult for people to function day to day.

Despite this, you will often hear the word “depressed” used casually to describe everyday setbacks. For example, “I’m so depressed that the weekend is over,” or, “I didn’t get the job, I’m depressed.”

“Depressed” is a clinical term that describes a serious mental health condition, not just a passing mood. It’s characterised by persistent feelings of sadness, hopelessness, and a lack of interest in activities that once brought joy. It’s not just feeling a bit down or having a rough day… it’s a real, diagnosable illness that can have a significant impact on a person’s life.

But shows always use the term “Depressed”!

Along with many other sitcoms, The Office (US), shows a scene where Michael Scott dramatically declares, “I am so depressed,” after a minor setback at work. The moment is played for laughs, leaning into the character’s tendency to overreact, but it also reflects how the word depressed is often used to describe temporary disappointments, rather than the serious mental health condition it actually is.

Isn’t it always a general harmless statement?

You might hear someone say, “Ugh, I’m so depressed, my team lost the match,” or, “I feel so depressed. I didn’t get that promotion.” While the feelings behind these statements are valid, using “depressed” in this way can minimise the real struggles faced by those living with clinical depression.

But if I’m sad, why can’t I say it?

When we use “depressed”as a throwaway term for everyday disappointments or rough patches, it can make it harder for those genuinely struggling to be taken seriously. It can also discourage people from seeking the help they need, reinforcing the stigma around mental health.

‘What should I say when I feel this way?’

If you are feeling low, express that, use phrases such as “upset,” “disappointed,” “frustrated” or “let down.” Save the word “depressed” for when you are referring to clinical depression or speaking with the seriousness the condition deserves.

Why Language Around Mental Health Needs to Change

Mental health stigma remains one of the biggest barriers to people getting support. The words you use matter more than you might think. Casual, inaccurate or mocking language can discourage people from speaking up, asking for help or feeling seen.

Terms often heard in relation to, or, directed at people from racial minorities

When it comes to race, language has a long and complicated history. Words that were once used casually (yet still offensive) are now recognised and understood as deeply harmful. Not because people have become too sensitive, but because we have grown to understand their origins, their impact and the way they can reinforce racial inequality.

In this section, we will explore inclusive terminology and problematic that may still be used today in workplaces, the media or casual conversations. While they might sound harmless to some, these phrases carry heavy histories. Inclusive terminology helps us replace outdated expressions with respectful, specific and accurate alternatives.

“Nitty-Gritty”

Nitty-gritty is one of those phrases that gets thrown around a lot in the workplace, in business meetings, sports commentary, and even live TV, usually when someone wants to get down to the essential details of a situation. On the surface, it seems harmless enough…  it’s just a way of saying “let’s focus on the core of the matter at hand”.

Whilst its exact origins are debated, there are strong and evidenced arguments that the term “nitty gritty” has connections to the transatlantic slave trade. Some historians believe “nitty-gritty” originally referred to the debris, dirt, and lice found in the bottom of slave ships. Other theories suggest it may have been a slang term for the harsh, degrading conditions enslaved people were forced to endure. This potential link has led many organisations, including some UK police forces and major media outlets, to ban its use, for example read more on why Sky Sports have banned the word on air.

Where have you heard it?

You’ll often hear this phrase in the workplace, but an example of how the phrase nitty gritty can slip into everyday language, particularly on TV is using the example of Good Morning Britain (GMB), when presenter Richard Madeley used the term during a live broadcast.

Despite the phrase’s problematic history, Madeley’s use of “nitty-gritty” went largely unchallenged by his co-hosts, even as he faced backlash for using other problematic language in the same segment. This incident highlights how terms with potentially harmful histories can become so normalised that even when other offensive language is flagged, these slip through unnoticed.

But I hear it in large work organisations…

The term is used commonly amongst many parts of society, you might hear someone say, “Alright, let’s get down to the nitty-gritty,” during a team meeting or a tough negotiation, without realising the painful history behind the phrase. This blogs purpose is to bring light to these terms and hopefully pave way to a more inclusive future.

But if no-one knows the history, what’s the issue?

Yes, because some people do know. And for those who are aware of its painful history, hearing it used casually can feel like a dismissal of their heritage and experiences. Even if the meaning has evolved over time, the possible roots are enough to justify choosing a more respectful alternative. The links to such a dark part of history is reason enough to think twice before using it. It’s a good example of how language can carry echoes of the past, often in ways we don’t immediately recognise.

If I call it out, what should I tell someone to replace it with?

If you, or someone around you is trying to get to the point or focus on the important details, consider alternatives such as “let’s look at the details”, “the bottom line” and/or “essentials”. These phrases carry the same meaning without the potential for unintended offense or harm.

