Guide to Inclusive Communication

in Mobilities
Written for the ID-PROTOCOL project 2020-2-ES02-KA205-015993 within the framework of the
Erasmus+ programme

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Contents:

Introduction

A) Introduction to Inclusive Communication

1. What is it?
2. Why does it matter?

B) Guiding Principles for Using Inclusive Language

C) Being Inclusive in your Communication

1. Sex and gender
2. LGBTIQ+
3. Race, ethnicity and national origin
4. Social inclusion
5. Disability
- Accessibility information

D) Adjust your Communication Materials

1. Representing different groups in your communication
2. Accessible writing
3. Images and visual representation
4. Websites and social media
5. Documents

E) Inclusive Language
1. Table of non-inclusive words and their substitutes
2. Naming your project

F) Checklist for inclusive communication

ANNEX 1: Translations of the table of non-inclusive words and their inclusive substitutes

KEY WORDS: Inclusive communication, Inclusive Language, Anti-Discrimination, Inclusive

Mobilites, Protocols

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INTRODUCTION

This guide to inclusive communication is created with the intention of serving as a

comprehensive handbook for how to communicate in a more inclusive way when planning
and executing mobilities, educational activities, and youth work. Using inclusive language
and ways of communicating helps reach more people, helps everyone feel included and
comfortable, and fights against discrimination and hatespeech. This guide is one of the
results of the ID-Protocols project, funded by the Erasmus+ programme, which has the
intention of facilitating the creation of more inclusive mobilities within Erasmus+ but also
within any other international mobility programmes. The project partnership is: Asociacion
Mundus (Spain), LEAP Sports Scotland (UK), Centrs MARTA (Latvia), and CESIE (Italy).

The Guide to Inclusive Communication in Mobilities includes explanations of what inclusive

communication is, principles for using inclusive language, practical information for being
inclusive in your communication and how to adjust your communication materials to be
more inclusive. The guide also includes a table of non-inclusive words and their inclusive
substitutes, and a checklist for inclusive communication. The guide can be referred to
whenever creating communication materials for mobilities or other projects.

In addition to this guide to inclusive communication, the partnership created a Guidebook

for Making Mobilities More Inclusive, subsequently referred to as the “ID Pro Guidebook”
(see this document). This guidebook helps organisations create protocols for inclusion in
mobilities and includes useful materials about concepts of discrimination, the key actors and
moments in mobilities, and practical advice on how to deal with violence and bullying in
mobilities.

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A) INTRODUCTION TO INCLUSIVE COMMUNICATION

1. What is it?

Inclusion involves creating an environment where all people are given the same opportunity
to make an impact and can feel respected and valued. Communication is a key part in
welcoming diversity and ensuring inclusion. Inclusive communication takes into account the
differences in people’s identities, abilities, perspectives, and communication styles. It ranges
from which words to use and which to avoid, to what imagery to include and how
information is presented.

2. Why does it matter?

Inclusion in international mobilities is essential to widen the participation of less

advantaged and underrepresented groups through easier access to activities, better quality
of the mobilites and a higher participation rate. Using inclusive communication helps reach a
wider range of people without excluding or alienating them.

In order to bring people closer together and educate people to create a diverse and inclusive
society, international mobilities providers must be inclusive in all aspects of their
communication. Creating and maintaining an inclusive culture is everybody's
responsibility.

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B) GUIDING PRINCIPLES FOR USING INCLUSIVE LANGUAGE

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C) BEING INCLUSIVE IN YOUR COMMUNICATION

Inclusion is a human right, so it is important to make communication inclusive in reference to

different specific groups. The EU Charter of Fundamental Rights prohibits discrimination
based on sexual orientation, sex, race, colour, ethnic or social origin, nationality, language, or
disability, among other characteristics (for more information about discrimination and EU
law, see the ID Pro Guidebook). Part of preventing this discrimination is adjusting language
and communication to be more inclusive. People in mobilities learn how to treat others
based on the language they hear, and are at risk of being harmed by communication that
excludes them. This section will highlight how to adjust your communication to be inclusive
of specific characteristics, including sex, gender, LGBTIQ+ identities, race, ethnicity, national
origin, disability, and other characteristics.

