The Power of Inclusive Language in Aquatics

Language is one of the most powerful tools we have as aquatic professionals. The words we choose not only influence how staff and patrons feel in our facilities but also impact whether our spaces are truly welcoming and accessible to all. Inclusive language isn’t about being politically correct, it’s about being intentional, respectful, and ensuring that everyone who interacts with our aquatic programs feels valued and included. By using inclusive language, we can:

• Foster an environment where individuals of all identities and backgrounds feel safe and respected.

• Promote a culture of belonging within our staff teams, which can enhance morale, retention, and overall effectiveness.

• Ensure that marketing, signage, and policies reflect the diverse communities we serve.

• Support accessibility efforts by using language that does not exclude individuals with disabilities or neurodiverse needs.

  Understanding Inclusive Language in Aquatics: Key Terms and Why They Matter

Inclusive language is more than just avoiding harmful terms, it’s about using words that honor and acknowledge the diverse identities and experiences of individuals. In the aquatics industry, the way we communicate plays a big role in creating an environment where both staff and patrons feel safe, respected, and comfortable. Understanding key terms related to gender, sexuality, ability, and identity is essential to building a truly welcoming space for everyone.

Gender and Identity Terms

When we use language related to gender, it’s important to recognize and respect people's personal identities. Here are some key terms to know:

• Cisgender: A person whose gender identity aligns with the sex they were assigned at birth.

• Transgender: An umbrella term for people whose gender identity doesn’t align with the sex they were assigned at birth.

• Non-Binary: A gender identity that doesn’t fit within traditional categories of male or female.

• Gender-Neutral: Language, spaces, or policies that don’t assume a specific gender.

• All-Gender: A term to explicitly include all gender identities.

• Pronouns: The words people use to refer to themselves, like he/him, she/her, or they/them.

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LGBTQIA+ Identities

Understanding the different identities within the LGBTQIA+ community helps ensure we’re fostering a space where everyone can be themselves. Here’s a guide to common terms:

• LGBTQIA+: An acronym representing Lesbian, Gay, Bisexual, Transgender, Queer or Questioning, Intersex, and Asexual identities.

• Lesbian: A woman who is attracted to other women.

• Gay: A person attracted to people of the same gender.

• Bisexual: A person attracted to more than one gender.

• Queer: A term used by people who don’t identify as heterosexual or cisgender.

• Asexual (Ace): A person who experiences little to no sexual attraction.

• Intersex: A person with physical characteristics that don’t fit typical definitions of male or female.

• Questioning: People who are exploring or unsure of their sexual orientation or gender identity.

• Allyship: Actively supporting and advocating for LGBTQIA+ rights.

  
  

Race and Ethnicity

Race and ethnicity shape how individuals experience the world. Understanding these terms helps us recognize the complexities of identity and supports inclusivity.

• Race: A social classification based on physical characteristics like skin color and hair texture.

• Ethnicity: A person’s cultural background, including shared language, traditions, and ancestry.

• BIPOC: An acronym for Black, Indigenous, and People of Color, used to center the experiences of marginalized racial groups.

• Marginalized Groups: Communities excluded from full participation in society due to factors like race, gender, or disability.

• Intersectionality: A concept that highlights how different aspects of identity (e.g., race, gender, ability) intersect to create unique experiences.

  
  

Ability and Neurodiversity

Language related to ability and neurodiversity is essential in creating an environment that supports all individuals, regardless of their cognitive or physical traits.

• Disability: A condition that limits movement, senses, or daily activities.

• Neurodiversity: The idea that different ways of thinking and processing information are natural variations.

• Neurodivergent: People whose brains function differently from typical neurological patterns.

• Neurotypical: Individuals whose brain functions are considered typical in society.

• Stimming: Repetitive movements or sounds some neurodivergent individuals use to self-regulate.

• Masking: A strategy where neurodivergent people suppress natural behaviors to fit social expectations.

• Ableism: Discrimination against people with disabilities, based on the belief that able-bodied ways are superior.

