Episode Key Takeaways
The word ‘guys’ fails the reversibility test. Swap it for ‘girls’ and it breaks immediately—yet most teams use ‘guys’ daily without questioning why. The alternatives are abundant: folks, team, y’all, yous. The real barrier isn’t vocabulary; it’s the willingness to change a habit that feels invisible.
Salma argues that ‘cultural fit’ is code for homogeneity. When a hire isn’t a cultural fit, that’s often a signal to celebrate—they bring difference, not damage. The research is clear: diverse teams outperform homogeneous ones. Interrogate what ‘fit’ really means before you screen someone out.
Microaggressions accumulate. Being called ‘darling’ or ‘honey’ once might seem harmless; repeated daily, it signals you’re not a professional peer. Language informs behavior, and behavior informs who gets promoted. The pattern compounds.
Asking is not rude—it’s the most powerful move in the room. Rather than assume someone’s pronouns, identity, or preferred terminology, ask directly. There is no universal rule; every person has preferences. The shame around asking is learned, not inherent.
Fear lives on both sides of the diversity conversation. Marginalized communities fear the momentum will fade; others fear the world will become unrecognizable. Tread gently. You don’t need all the answers or the loudest voice—just genuine curiosity and willingness to learn alongside others.
Frequently
Asked
Questions
Why is 'cultural fit' a problem in hiring?
Cultural fit’ typically means someone doesn’t look, sound, or come from the same background as existing staff. It’s code for homogeneity. When a candidate isn’t a cultural fit, that’s often a sign they bring valuable difference. Diverse workforces outperform homogeneous ones—so reframe ‘not a fit’ as ‘culture add’ and score accordingly.
What should I say instead of 'guys'?
Alternatives include: folks, team, y’all, yous, everyone, people, or simply ask your team what collective term they prefer. The point isn’t perfection—it’s recognizing that ‘guys’ doesn’t work in reverse (‘girls’ to a mixed group sounds wrong), so why use it one way? Pick any alternative and move on.
How do I ask someone about pronouns without being rude?
Simply ask: ‘How would you like to be identified?’ or ‘What pronouns do you use?’ There’s no shame in asking. The belief that asking is uneducated or impolite is learned, not inherent. Direct questions show respect and prevent repeated mistakes. Every person has preferences—asking honors that.
What's the difference between 'a disabled person' and 'a person with a disability'?
People-first language puts the person before the condition. ‘A person with a disability’ centers their humanity first; ‘a disabled person’ risks defining them by the disability alone. The same applies to ‘a person with diabetes’ versus ‘a diabetic.’ Small shifts in word order signal whether you see the whole person or just the label.
How do I stay current on inclusive language without burning out?
Pick your medium—don’t force yourself to read books if you prefer social media. Follow educators like Rachel Carillo on Instagram or LinkedIn. Let diverse voices populate your feed naturally so learning becomes passive, not another task. Language evolves constantly; stay curious without expecting mastery.