1. Sex and Gender

All people have the right to be included regardless of their gender, transgender status, and
sex characteristics. By paying attention to gender and sex in our communication, we can
increase gender equality and better include people of marginalised genders and intersex
people in mobilities. Here are some recommendations to achieve this in your mobilities:

• Do not refer to people by gender (e.g. “hey girls”, “come on boys/guys”). Instead remove
the word (just say “hey”) or replace it with a gender neutral option that will depend on the
formality of the greeting (“come on folks”, “greetings guests”, etc.). This applies to talking
about people without them hearing (e.g. say “that person in the red shirt” rather than
assuming their gender by saying “that woman over there”).

• Do not separate people by gender or by sex as this excludes non-binary people or

intersex people, and forces trans people into groups they might not be comfortable in. Do
not assume trans people want to go into a group of their identified gender either.

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• Be inclusive to non-binary people by using phrases like “regardless of gender”,
“all/different genders” and referring to people as “people/children/guests/etc.” instead of
“men and women”, “boys and girls”, “both/opposite genders”.

• Be inclusive to intersex people by saying “all/different sexes” instead of “both/opposite

sexes”.

• If you need to talk about people based on their sex, say “assigned female/male/intersex at
birth” or “raised as a girl/boy”, rather than just saying “female/male”, “born female/male”,
“female/male-bodied”, or “biological female/male”.

• Be gender neutral whenever you are not speaking about a specific individual. Use “they”
instead of the universal “he”.

• Refer to specific people using gender neutral pronouns until you know what pronouns
they prefer. Specifically, say “they” instead of “he/she” and “them” instead of “him/her”.

• Learn how to use they/them pronouns and other gender neutral neo-pronouns, such as
ze/hir, xe/xem, and ey/em. There is guidance here. If your language has different gender
neutral pronouns, make sure to learn to use them.

• When introducing yourself, include your pronouns and encourage others to do the same.
Include your pronouns in your email signature and written introductions too.

• Don’t refer to pronouns as masculine or feminine. Pronouns don’t have gender and people
of any gender can use she/her, he/him, they/them, or other pronouns.

• Do not assume people’s gender or their pronouns based on how they look, act, or sound,
or based on their name.

• If addressing people in letters or emails, use a gender-neutral address such as “To whom
it may concern” or “Dear participant/colleague” instead of “Dear sir/madam”.

• If you are providing examples during your mobilities, include women and non-binary
people and other transgender people. Do not perpetuate male-dominated roles by speaking
about doctors as being men, but refer to them as women. Similarly, make roles gender
neutral (e.g. “chairperson” instead of “chairman”).

• Avoid using language that promotes damaging gender stereotypes, like saying “man up”
or referring to a woman as emotional or weak.

• If you are the author of a text that is going to be translated to a language that has
necessarily gendered words (such as Arabic, French, Russian, and Spanish), and your text is
referring to a specific person, please let translators know what the person’s gender is so
they can use appropriate language in their translations. If referring to a non-binary person in

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a language with only gendered pronouns, ask how the person prefers to be referred to, refer
to them only by name and not pronouns, or use your discretion and make a disclaimer about
it being the wrong pronoun for them.

2. LGBTIQ+

Mobilities should aim to include LGBTIQ+ people through communication. People with
gender and sexual identities that differ from the norm are especially in need of inclusive and
validating communication to promote mental health and participation. Here are some things
to think about when you are trying to communicate in an LGBTIQ+ inclusive way in
mobilities:

• When speaking about topics relevant to identity or relationships, make sure to

acknowledge LGBTIQ+ identities and relationships. Do not forget about bisexual,
pansexual, transgender, intersex, asexual, and aromantic people. Check that your
communication materials are not assuming people are in heterosexual relationships, are
cisgender (not transgender), have a binary gender experience, or are romantically or
sexually attracted to others.

