Prickly Language: 10 Common Phrases to Rethink and What to Say Instead

Inclusive language matters – at work and beyond. Small shifts in how we speak can make a big difference: helping people feel seen and included, and challenging stereotypes that don’t serve us.

And while changing habits takes practice, it doesn’t have to be overwhelming. Here are 10 simple swaps to make your workplace and community more inclusive — one word at a time.

1. Stop making assumptions about people’s relationships

Instead of: “How’s your wife/husband/boyfriend/girlfriend doing?”
Try: “How’s your partner doing?”

Unless someone has shared details with you, it’s impossible to know their sexuality, gender, or relationship structure. Using terms like “partner” helps create space for all kinds of relationships, including those that don’t fit heteronormative moulds. It’s a small shift that signals: whoever you love, however you define family, you belong here.

2. Avoid words with harmful mental health stigmas

Instead of: “That’s insane” / “That’s so OCD.”
Try: “That’s unbelievable” or “That’s wild” / “That’s really meticulous.”

Terms like “crazy,” “insane,” or “OCD” have long been used to stigmatise people with mental health conditions or neurodiverse experiences. When we casually use them to describe something unusual, intense, or overly particular, it reinforces harmful stereotypes and trivialises real challenges people face. Choosing neutral alternatives not only makes your point clearer, but also creates a kinder, more inclusive environment.

3. Move beyond ability-based expressions

Instead of: “Turn a blind eye” / “Lame excuse.”
Try: “Ignore something” / “Weak excuse.”

These common sayings draw directly on disability to suggest something negative, reinforcing ableist assumptions. More precise alternatives not only avoid harm but often make your point stronger.

4. Stop using words with racist origins

Instead of: “Let’s get into the nitty-gritty” / “I got gypped.”
Try: “Let’s look at the details” / “I got ripped off.”

Phrases like “nitty-gritty” and “gypped” may seem harmless, but both are linked to racist histories. “Nitty-gritty” has been connected to the dehumanisation of enslaved African people, while “gypped” is rooted in stereotypes about the Romani community (suggesting they were inherently dishonest). Even if the history isn’t widely known today, these words carry baggage. Swapping them out for simple alternatives keeps your language accurate and inclusive.

5. Skip the gendered intros

Instead of: “Good morning, ladies and gentlemen.”
Try: “Good morning, everyone/folks/people.”

When opening a presentation, it might feel natural to use “ladies and gentlemen.” But if you don’t know the genders of everyone in the room, you risk excluding people who don’t identify with those terms. Inclusive greetings are easy, modern and far more welcoming.

6. Swap out gendered group terms

Instead of: “Hey guys.”
Try: “Hey everyone,” “Hey team,” or “Hey folks.”

“Guys” is often used casually for groups of all genders, but it still centres men as the default. Choosing neutral terms makes everyone feel acknowledged. Bonus: “team” or “folks” often feels warmer and more collaborative anyway.

7. Avoid cultural appropriation in everyday expressions

Instead of: “This is my spirit animal.”
Try: “This really speaks to me” or “This is so me.”

The concept of “spirit animals” is sacred in some Indigenous cultures, and using it lightly in conversation diminishes its significance. There are plenty of other ways to express connection without borrowing from cultures in ways that can feel dismissive.

8. Avoid ageist language

Instead of: “You’re over the hill” / “Act your age” / “Having a senior moment”
Try: “You’ve got lots of experience” / “That’s impressive for any age” / “That was a momentary lapse.”

Ageist phrases make assumptions about a person’s abilities, energy, or worth based on their age, whether older or younger. In the workplace, casual comments like these can subtly undermine confidence, dismiss contributions, or reinforce generational stereotypes. Using neutral or positive alternatives recognises value across all ages and fosters inclusion, respect, and intergenerational collaboration.

9. Reconsider violent metaphors

Instead of: “We need to kill two birds with one stone.”
Try: “We need to solve two problems at once” or “Let’s tackle both together.”

Violent metaphors often creep into everyday speech, but they can feel jarring or unnecessarily harsh. At EQI, we also avoid them because of the work we do: when talking about ending violence against women and girls, it doesn’t sit right to use language like “in the fight against violence” or “waging war on inequality.”

Instead, we centre language of care, collaboration, and possibility because words shape culture, and we want our culture to reflect the future we’re working toward. You can do the same in your workplace: choose words that energise, not brutalise.

10. Think beyond binaries

Instead of: “This is black and white.”
Try: “This is clear-cut” or “This is straightforward.”

Using “black and white” as shorthand for clarity can unintentionally reinforce racial hierarchies, while also oversimplifying complex issues. More precise language avoids harm and allows for nuance.

Keep learning

These are just a few simple swaps – there are countless more. What matters most is staying open, checking assumptions, and practising curiosity. You won’t get it perfect every time, but intention and willingness to adapt matter.

At EQI, we know inclusive language is a powerful step toward equity but it’s only the beginning. That’s why we created our Inclusive Language course. 

Explore more of our resources, start conversations in your workplace, and remember: language shapes culture. Let’s make it inclusive.