Guidelines for the Use of Non-Discriminatory Language at UTS

Introduction

It is the policy of the University of Technology, Sydney, to provide equal opportunity for all persons regardless of sex, race, marital status, family responsibibilities, disability, sexual preference, age, political conviction or religious belief.

The University has developed this brochure for the use of non-discriminatory language. The Council of the University has endorsed the use of these guidelines by all members of the University community.

Your choice of words and use of language are ways to put this policy into practice.

Language as a vehicle of discrimination

Language both reflects and shapes social reality. Discriminatory language is therefore both a symptom of, and a contributor to, the unequal social status of women, people with disabilities and people from various ethnic and racial backgrounds.

This brochure aims to encourage staff and students at UTS to think actively about the language they use, and provides practical guidelines on how to avoid using discriminatory language.

Language is a major vehicle for the expression of prejudice or discrimination. Some of the major forms of discriminatory language are:

• Extra-visibility or emphasis on difference
  In many contexts it is quite unnecessary to mention a person's sex, race, ethnic background or disability. Yet for members of minority groups these characteristics are often mentioned. This type of gratuitous specification may result in overemphasis on a particular characteristic, thus creating the impression that the person referred to is somehow an oddity.
• Stereotyping
  A stereotype is a generalised and relatively fixed image of a person or persons belonging to a particular group. This image is formed by isolating or exaggerating certain features – physical, intellectual, cultural, occupational, personal, and so on – which seem to characterise the group. Stereotypes are discriminatory in that they take away a person's individuality. Although they may reflect elements of truth, these are usually misinterpreted or inaccurate owing to oversimplification. The status of minority groups in society is often adversely influenced by prevailing stereotypes of them.
• Derogatory labelling
  The discriminatory nature of derogatory labels used to describe members of minority groups is often obvious. However, derogatory labels are still commonly used, and must be avoided.
• Imposed labelling
  A characteristic often shared by minority groups is their lack of power to define themselves. Often the names and labels by which they are known, whether derogatory or not, have been imposed on them. Imposed labelling may be inaccurate in various ways and may also be alienating for the groups it supposedly describes.

Language is not fixed and static but is constantly evolving and changing as society's attitudes and practices change. Be aware of the development of new forms of expression that seek to describe our diverse society in non-discriminatory ways.

Acknowledgments

This brochure is primarily based on Anne Pauwels, Non-Discriminatory Language. Other sources are listed at the end of this brochure.

Anti-discrimination legislation in Australia

Australia's commitment to eliminating discrimination has been manifested in a number of ways, including legislation at the Federal level. For example, the Racial Discrimination Act 1975, the Sex Discrimination Act 1984, the Human Rights and Equal Opportunity Commission Act 1986, and the Disability Discrimination Act 1992 make it unlawful to discriminate on the grounds of race, colour, national or ethnic origin, sex, and disability.

In NSW, the Anti-Discrimination Act 1977 also covers discrimination on the grounds of sex, sexual preference, marital status, race, physical and intellectual disability, and age. Vilification of people on the grounds of homosexuality or their HIV or AIDS status is prohibited by recent amendments to the Anti-Discrimination Act.

Contacts

If you have a general query in relation to the use of non-discriminatory language, contact the Equal Opportunity Unit on telephone 330 1084. If you have an inquiry on the use of non-racist language in relation to Aboriginal or Torres Strait Islander people, contact Jumbunna on telephone 330 1902.

If you wish to report the use of discriminatory language at UTS, complaints can be lodged with staff at the Equal Opportunity Unit, telephone 330 1084.

References

References for further reading on using non-sexist language:

Anne Pauwels, Non-Discriminatory Language, Australian Government Publishing Service, Canberra, 1991

Style Manual for Authors, Editors and Printers, 4th Edition, Australian Government Publishing Service, Canberra, 1988.

For an outline of the theoretical issues and guidance on using non-sexist language in academic writing:

Francine Wattman, Frank Language, Gender and Professional Writing: Theoretical Approaches and Guidelines for

Paula A Treichler, Non-Sexist Usage, The Modern Language Association of America, New York.

Last administrative update: March 1998