• Use the acronym “LGBTIQ+” or “LGBTQIA+” etc. when referring to the whole community,
but refer to individual identities when speaking about them as the experiences of different
identities are very different. Do not say “LGBTIQ” when you only talk about sexual
orientation, or only about gender identity, or only about intersex people. If you wish to have
an acronym for sexual orientation, you can use “LGB” or “LGBPQ+” etc. If you wish to
include a more diverse group of gender variance, you can say “gender diverse”, “gender
variant”, etc. or in some cases “gender non-conforming” instead of just trans or non-binary.

• Remember lesbian, gay, bisexual, pansexual, non-binary, queer, intersex, etc. are all
adjectives, so never put an “a” in front unless adding “person” afterwards (say “non-binary”
or “a non-binary person” instead of “a non-binary”).

• It is preferable to to use identity-first language when speaking about LGBTIQ+ people

(say “a lesbian trainer” instead of “a trainer who is a lesbian”).

• Do not refer to gender identity or sexual orientation as ‘preferences’.

• Do not disclose a person’s LGBTIQ+ identity to others unless you know they are okay with
it. Even if someone tells you they identify as LGBTIQ+, do not assume that is public
knowledge. Ask whether the person would like you to keep it to yourself or if they do not
mind other people knowing. However, do not gossip about them even if they do not mind
others knowing.

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3. Race, Ethnicity, and National Origin

People of all races, ethnicities, and nationalities should be included in mobilities. To better
include them, it is important to consider assumptions about different groups and remove
biases from language. Here are some things to consider to communicate inclusively towards
people of different races, ethnicities, and national origins in your mobilities:

• Remember that the group in your mobility is likely diverse in race and ethnicity, regardless
of their nationality, so respect that diversity when creating communication materials in your
mobility.

• Consider the necessity of using race within your text. Ask yourself: “Would I mention
‘white student’ or ‘white faculty member’ when discussing others?” If you think it is
important to mention people’s races, make sure to mention if someone is white too, to not
make it seem like white is the default or ‘raceless’ race.

• Say “Asian people” or “Black students”, rather than “Asians” or “Blacks”.

• Say Native American instead of Indian. However, if the person/people prefer a different
term, use that instead. The term “Indian” is used only when referring to people from India,
not for Native Americans.

• Try to be specific when speaking about nationality. For example, if you are referring to
individuals from Japan, instead of saying “Asian”, use “Japanese”.

• Unless you mean all people of colour, do not generalise to say “POC” or “BIPOC” - refer to
the specific group(s) instead. It is always better to be as exact as possible. Do not say
“Asian” if you only mean South Asian people or Indian people.

• Do not hyphenate national origins even if they are used as adjectives (say “Irish
American” instead of “Irish-American”)

• Make sure your communication reaches people of different races and ethnicities by
considering where your communication materials are displayed and distributed.

4. Social Inclusion

Everyone should have opportunities to take part in mobilities. In European non-formal

education, social inclusion refers to ensuring that people with fewer opportunities than their
peers have equal access to the structures and programmes offered, including mobilities.
What language is used, and how and where communication happens, impacts how well
people with fewer opportunities are included in mobilities. Here are some suggestions on
how to include typically excluded groups in your mobility’s communication:

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• Be respectful of everyone in your communication. Consider who your audience is and
question whether that audience could be more diverse than what you think. Then adjust
your language to be inclusive to that audience.

• Make sure your communication reaches people who are usually socially excluded. Think
about how your target audience is accessing your information and where. Distribute
communication materials widely, including offline.

• Do not assume everyone is or has been in school or formal education in your

communication or forms. This also applies to recruiting - do not only recruit through schools
even if your target audience is school or university aged.

• Consider your requirements for participant selection. Can you remove requirements for
formal education, employment, experience, etc. which people who face fewer opportunities
might not have.

• Make sure to clearly communicate the financial commitments (ideally none) in your
mobility, including any travel, accommodation, and activities. Communicate whether low or
no income people can get sponsorship to sign-up in the case that participation requires a
fee.

• Consider how you can make the mobility safe and comfortable for people who have
experienced abuse, who have issues with drugs or alcohol, who are grieving, etc.

