Inclusive Language

When we change the dialogue we can change our world

Today more than ever, an exclusive stay at a hotel needs to be inclusive, also through a kind of hospitality that is open and respectful and that makes every guest feel comfortable.
Language is the first step in this direction, according to how it is used it can create a positive environment or spread stereotypes and discriminate people. The broad spectrum of differences between the guests of a facility (age, ethnicity, sex, gender, sexual orientation, disability, physical appearance, religion) can be managed ideally only through inclusion – that is, a welcoming attitude of openness.

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Inclusion and new generations

The attentive and woke GenZs (born between 1997 and 2012) make targeted choices: the lack of inclusive communication, after all, leads to less identification, reduces well-being and motivation, as well as the sense of belonging.

What can we do to create healthy, positive and rich environments in hotels that convey respect to all people?
According to Diversity & Inclusion Speaking, it’s important to:
– Avoid referring to irrelevant personal characteristics (age, sexual orientation, origin, cultural and religious background).
– Avoid mraking the speech in gender, like saying “good morning, guys” including also women and girls.
– Paying more attention to the language we use, asking ourselves what reactions it may trigger in the people to whom it is directed.
– Report any case of discomfort and the connected emotions.

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A conscious kind of communication for the world of hospitality

Verbal communication, however, is but one part of the approach. We must also pay attention to non-verbal (gestures, posture, proxemics, facial expressions) and paraverbal (volume, pitch, rhythm, inflection) communication.
A conscious use of language is fundamental: a constant attention to this aspect even in the domain of hospitality can really make a difference: it allows to cut out an outdated kind of language that is not attentive to differences in favour of a kind of communication that is truly respectful. This, too, is well-being.

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Inclusion for companies

Adopting an inclusive and sustainable behaviour can bring to companies a series of benefits that go beyond the mere compliance with regulations and social pressure. It’s about conscious choices, implemented as part of a process, that may contribute to think of the brand as “honest and transparent” in a contemporary context open to the future, adding value to it.

At Starpool, attention to our co-workers is integral part of our work environment. We strongly believe that the one way to bet on the future is to start right from the well-being of the people who invest their skills and knowledge every day with one shared goal: a global concept of Wellness.

How to start a process in the right direction?

Easy. In a methodical way: according to the available resources, an action plan is developed specifically for one’s context and with the support of an expert. The first step is an audit to assess any criticalities, on the basis of which goals, actions and tools are defined. From vocational training to workshops, from on-site courses to team building activities, from glossaries to good practices: the available tools are numerous and varied.

Nothing is difficult, muchi s practical.