{"id":1111,"date":"2026-02-22T13:51:26","date_gmt":"2026-02-22T13:51:26","guid":{"rendered":"https:\/\/blog.equalityanddiversity.co.uk\/?p=1111"},"modified":"2026-02-22T13:51:27","modified_gmt":"2026-02-22T13:51:27","slug":"10-dei-phrases-i-dont-use-anymore-and-what-i-say-instead","status":"publish","type":"post","link":"https:\/\/blog.equalityanddiversity.co.uk\/index.php\/2026\/02\/22\/10-dei-phrases-i-dont-use-anymore-and-what-i-say-instead\/","title":{"rendered":"10 DEI Phrases I Don\u2019t Use Anymore \u2014 And What I Say Instead"},"content":{"rendered":"\n<p class=\"has-medium-font-size\"><strong>Language is never neutral.<\/strong><\/p>\n\n\n\n<p>In equality, diversity and inclusion work, the words we choose do more than describe reality \u2014 they shape it. They signal who holds power, who is centred, who is blamed, and who is protected. Over time, certain phrases become comfortable. They circulate in boardrooms, policies, strategy documents and conference panels. They sound progressive. They feel safe. But safety for institutions is not the same as justice for people.<\/p>\n\n\n\n<p>This blog is not about semantics. It is about systems.<\/p>\n\n\n\n<p>Too often, organisational language softens responsibility:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Communities become \u201chard to reach\u201d.<\/li>\n\n\n\n<li>Representation becomes \u201ca diverse panel\u201d.<\/li>\n\n\n\n<li>Inequality becomes \u201ca journey\u201d.<\/li>\n\n\n\n<li>Structural exclusion becomes \u201cmeritocracy\u201d.<\/li>\n<\/ul>\n\n\n\n<p>The result? Vague language. Vague accountability. Minimal change.<\/p>\n\n\n\n<p>Working within the framework of the Equality Act 2010 and the Public Sector Equality Duty requires more than aspiration. It requires specificity. It requires measurable outcomes. It requires naming power, not avoiding it.<\/p>\n\n\n\n<p>Retiring these phrases is not about political correctness. It is about precision. It is about moving from comfort to clarity. It is about designing differently rather than describing differently.<\/p>\n\n\n\n<p>Because when the language shifts, the expectations shift.<br>And when expectations shift, systems begin to move.<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>10 DEI Phrases I Don\u2019t Use Anymore \u2014 And What I Say Instead<\/strong><\/p>\n\n\n\n<p>Language shapes culture.<br>If the words are vague, the action usually is too.<\/p>\n\n\n\n<p>As someone who works within the framework of the <strong>Equality Act 2010<\/strong> and the Public Sector Equality Duty, I\u2019ve learned that clarity matters. Precision matters. Accountability matters.<\/p>\n\n\n\n<p>Here are 10 phrases I\u2019ve retired \u2014 and what I use instead.<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>1. \u201cHard to reach communities\u201d<\/strong><\/p>\n\n\n\n<p><strong>Why it\u2019s a problem:<\/strong><br>They\u2019re not hard to reach. You\u2019re just not reaching them.<\/p>\n\n\n\n<p>This phrase subtly blames communities for institutional disengagement. It ignores power, history, trust, and structural exclusion.<\/p>\n\n\n\n<p><strong>Say this instead:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u201cCommunities we have not built trust with\u201d<\/li>\n\n\n\n<li>\u201cGroups structurally excluded from our services\u201d<\/li>\n\n\n\n<li>\u201cCommunities we have not designed access for\u201d<\/li>\n<\/ul>\n\n\n\n<p><strong>Example:<\/strong><br>\u274c \u201cWe struggle to engage hard-to-reach ethnically diverse people.\u201d<br>\u2705 \u201cOur engagement model does not work for ethnically diverse communities. We need to redesign access and gain their trust.