5. Disability

People with disabilities have the right to equality in education and participation under the
UN Convention on the Rights of Persons with Disabilities, meaning disabled people have
the right to participate in international mobilities. People with disabilities and mental health
conditions can be included in mobilities by adjusting communication, including the words
used and the way language is used. This is especially important because disabled people
represent 15% of the global population, but are often excluded from participation, partially
due to discriminatory language. Here is some advice for communicating in a
disability-inclusive way in your mobility:

• Avoid euphemisms for disability, such as “differently abled” or “special needs”.

• Some people prefer person-first language (“person with a disability”), but most disabled
people prefer identity-first language (“disabled” - it’s not a bad word). Consider what works
best in your situation and what the people you interact with prefer. It may also depend on
the word - you may want to say “autistic people” but still say “person with a mental illness”
instead of “mentally ill person” due to ongoing societal stigma.

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• Avoid phrases that suggest victimhood when speaking about disability (“afflicted by”,
“victim of”, “suffers from”). Instead, say “person with [condition]”. E.g. “person with
depression” rather than “person suffering from depression”. Generally, when speaking about
disabilities, do not phrase it in a way that makes it seem like the person is miserable,
less-than, or incapable because of their disability.

• Do not use phrases or terms that make light of disabilities like “blind/deaf to [something]”,
“lame”, or “crazy”. Mental health diagnoses like bipolar, ADD, or OCD are conditions with
serious impacts so do not use them to describe everyday behaviours.

• You can use words used to describe daily living because most disabled people are
comfortable with these. For example, people who use wheelchairs ‘go for walks’, blind
people may be very pleased ‘to see you’ and you can ask deaf people if they have ‘heard the
news’.

• Avoid patronising descriptions of disabled people as “courageous”, “special”, or “brave”. Do

not refer to disabilities as something to be overcome or recovered from.

• Do not ask about a person’s disability unless necessary or appropriate. Definitely do not
ask what is “wrong with” a disabled person. If you need to know about how their disability
may impact their participation in your mobility, ask instead about their ‘access needs’ so you
can accommodate them.

• Avoid focusing unnecessarily on a person’s disability. If it is not necessary to acknowledge

that a person has a disability, then do not mention it. However, do not ignore the fact that a
disabled person’s experience will be different from non-disabled people’s.

• If you speak about mental illness, do not speak about it in a judgmental way and make
sure you have the correct facts.

• Say “characteristics”, “features”, or “traits”, rather than “symptoms”.

• You can describe someone as being neurodivergent or neurotypical (they are opposites).
You can say that someone is on the autism spectrum when speaking about an autistic
person.

• In digital and online content, add captions to videos with audio, and include image
descriptions for pictures and videos.

• At events, have a sign-language interpreter if possible, and/or provide all spoken material
in writing. Make sure to leave space at the front for those who need to be there to be able to
better hear or see. Make sure to speak loud and slow enough.

• In writing and speech, avoid jargon and keep your language simple.

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• Speak directly to disabled people, even if they have an interpreter, carer, or companion
with them. Use your normal tone of voice when speaking to disabled people, do not speak
down to them - assume they can understand you as well as anyone else. Do not attempt to
speak for, speak on top of, or finish the sentence of a disabled person, even if their
communication is different to yours.

Accessibility information
When providing information about a mobility, or a specific event, mention accessibility
information in as much detail as possible. This will ensure that disabled people and anyone
else with concerns about the event have the information they need to determine if they can
come to the event or mobility. Give people the option to tell you their access requirements
or to ask further questions, but you should be the one to provide information rather than
waiting for people to tell you what they need. When creating accessibility information, find
out what the venue and the event will be like. Here are some considerations:

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Do not just consider these and tell people the event is accessible. Instead, include detailed
information about each of the above factors and any others that are relevant. Be transparent
- this way people who are able to come along will know that they can and what to expect,
and having to ask questions about accessibility will not act as a barrier for someone
attending.

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D) ADJUST YOUR COMMUNICATION MATERIALS

Inclusive communication means sharing information in a way that everybody can

understand and see themselves in. For international mobility providers, it means
recognising that people understand and express themselves in different ways. It also means
adjusting communication materials in a way that any participant and receiver of the
information feels represented in the images, messages, and language in order to connect
with the organisation and create a sense of belonging.