  
  

Best Practices for Inclusive Language in Aquatics

Understanding these terms is just the beginning. To make inclusion a part of everyday practices, here are some practical ways to integrate inclusive language:

• Ask individuals for their pronouns and use them correctly.

• Avoid making assumptions about gender, ability, or identity based on appearance.

• Audit signage, policies, and training materials to ensure inclusivity.

• Encourage staff to use gender-neutral language when addressing groups (such as “Hello everyone” instead of “Hello ladies and gentlemen”).

• Foster a culture where staff feel comfortable correcting mistakes and learning from them.

• Provide ongoing training to ensure language and policies remain up to date.

  
  

Inclusive language is about progress, not perfection. It’s about creating an environment where everyone, regardless of their identity, feels valued and safe. By educating ourselves and making thoughtful changes, we can ensure that aquatic spaces are truly welcoming for all.

Where to Audit for Inclusive Language

To create an inclusive environment, aquatic professionals should regularly assess the language used throughout their operations. Key areas to review include:

• Signage and Public Communication: Avoid assumptions about gender, ability, or other personal characteristics in public signs. For example, change “Mommy and Me Swim” to “Caregiver and Child Swim.”

• Employee and Team Communication: Ensure internal communications and training reflect inclusive language. Use the correct pronouns and avoid gendered language.

• Program Materials and Curriculum: Update lesson plans and training materials to use language that aligns with current diversity, equity, and inclusion standards.

• Marketing and Advertising: Ensure promotional materials reflect the diversity of communities served and include gender-inclusive language.

• Policy and Procedure Documents: Review policies to ensure they are inclusive, such as stating that accommodations are available upon request rather than requiring a doctor’s note.

• Customer Experience and Engagement: Train staff to understand Person-First language (such as “person with a disability”) and Condition-First Language (which puts the condition before the person, like "disabled person). Both are acceptable, depending on the person’s preference. It's important to ask individuals for their preferred terminology to ensure respect and inclusivity.

  
  

Common Pitfalls in Aquatics

Even with efforts to be inclusive, some language missteps can create barriers:

• Unintentional Gender Bias: Using gendered language when it's unnecessary, such as saying “ladies and gentlemen” instead of “everyone.”

• Using Cutesy And/Or Non-Direct Language: Using terms like “special needs” or “handicapable” instead of more specific language about accessibility can be demeaning and infantilizing and imply that words like “disabled” are negative or shouldn’t be used.

• Over-Emphasizing Parent Perspectives: Often, we focus too much on parents and caregivers of people with autism and disabilities (or medical professionals), neglecting the voices and lived experiences of disabled and autistic adults, especially those within the aquatics profession who are neurodivergent and/or disabled and experts in their field.

• Inconsistent Training: Failing to reinforce inclusive language practices through ongoing education and policy updates.

• Stigmatizing Mental Health Language: Using outdated terms like “crazy”, “psycho”, or “addict”.

• Failing to Update Language: Not keeping up with evolving terminology, which can make people feel excluded.

• Not Respecting Pronouns: Assuming someone's gender or pronouns rather than asking and using what they provide.

  
  

Best Practices: What to Do When You Say the Wrong Thing

At some point or another we all get it wrong. Even with the best intentions, mistakes will happen. When you slip up, here’s how to handle it:

1. Acknowledge the mistake: Acknowledge it immediately, saying something like, “Thanks for pointing that out—I didn’t realize that term was outdated.”

2. Apologize sincerely: Apologize without over-explaining or making excuses.

3. Listen and be open to feedback: Be receptive to correction and learn from the feedback.

4. Educate yourself: Take the initiative to learn more about inclusive language so you can continue improving. Remember it’s your responsibility to educate yourself and not the burden of others (especially those who you may have unintentionally offended) to inform you.

   
   

Moving Forward with Inclusive Communication

Adopting inclusive language is a process, not a destination. Small shifts in communication can make a big difference in creating a more welcoming and supportive environment. By being intentional, updating policies and training, and encouraging ongoing learning, aquatic professionals can play a vital role in fostering inclusivity in the industry.