\u201d<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>2. \u201cWe had a diverse panel\u201d<\/strong><\/p>\n\n\n\n<p><strong>Why it\u2019s a problem: <\/strong>Representation on a stage isn\u2019t the same as power in the system.<\/p>\n\n\n\n<p>One event photo does not equal systemic inclusion.<\/p>\n\n\n\n<p><strong>Say this instead:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u201cWe are diversifying decision-making spaces\u201d<\/li>\n\n\n\n<li>\u201cWe have changed who holds budget and influence\u201d<\/li>\n\n\n\n<li>\u201cWe are building leadership pathways\u201d<\/li>\n<\/ul>\n\n\n\n<p><strong>Example:<\/strong><br>\u274c \u201cLook how diverse our conference panel was.\u201d<br>\u2705 \u201cTwo of our panellists now sit on our advisory board with voting power.\u201d<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>3. \u201cCulture fit\u201d<\/strong><\/p>\n\n\n\n<p><strong>Why it\u2019s a problem:<\/strong><br>Usually code for comfort and similarity.<\/p>\n\n\n\n<p>It often protects sameness and penalises difference.<\/p>\n\n\n\n<p><strong>Say this instead:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u201cValues alignment\u201d<\/li>\n\n\n\n<li>\u201cContribution to team culture\u201d<\/li>\n\n\n\n<li>\u201cAdds perspective we don\u2019t currently have\u201d<\/li>\n<\/ul>\n\n\n\n<p><strong>Example:<\/strong><br>\u274c \u201cThey weren\u2019t the right culture fit.\u201d<br>\u2705 \u201cWe prioritised candidates who demonstrated collaborative decision-making and accountability.\u201d<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>4. \u201cUnderrepresented groups\u201d<\/strong><\/p>\n\n\n\n<p><strong>Why it\u2019s a problem:<\/strong><br>Underrepresented where? By whom? Compared to what data?<\/p>\n\n\n\n<p>Without context, it\u2019s meaningless.<\/p>\n\n\n\n<p><strong>Say this instead:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u201cBlack women are underrepresented in senior leadership in our organisation\u201d<\/li>\n\n\n\n<li>\u201cDisabled staff are 2% of our workforce but 18% of the local population\u201d<\/li>\n<\/ul>\n\n\n\n<p>Be specific. Name the gap.<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>5. \u201cGiving them a voice\u201d<\/strong><\/p>\n\n\n\n<p><strong>Why it\u2019s a problem:<\/strong><br>They already have a voice. The issue is who\u2019s listening.<\/p>\n\n\n\n<p>This phrase centres the institution as benevolent gatekeeper.<\/p>\n\n\n\n<p><strong>Say this instead:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u201cWe are removing barriers to participation\u201d<\/li>\n\n\n\n<li>\u201cWe are acting on lived experience feedback\u201d<\/li>\n\n\n\n<li>\u201cWe are redistributing decision-making power\u201d<\/li>\n<\/ul>\n\n\n\n<p><strong>Example:<\/strong><br>\u274c \u201cWe\u2019re giving ethnically diverse young people a voice.\u201d<br>\u2705 \u201cYoung people co-designed this policy and hold us accountable for delivery.\u201d<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>6. \u201cUnconscious bias training will fix it\u201d<\/strong><\/p>\n\n\n\n<p><strong>Why it\u2019s a problem:<\/strong><br>Awareness without accountability changes nothing.<\/p>\n\n\n\n<p>Research shows that bias training alone rarely changes structural outcomes.<\/p>\n\n\n\n<p><strong>Say this instead:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u201cWe have changed our recruitment scoring system\u201d<\/li>\n\n\n\n<li>\u201cWe anonymise shortlisting\u201d<\/li>\n\n\n\n<li>\u201cWe publish pay gap data annually\u201d<\/li>\n<\/ul>\n\n\n\n<p>Structural redesign &gt; awareness workshop.<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>7. \u201cBest person for the job\u201d<\/strong><\/p>\n\n\n\n<p><strong>Why it\u2019s a problem:<\/strong><br>Based on which criteria? Designed by who? Measured how? Merit is not neutral. It reflects what systems reward.