Inclusive communication relates to all forms of communication:

• Written information
• Images
• Online information
• Telephone
• Spoken communication

Inclusive communication and its materials should be considered at all times, whether
providing information or planning an event, mobility, or any type of activity. Communication
materials should address all people in the target audience in all of their diversity. Everyone
should be welcome to apply and take part in any activity. It is always the responsibility of
project leaders and staff to adapt the program and environment to make them inclusive and
accessible.

Regardless of the terms used, it is important to acknowledge that:

1. Representing different groups in your communication

Try to represent different kinds of people in your communication. You can do this with the
language and the images you use. This helps make your communication more inclusive,
signalling that all kinds of people are valued.

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 Try to represent the following in your communication:

2. Accessible Writing

When communicating online or through print, the text is the main tool to be sure that all
recipients feel included and receive the information effectively. The graphic below helps
make your written communication to be more inclusive.

Examples of accessible text:

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3. Images and Visual Representation

When creating content, it is very important to include underrepresented groups in photos,

videos, or stories. It is a key point to avoid stereotypes and not reduce someone’s identity
to one characteristic. In order to foster inclusive communication, it is essential that
underrepresented groups feel addressed in the entire communication strategy (on the
website, documents, posters, presentations etc.).

All images should be accompanied by an alternative text or alt-text (written image

description that accompanies the photo) or explained in speech, for those who are visually
impaired.

4. Websites and Social Media

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5. Documents

Sign-up forms - General recommendations:

Person's title:

TIPS:
• Avoid asking for the person’s title, but if you have to, make sure to include a gender
neutral version.

Gender of the person:

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TIPS:
• Consider not asking for the gender on your forms. If you do, include more options
(examples above).
• You can also keep the answer open without a need to choose options.
• Do not put “transgender” as a gender option. It is not a gender, it is a
characteristic of someone’s gender experience. If you need to know whether the
person is transgender, include this as a separate question.
• Do not put “female” and “male” as options because they are sexes, not genders.
• There is almost never a need to ask for someone’s sex assigned at birth in
mobility projects. Do not assume someone’s pronouns based on a question about
gender.

Person’s pronouns:

TIPS:
• Ask for the person’s pronouns (instead of or in addition to asking for gender, and/or
transgender status). It is best to let the person write down the answer to this.
• It is best to let people choose more than one option. If you want to provide more
options in English, include “ze/hir”, “xe/xem”, and “ey/em” in addition to the ones
above.

Relationship status:

TIPS:
• You can also let the person write down their relationships. It is good to allow for a
person to indicate more than one relationship in a form in case someone is
non-monogamous.
• Do not require an emergency contact to be a biological relation or romantic relation
to the person.

Family situation:

TIPS:

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• Do not require two parents/carers/guardians to fill forms or to be included in a form
as not everyone has two parents/carers/guardians.
• Instead of asking for “next of kin”, ask for “emergency contact”.
• Do not require forms to have either a “mother” or a “father”, include an option for
“parent” too in case of non-binary parents.
• Do not require forms to have both a “mother” and a “father”, as some families have
same-sex parents or only one parent.

Disabilities:

TIPS:
• Always include a section for people to tell you about their needs, or provide a way
for them to contact you if they have requirements they need to tell you or want to
ask more about the accessibility of an event.
• Only get the details you need about someone’s disability, do not ask unnecessary
or invasive questions and be confidential.

Surveys - General recommendations:

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E) INCLUSIVE LANGUAGE

Language is a key point to inclusion

How people speak to and about one another influences how they treat one another.
Language can exclude people from participating in projects such as mobilities. As a general
rule, avoid using terms that exclude, depersonalise, or stigmatise.