Ghetto

The word “ghetto” has a long and complicated history, and while it’s sometimes used casually today to describe run-down or low-income areas, its origins are far more loaded. The term dates back to 16th century Venice, where it was used to describe the part of the city where Jewish residents were forced to live, separated from the rest of the population by physical barriers and harsh restrictions.

The word itself is believed to come from the Venetian word “gheto” or “ghetto,”meaning “foundry” or “casting,” reflecting the industrial area where the Jewish ghetto was first established⁸.

The term took on even darker connotations during World War II, when the Nazis forced millions of Jewish people into cramped, walled-off ghettos across Europe as a prelude to the Holocaust.

Later, during World War II, the Nazis used ghettos as forced living quarters for Jewish people before deporting them to concentration camps. These areas were overcrowded, deprived of resources and symbolised extreme racial oppression.

It turns real struggles with poverty, discrimination, and systemic racism into a casual insult, erasing the rich cultures and histories of the people who have lived in these communities.

In modern times, the term has shifted again. In pop culture and everyday speech, “ghetto” is now often used to describe something that is cheap, disorganised or substandard. It is also applied, unfairly, to neighbourhoods predominantly occupied by Black or racially marginalised communities. This association with segregation, oppression, and violence means the word carries a lot of painful history, even if that’s not always obvious at first glance.

No one says “Ghetto” anymore!

Despite this history, “ghetto” has made its way into mainstream vernacular, often used to describe things that are seen as cheap, substandard, or poorly made. As such it’s far more commonly used than you may think…

For example, Imagine a team is sitting in a meeting, casually chatting before the session begins. A Black woman colleague enters the room with long acrylic nails and large hoop earrings. As she sits down, a white colleague whispers to another, “She always turns up so ghetto, doesn’t she?”

Though said quietly, the comment is overheard. The room goes silent. The colleague it was directed at hears it clearly, and although no one directly acknowledges it, the atmosphere becomes noticeably uncomfortable.

Why This Is a Problem

Using the word “ghetto” in this context is a racialised microaggression (these are brief and commonplace daily verbal, behavioural, or environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative racial slights and insults toward people of colour). While it might be framed as a joke or offhand remark, it carries strong negative connotations and reinforces harmful stereotypes about Black identity, culture and professionalism.

As previously explained, the term “ghetto” has a long history rooted in segregation and marginalisation, and as time has moved on, the word has evolved into a shorthand for anything seen as low class, poor quality or undesirable. And when used to describe a person, particularly someone from a racially marginalised background, it becomes coded language for “unrefined,” “unprofessional” or “out of place.”

In the above scenario, the comment “so ghetto” is not just about fashion or style. It communicates a number of harmful assumptions:

• “You do not belong in this professional space.”
• “Your identity and presentation are not acceptable here.”
• “Black culture is lesser or uncivilised.”

It implies that there is a ‘correct’ or ‘respectable’ way to exist in a professional setting, usually one defined by white, Eurocentric standards of dress, behaviour and language.

Even if the person saying it claims it was “just banter” or “not meant like that,” the message is clear: your appearance and identity are being judged and devalued.

For the colleague on the receiving end, the impact can be immediate and lasting:

• Emotional damage: Feelings of shame, anger, isolation or humiliation.
• Professional hesitation: Fear of being judged, which may lead to self-censorship in dress, speech or engagement.
• A lack of, and loss of psychological safety: A sense that they cannot show up as their authentic self without being mocked or excluded.
• Long term alienation: Repeated microaggressions can contribute to attrition, disengagement or mental health challenges.

This single comment of “ghetto” may seem small to some, but when layered with other subtle exclusions and stereotypes, it becomes part of a much larger issue — one that signals to marginalised employees that they must constantly adjust who they are to be accepted.

That’s the workplace though! I don’t hear it anywhere else…

A good example of how the word “Ghetto” is flippantly used, is in  Season 1 episode 7 (titled “Strong Black Woman”) of the Amazon Prime series Harlem, the show tackles a familiar yet often unspoken tension around how language, particularly when used cross culturally describe Black culture, can reinforce harmful power dynamics, even under the guise of criticism or feedback.

You can watch the show here:https://www.amazon.co.uk/gp/video/detail/B09KTF5L8T/ref=atv_dp_season_select_s1. If you are unable to watch the show, here is a short summary of the situation that plays out… 

The Scene

Kate, a white woman working in a position of influence, refers to the all Black cast and crew of a theatre production as “ghetto.” The word is dropped in the middle of a professional setting, and although Kate likely believes she is offering a form of critique, what she is actually doing is invoking a centuries-old stereotype.

She uses the term “ghetto” repeatedly to describe an environment that is Black-led, expressive, and culturally rich. Yet, implying that it is messy, chaotic or lacking refinement simply because it does not fit Eurocentric cultural norms.