<\/p>\n\n\n\n<p><strong>Say this instead:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u201cThe candidate who met the published criteria\u201d<\/li>\n\n\n\n<li>\u201cThe candidate with the strongest evidence against the scoring matrix\u201d<\/li>\n\n\n\n<li>\u201cThe candidate whose skills match our strategic need\u201d<\/li>\n<\/ul>\n\n\n\n<p>Transparency protects fairness.<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>8. \u201cWe\u2019re on a journey\u201d<\/strong><\/p>\n\n\n\n<p><strong>Why it\u2019s a problem: <\/strong>If you\u2019ve been \u201con a journey\u201d for 10 years, it\u2019s not a journey. It\u2019s avoidance. Journeys have milestones.<\/p>\n\n\n\n<p><strong>Say this instead:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u201cWe have three measurable equity targets this year\u201d<\/li>\n\n\n\n<li>\u201cWe will report progress publicly in March\u201d<\/li>\n\n\n\n<li>\u201cWe missed this target and here\u2019s why\u201d<\/li>\n<\/ul>\n\n\n\n<p>Accountability beats metaphor.<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>9. \u201cMeritocracy\u201d<\/strong><\/p>\n\n\n\n<p><strong>Why it\u2019s a problem: <\/strong>In unequal systems, meritocracy is often mythology.<\/p>\n\n\n\n<p>If access to education, networks, safety, and opportunity are unequal, outcomes won\u2019t be neutral.<\/p>\n\n\n\n<p><strong>Say this instead:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u201cWe aim for fair opportunity\u201d<\/li>\n\n\n\n<li>\u201cWe are reducing structural barriers\u201d<\/li>\n\n\n\n<li>\u201cWe measure outcomes by protected characteristic under the Equality Act 2010\u201d<\/li>\n<\/ul>\n\n\n\n<p class=\"has-medium-font-size\"><strong>10.<\/strong><strong> \u201cWe treat everyone the same\u201d<\/strong><\/p>\n\n\n\n<p><strong>Why it\u2019s a problem: <\/strong>That\u2019s equality theatre.<\/p>\n\n\n\n<p>Equity is responsive, not identical.<\/p>\n\n\n\n<p>The <strong>Equality Act 2010<\/strong> recognises reasonable adjustments for a reason. Fairness sometimes requires difference.<\/p>\n\n\n\n<p><strong>Say this instead:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u201cWe apply equitable approaches\u201d<\/li>\n\n\n\n<li>\u201cWe make reasonable adjustments\u201d<\/li>\n\n\n\n<li>\u201cWe tailor support to need\u201d<\/li>\n<\/ul>\n\n\n\n<p><strong>Example:<\/strong><br>\u274c \u201cEveryone gets the same deadline.\u201d<br>\u2705 \u201cWe apply reasonable adjustments where disability impacts working patterns.\u201d<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>Bonus: \u201cDiverse hire\u201d <\/strong>If you know, you know.<\/p>\n\n\n\n<p>One hire \u2260 systemic change.<br>One person \u2260 representation.<br>One appointment \u2260 culture shift.<\/p>\n\n\n\n<p>This phrase reduces a human being to a category.<\/p>\n\n\n\n<p><strong>Say this instead:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u201cWe are diversifying our workforce pipeline\u201d<\/li>\n\n\n\n<li>\u201cWe are embedding inclusive recruitment practice\u201d<\/li>\n\n\n\n<li>\u201cWe have improved representation at middle management level by 12%\u201d<\/li>\n<\/ul>\n\n\n\n<p>People are not diversity strategy.<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>The Pattern<\/strong><\/p>\n\n\n\n<p>When language is:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Vague<\/li>\n\n\n\n<li>Passive<\/li>\n\n\n\n<li>Non-specific<\/li>\n\n\n\n<li>Blame-shifting<\/li>\n\n\n\n<li>Comfort-protecting<\/li>\n<\/ul>\n\n\n\n<p>It usually signals shallow change.