1. Table of non-inclusive words and their inclusive substitutes*

Avoid Consider using
Gender, sex, and sexuality
the common man the average person

man-made synthetic; artificial; machine-made;

human-made

manpower workers; workforce; staffing

mankind humankind; humanity; humans

guys (to refer to a group of not only men) everyone; folks; people; all; friends

females; ladies; gals; girl/girls for over woman/women

18-year-olds

ladies and gentlemen (when used as an (esteemed/honoured/dear) guests; one and

announcement) all; friends; colleagues; everyone

transman; transwoman trans man; trans woman

transsexual; transgendered transgender; trans

decided to be a man or woman; changed is transgender; transitioned; is transitioning

gender; sex change

preferred pronouns (your) pronouns

wife/husband; girlfriend/boyfriend spouse; partner; significant other

hermaphrodite intersex

sexuality; sexual preference sexual orientation

homos; homosexual gay people; gay, lesbian, bisexual, pansexual

Disability and mental illness

confined to a wheelchair; wheelchair-bound wheelchair user

Handicapped; differently abled; invalid; disabled/disability

cripple; special needs

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able-bodied non-disabled

deaf and dumb; deaf mute deaf; person with a hearing impairment; hard
of hearing; sign-language user (include
which one)

(the) blind blind people; people with visual

impairments; people who are blind and
partially sighted

disabled toilet/parking space accessible toilet/parking space

help assistance; support

mentally handicapped; mentally defective; person with a learning/ intellectual/

retarded; idiot; slow; moron cognitive/ developmental disability

mental patient; insane; mad; crazy; lunatic; person with a mental health condition (use
maniac; psycho; schizo; nuts specific one when relevant)

person with autism autistic person

Race, ethnicity, and national origin

African American (when referring to all Black
Black people, not necessarily from Africa or
in America)

coloured people people of colour (unless talking about a

specific race, then just use that, e.g. South
Asian, Black, Latina/o/x,...)

Oriental (when referring to a person) East-Asian

Social inclusion
drug/alcohol addict; alcoholic; addict person with drug/alcohol addiction; person
addicted to drugs/alcohol; person recovering
from drug/alcohol addiction

class socioeconomic status

the poor; low-class people people with low incomes

the undocumented; illegal aliens; illegal undocumented people; people who are
immigrants undocumented

normal; usual; default typical; a term that describes the group you
are referring to (e.g. non-disabled, people
without disabilities, cisgender, heterosexual
people)

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minorities marginalised group; underrepresented group

*See Annex 1 for translations of this table into Spanish, Italian, and Latvian.

2. Naming your project

As the saying goes “There’s a lot in a name”. The names given to projects very often have
strong social imagery attached. For example, sports projects for people with disabilities
have been given names like “Dolphins” or “Penguins”, which gives a childlike impression and
can be patronising. Something like “Sport Unity Project” is preferable.

Many organisations have changed their names or the names of projects because of the
importance of social imagery. Social imagery should not be underestimated. It can be
belittled and minimised by reference to the term “political correctness”. However, generally
people using this term are not devalued people who are affected by social imagery and
oppression more generally. If in doubt about the connotations of your project name, ask the
people in your target groups what they think about the suggested names.

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F) CHECKLIST FOR INCLUSIVE COMMUNICATION

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Inclusive communication (like inclusion) has no finish line. It is a continuous journey and it is
only possible to take this journey with small steps.

Here are a few thoughts to help you along the way:

1. Learn. Actively and continuously challenge yourself to widen your own views.
2. Recognise progress. Recognise and celebrate incremental progress you have made
as you work towards improvements with your team and communication strategy.
3. Start a conversation. Ask for feedback from employees/volunteers/participants on
how inclusive your communication actually is. Listen, believe their experiences, and
take the feedback to heart to make improvements.

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Annex 1

Translations of the table of non-inclusive words and their inclusive

substitutes

SPANISH
Evitar Considere usar

Género, sexo y sexualidad

Los padres, padres y madres Las familias

Los abuelos y abuelas Las personas mayores

Madre soltera Madre

Los alumnos alumnado

Los jóvenes La juventud

Los niños La infancia / La niñez

Los ciudadanos La ciudadanía

Los trabajadores la plantilla

Hermafrodita Personal intersexual

Persona con DSD (diferencias en el
desarrollo sexual)

Cambio de sexo Operaciones de afirmación de género

“¡Lloras como una niña!” “¡Grita y llora tanto como quieras!”

