Did Trump Really Ban the Word 'Felon'?

Explore the truth behind the claim that Trump banned the word 'felon' and understand the implications for workplace inclusion and culture.

Understanding the Context: What Sparked the Debate?

The claim that former President Trump banned the word 'felon' has been circulating widely, sparking debates on social media and in professional circles. This controversy stems from a broader discussion about the power of language and the terms we use to describe individuals, particularly those who have been through the criminal justice system. The context of this debate is not just about semantics but about the broader implications for dignity, identity, and inclusion.

In late 2017, reports surfaced that the Trump administration had issued guidelines for the Centers for Disease Control and Prevention (CDC), discouraging the use of certain terms, including 'vulnerable', 'entitlement', and 'diversity'. Although 'felon' was not explicitly mentioned, the wider conversation about language in government and professional settings was ignited. The question remains: Did Trump actually ban the word 'felon', or is this a misinterpretation of broader efforts to influence language use in official settings?

Language and Labels: Why Terminology Matters

The terminology we use to describe people can significantly impact their self-perception and how they are perceived by others. Labels such as 'felon' carry heavy connotations and can perpetuate stigma, making it harder for individuals to reintegrate into society. Language is not just a means of communication; it shapes our reality and influences our behaviour towards others.

Consider this: When we label someone as a 'felon', we reduce their identity to a past mistake, overshadowing their potential for growth and change. Research from the Harvard Business Review highlights that inclusive language can foster a more supportive and productive workplace. By choosing terms that focus on the person rather than their past, such as 'formerly incarcerated individual', we promote a culture of second chances and inclusion.

Sophie’s Experience: Transforming Workplace Culture

In my career, I've seen firsthand the transformative power of inclusive language. One notable example involved a client who struggled with high turnover rates and low employee engagement. By shifting the workplace culture to prioritise inclusive language, we saw remarkable improvements. Employees felt more valued and respected, leading to higher morale and productivity.

One strategy we implemented was to reframe how we talked about past mistakes. Instead of labelling individuals by their errors, we focused on their strengths and potential. This shift not only improved individual self-esteem but also fostered a more collaborative and supportive workplace culture. Practical steps include revising job descriptions, training managers on inclusive communication, and creating policies that support second chances.

Research Insights: The Impact of Inclusive Language

Research consistently shows that inclusive language has a positive impact on organisational culture and performance. A study by Deloitte found that organisations with inclusive cultures are twice as likely to meet or exceed financial targets, six times more likely to be innovative, and eight times more likely to achieve better business outcomes.

Inclusive language helps to break down barriers and create an environment where all employees feel valued and supported. This is especially important for individuals from marginalised communities who may face additional challenges in the workplace. By adopting inclusive language, organisations can enhance employee well-being, reduce turnover, and drive innovation.

Taking Action: How to Foster an Inclusive Environment

Creating an inclusive workplace starts with a commitment to using language that respects and values all individuals. Here are some practical steps you can take:

1. Review and revise your organisation's language policies to ensure they promote inclusion and respect.

2. Train managers and employees on the importance of inclusive language and how to implement it in everyday interactions.

3. Encourage open conversations about language and its impact, creating a safe space for feedback and learning.

4. Use person-first language that focuses on the individual rather than their past or condition.

5. Regularly assess and update your policies and practices to ensure they align with your commitment to inclusion.