Angie, one of the show’s Black female leads, responds immediately and unapologetically to Kates “ghetto” remark. She challenges Kate for the choice of language she used, Angie states… “Kate, you keep saying ‘ghetto’ what do you mean by that?”

The scene also highlights a vital truth, who is speaking matters just as much as what is being said. The show does not just use this scene for dramatic effect, it uses it to push the audience to think about how language can weaponise race.

It challenges you to consider:

• Why are certain words like “ghetto” so casually used to describe Black spaces?
• Why are people of colour people expected to stay silent or “professional” in the face of such language?
• How can we shift the narrative to one where cultural spaces are celebrated, not policed?

The Harlem scene is a perfect example of why inclusive terminology is essential. It shows what happens when people do not think critically about the words they use, especially in cross cultural contexts. It also highlights why calling out microaggressions, even uncomfortable ones, is a necessary part of creating equitable environments. Language should be challenged when it marginalises, even if that challenge makes others uncomfortable.

How do I describe something that I used to call “ghetto” then?

Instead of using “ghetto” be more specific. If you mean something is broken or run down, say… “broken”, “run-down”. Using “ghetto” as a shortcut to describe something messy, poor or embarrassing reduces entire communities to stereotypes. It also erases the resilience, creativity and strength found within these communities. What was once a term rooted in oppression is now used to ridicule, and that is a problem.

Describe the situation for what it is. If you mean that something is disorganised, say “disorganised.” If you are referring to an under resourced neighbourhood, say “low income area,” “run down area” or “improvised infrastructure.” These descriptions are accurate and respectful.

Why Racially Inclusive Terminology Matters

Avoiding terms like “ghetto” and choosing accurate, respectful language shows that your workplace values cultural diversity and recognises the lived experiences of racially marginalised colleagues.

Instead of reinforcing stereotypes, inclusive terminology invites curiosity and openness. For example, if someone’s style or expression sparks interest, a respectful alternative might be, “I love how bold and expressive your outfit is! It really stands out.” This shifts the tone from judgement to appreciation, and creates space for genuine human connection without assumptions.

Why Words About Race Require More Care

Racially marginalised communities already face barriers related to access, equality and representation. When language reinforces those barriers, it becomes another obstacle to progress.

Using inclusive terminology is not about policing speech. It is about acknowledging the weight words carry and choosing to communicate in ways that reflect fairness, understanding and awareness.

The next time you feel tempted to use an outdated term, take a moment to consider what it really means and how it might be heard. That small pause can lead to a more meaningful connection and a more inclusive environment for everyone.

Why Inclusive Terminology Is Worth Your Attention

Using inclusive terminology is not about censorship. It is not about being politically correct for the sake of it. It is about being human. When you choose your words with care, you make room for people to feel seen, heard and respected.

This blog is not a checklist of what not to say. It is an invitation to think critically, question language habits that reflect the values of equality, respect and dignity.

If you have ever wondered whether words really make a difference, the answer is yes. Language creates culture. The words you use today will influence the conversations of tomorrow.

This Is Not the End of the Conversation

At Mission Diverse, we believe that creating inclusive environments begins with awareness. But awareness alone is not enough. You have to act on what you know. We know this blog only scratches the surface. Language is always changing, and so is our understanding of identity, inclusion and power. That is why we will be continuing this work through our Extended Terms Blog Mini Series, where we will go even deeper into more complex and nuanced language that shapes how we view one another.

What you can expect…

• Further breakdowns of terms still commonly used today
• More examples from the workplace media, politics and popular culture
• Practical suggestions for what to say and how to say it
• Thought starters for inclusive communication in the workplace, at school and online.

Whether you are an educator, ally, manager, advocate or simply curious, there is always more to learn. And you do not have to learn it alone.

We encourage you to share this blog with your colleagues, teams, classrooms or communities. Start a discussion. Ask questions. Make space for discomfort if it comes up, because that is where real learning happens.

If this blog helped you think differently about language, then we have done our job.

We Are Here to Support You

If anything in this blog has resonated with you, perhaps something you have heard, said or experienced, you are not alone. Conversations about inclusion, identity and language are not always easy, especially when people are unsure of what to say or how to say it.

At Mission Diverse, we work alongside individuals, teams and organisations to create spaces where those conversations feel less daunting and more constructive. Whether you are trying to build confidence, improve workplace culture or simply want to feel more prepared to support your colleagues, we are here to help.

If you, your team or your organisation would benefit from support in creating safer, more respectful spaces to talk about inclusion and inclusive terminology, feel free to get in touch. There is no pressure, just a chance to talk, ask questions and explore how we might support your journey.

You do not have to have all the answers. You just have to be open to learning.

Let’s keep the conversation going… Stay tuned for more insight…

You can schedule a 15-minute virtual support call with one of our trainers and consultants by clicking here