<\/p>\n\n\n\n<p>When language is:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Specific<\/li>\n\n\n\n<li>Data-driven<\/li>\n\n\n\n<li>Power-aware<\/li>\n\n\n\n<li>Outcome-focused<\/li>\n\n\n\n<li>Accountable<\/li>\n<\/ul>\n\n\n\n<p>It signals structural intent.<\/p>\n\n\n\n<p>Be specific.<br>Name the power.<br>Design differently.<\/p>\n\n\n\n<p>\ud83e\udef4\ud83c\udffe <strong>YOUR TURN:<\/strong> What\u2019s the one DEI phrase you can\u2019t stand \u2014 and what would you replace it with?<\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>Conclusion<\/strong><\/p>\n\n\n\n<p>The phrases in this blog are not \u201cbad\u201d because they offend.<br>They are problematic because they obscure.<\/p>\n\n\n\n<p>They:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Blur responsibility<\/li>\n\n\n\n<li>Protect comfort<\/li>\n\n\n\n<li>Dilute accountability<\/li>\n\n\n\n<li>Centre institutions instead of people<\/li>\n\n\n\n<li>Describe change without demanding it<\/li>\n<\/ul>\n\n\n\n<p>If equality work is to be credible, language must be aligned to action. That means:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Naming the specific inequity<\/li>\n\n\n\n<li>Identifying who holds power<\/li>\n\n\n\n<li>Publishing measurable targets<\/li>\n\n\n\n<li>Designing structural interventions<\/li>\n\n\n\n<li>Reporting transparently on progress<\/li>\n<\/ul>\n\n\n\n<p>Anything less is narrative without redesign.<\/p>\n\n\n\n<p>The Equality Act 2010 is not a metaphor. It is legislation.<br>Equity is not identical treatment. It is responsive fairness.<br>Representation is not optics. It is power.<\/p>\n\n\n\n<p>So, the invitation is simple:<\/p>\n\n\n\n<p>Audit your language.<br>Replace vagueness with specificity.<br>Replace metaphor with metrics.<br>Replace comfort with accountability.<\/p>\n\n\n\n<p>Because culture is shaped by what we repeatedly say \u2014 and what we repeatedly tolerate.<\/p>\n\n\n\n<p>Be specific.<br>Name the power.<br>Design differently.<\/p>\n\n\n\n<p>And if there\u2019s a phrase you\u2019ve retired, add it to the list.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Language is never neutral. In equality, diversity and inclusion work, the words we choose do more than describe reality \u2014 they shape it. They signal who holds power, who is centred, who is blamed, and who is protected. Over time, certain phrases become comfortable. They circulate in boardrooms, policies, strategy documents and conference panels. They [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_uag_custom_page_level_css":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[6],"tags":[],"class_list":["post-1111","post","type-post","status-publish","format-standard","hentry","category-embracing-inclusive-language-understanding-the-impact-of-exclusion"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v21.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>10 DEI Phrases I Don\u2019t Use Anymore \u2014 And What I Say Instead - Equality and Diversity UK Blog<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/blog.equalityanddiversity.co.uk\/index.php\/2026\/02\/22\/10-dei-phrases-i-dont-use-anymore-and-what-i-say-instead\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"10 DEI Phrases I Don\u2019t Use Anymore \u2014 And What I Say Instead - Equality and Diversity UK Blog\" \/>\n<meta property=\"og:description\" content=\"Language is never neutral. In equality, diversity and inclusion work, the words we choose do more than describe reality \u2014 they shape it. They signal who holds power, who is centred, who is blamed, and who is protected. Over time, certain phrases become comfortable. They circulate in boardrooms, policies, strategy documents and conference panels. 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