Discapacidad
Discapacitado/a Persona con discapacidad
Persona con capacidades especiales / Persona en situación de discapacidad
diferentes El nombre de la persona: Miguel, Laura ….

Sufre discapacidad Se encuentra en situación de discapacidad

Padece discapacidad

Deficiente Persona con discapacidad intelectual

Mongólico

El sordo Persona con baja audición

Sordomudo Persona sorda
Persona con sordera

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 Persona en situación de discapacidad
auditiva

El ¨ciego/a¨ Persona ciega

Invidente Persona en situación de discapacidad de
No vidente origen visual
Corto de vista Persona con ceguera
Persona con baja visión

Minusvalido/a Persona en situación de discapacidad de

Invalido/a origen físico
Paralítico/a Persona con movilidad reducida
Lisiado/a

Enfermedad mental
Demente Persona que tiene un diagnóstico de …
Loco Persona con problemas de salud mental
Trastornado
Enfermo mental
Esquizofrénico

Recluido / encerrado en un manicomio Paciente o persona usuaria de de centros de

Interno en un psiquiátrico salud mental
Persona en proceso de recuperación

¨Vivimos una situación esquizofrénica¨ Vivimos una situación compleja / cambiante

Raza, etnia y origen nacional

Persona de color negrito Persona negra/racializada
Persona afrodescendiente

Moro / Mora Persona marroquí, persona argelina

Terrorismo islamico Al Qaeda, Daesh...

Terrorismo yhadista

Raza gitana Etnia gitana

Pueblo gitano
Pueblo romaní

Comprar en el chino Comprar en la tienda / comprar en [nombre

de la tienda]

Inclusión social

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¨Se buscan personas para encuestar Persona sin hogar
sintechos¨ Persona que duerme en la calle

Inmigrante ilegal Persona en situación (administrativa)

irregular
Source: “Guía de comunicación inclusiva” para construir un mundo más igualitario (Ayuntamiento de Barcelona)

ITALIAN
Evitare Considerare l’utilizzo

Identità di genere, sessualità

Trans Transgender persona che si è sottoposta al
lungo processo
psicologico-ormonale-chirurgico di cambio
del sesso con cui è nata.

Trans Intersessuale è una persona che nasce con

una combinazione di caratteristiche
cromosomiche, fisiche e biologiche che
rappresentano una combinazione del sesso
maschile e del sesso femminile.

Trans Genderqueer (agg.) è una persona che non si

identifica in maniera binaria (non si sente
identificata né come uomo né come donna,
oppure come una combinazione di entrambi).

Genere normale Cisgender (agg.): persona la cui identità di

genere corrisponde al sesso di nascita. È
l’opposto di Transgender.

Omosessuale Gay: (solitamente) persona di sesso maschile

attratta da persone di sesso maschile.
Alcune persone lesbiche adottano il termine
gay in un senso più ampio del termine, per
indicare una persona omosessuale.

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Omosessuale Lesbica: persona di sesso femminile attratta
da persone di sesso femminile.

Omosessuale Bisessuale: persona attratta da persone del

proprio sesso e di quello opposto al proprio.
Si noti il riferimento alla possibilità di
attrazione rispetto a due sessi, nel quadro di
un sistema binario.

Omosessuale Queer è un termine “ombrello” volto ad

includere tutte le persone con orientamento
sessuale diverso dalla “norma”
eterosessuale.

Preferenza sessuale Orientamento sessuale

Disabilità e salute mentale

Disabile, handicapato Diversamente abile

Cieco Non vedente

Aiuto Assistenza, supporto

Problema mentale, follia, pazzia Psicopatologia

Malato di mente, folle, pazzo Persona affetta da psicopatologia

Razza, etnicità
Negro Black, Nero. Il termine Nero in Italia e
oggetto di discussione. (The term Nero in
Italy is under discussion. Afrodescendant is
preferred)

Italo-africano Afrodiscendente

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Tribù Clan, lignaggio, gruppo

Etnico Il termine etnico può essere corretto ma

molto abusato, (the term ethnic is allowed,
very often there is an abuse in the use of the
term)

Africano Sarebbe corretto esprimere la nazionalità (It

will be right to use the nationality)

Zingaro ROM

Animismo. Il termine abusato soprattutto dal Religione, rituale

giornalismo, veniva utilizzato dagli europei
per indicare tutte le forme rituali non
riconducibili alle religioni monoteiste. (The
abused term, today sometime used by
journalists who write about Africa, was used
by Europeans to indicate all ritual forms not
attributable to monotheistic religions)

Integrazione sociale
drogato tossicodipendete

classe Status socio-economico

poveri Persone a basso reddito

immigrato migrante

Clandestino, illegale, irregolare. (In Italy, the Persona non in regola con permesso di
term clandestino, although it is a legal term, soggiorno.
has taken on a derogatory meaning)

LATVIAN
Izvairies lietot Aizstāj ar
Dzimte, dzimums un seksualitāte
parastais cilvēks, vienkāršā tauta vidēji; vidusmēra persona

veči, visi ikviens, cilvēki, ļaudis, draugi

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meitenes, skuķi, meitenītes (adresējot sieviete/sievietes
pieaugušas sievietes)

dāmas un kungi! cienījamie viesi, draugi, kolēģi!

transvīrietis; transsieviete transpersona

transeksuāls; transeksuālis transpersona

izvēlējās pārtapt par vīrieti/sievieti; ir transpersona

mainīja/veica dzimuma maiņas operāciju

vietniekvārdi, kam dod priekšroku (tavi/jūsu) vietniekvārdi ir…

sieva/vīrs; draudzene/draugs dzīvesbiedrs(-e), partneris(-e)

hermafrodīts interseksuāls

seksualitāte seksuālā orientācija

homo; zilais; homoseksuālists homoseksuāls; homoseksuāla persona,

gejs, lesbiete, biseksuāls, panseksuāls

Invaliditāte un garīgā veselība

piekalts ratiņkrēslam, piesaistīts pārvietojas ratiņkrēslā; ratiņkrēsla lietotājs
ratiņkrēslam

invalīds, kroplis, cilvēks ar īpašām persona ar invaliditāti

vajadzībām

normāls cilvēks persona bez invaliditātes

kurls, kurlmēms nedzirdīgs(-a), vājdzirdīgs(-a), persona ar

dzirdes traucējumiem, persona, kura
sazinās zīmju valodā

akls neredzīgs(-a), vājredzīgs(-a), persona ar

redzes traucējumiem

invalīdu tualete/ stāvvieta ikvienam pieejama tualete/ stāvvieta;

pielāgota personām ar kustību
traucējumiem

help assistance; support

- Palīdzība, asistēšana; atbalsts

garīgi atpalicis, garīgi slims, atpalicis, persona ar intelektuālās attīstības

idiots, debils, plānprātiņš traucējumiem, persona ar psihosociālo
invaliditāti

trakais(-ā), muļķis(-e), idiots(-e), garīgi persona ar mācīšanās/

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slims(-a), daunis(-e), nepieskaitāms(-a), intelektuāliem/attīstības traucējumiem vai
psihs(-a) grūtībām

autists persona ar autismu/ autiska spektra

traucējumiem

Rase, etniskā un nacionālā piederība

Afroamerikānis(-e); nēģeris melnādainais(-ā)

krāsainais(-ā) [konkrētas tautības] pārstāvis (-e)

šķībacainie, ķīnīzeri, āzieši persona no Austrumāzijas, [konkrētas

tautības] pārstāvji (-es)

Sociālā iekļaušana
dzērājs(-a), narkomāns(-e), atkarīgais(-ā), persona ar alkohola, narkotisko vielu
atkarībnieks, alkoholiķis(-e) atkarību

klase, šķira sociālekonomiskais statuss

nabagi, nabadzīgie, zemākās klases cilvēki personas ar zemiem ienākumiem, sociāli

neaizsargātas personas

nelegālie imigranti, nelegāli bēģļi imigranti, patvēruma meklētāji; personas,

kuras nelikumīgi šķērsojušas robežu

normālie/ parastie cilvēki neirotipisks(-a), persona bez invaliditātes

minoritātes grupa, mērķgrupa, kopiena, konkrēts

nosaukums/tautība

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