|
The University of Tasmania is committed to providing a working and
learning environment that is free from harassment or discrimination
and where all members of the University community are treated with
dignity, courtesy and respect. It is the policy of the University
of Tasmania to provide equal opportunity for all people regardless
of sex, race, marital status, family responsibilities, disability,
sexual preference, age, political conviction or religious belief
and as otherwise stated in the anti-discrimination legislation or
determined by University Council.
The University has developed this guide to encourage usage of non-discriminatory
language. The University is committed to a policy of equal opportunity
which undertakes to use non-discriminatory language in all official
documents and encourage its use in teaching fora, meetings and other
formal settings.
How to Use
This guide explores the power of language to influence attitudes
to people in society. It may be used to explore how dominant attitudes
are expressed and maintained through language. It also provides
an opportunity to confront ideas and language that may be seen as
normal or neutral, but that discriminate, and supplies an alternative
view. Staff are encouraged to review their use of language when
teaching and lecturing, when advising students in written and oral
presentation, and in all official University documentation.
Students are encouraged to review their use of language when preparing
assignments and presentations.There are glossaries that provide
inclusive terms.
For those who want to pursue it further, references for further
reading and web links have been included.
Acknowledgements
Just Talk is primarily based on the book by Anne Pauwels, Non-Discriminatory
Language, AGPS, Canberra, 1991, Commonwealth of Australia copyright
reproduced with permission. We are grateful also to the Equity and
Diversity Unit at the University of Technology, Sydney for allowing
us to make substantial use of their web resource Language Matters.
Changes have been made to make the material more relevant to the
Tasmanian context and the University of Tasmania in particular.
Simon Kneebone has graciously extended permission to use his graphics
which were originally produced for the University of South Australia's
Just Language booklet. We are also grateful to the University of
South Australia's Equity and Diversity unit for allowing us to reproduce
the section Language and Sexuality from their publication Just Language.
Much of the material in Just Talk and Disability has been taken
from a publication by UniAbility and is used with permission.
There are others who have given of their time and expertise in
the development of this guide. In particular we would like to thank:
Patsy Cameron, Riawunna Centre for Aboriginal Education (Launceston),
University of Tasmania
Dorothy Murray, Aboriginal Elder, Launceston
Clair Andersen, Assistant Director Riawunna, Centre for Aboriginal
Education (Hobart)
Jennifer Sabbioni, Riawunna Centre for Aboriginal Education (Launceston),
University of Tasmania
Jane Barrett, Tasmanian State Disability Liaison Officer
Carol Shams-Abadi, International Student Adviser, University of
Tasmania (Launceston)
Mike Spurr, Disability Adviser, University of Tasmania
David Waters, Learning Skills Unit, University of Tasmania
Sue Jones, School of Zoology, University of Tasmania
Sam Ling, President, Tasmania University Union (TUU)
Mark Evenhuis, General Rep, TUU
Des Fitzgerald, School of Mathematics and Physics, University of
Tasmania
Karen Swabey, Human Movement, University of Tasmania
Glenda Wardlaw, ITS-Campus Computers (Hobart), University of Tasmania
Helen Norrie, Architecture, University of Tasmania
Anthony Koutoulis, School of Plant Science, University of Tasmania
Sue Conway, Women's Officer, Student Association University of Tasmania
Jane Broad, International Student Adviser, University of Tasmania
(Hobart)
Diane Smith, International Student Adviser, University of Tasmania
(Hobart)
Christopher Newall, School of Medicine, University of Tasmania
Just Talk has been developed by Jill Currey, Student Services with
support from Kathy Mumford, Executive Officer, Equal Employment
Opportunity, Human Resources.
Language
as a Vehicle of Discrimination |
|
|
Language is a major vehicle for the expression of prejudice
or discrimination.
Language and language use can cause
discrimination, exacerbate discrimination or reflect other
forms of discrimination. Language not only reflects the society
or culture to which it is linked, it also shapes that society
or culture.
Discriminatory language is that which creates or reinforces
a hierarchy of difference between people. It is therefore
both a symptom of and a contributor to, the unequal social
status of women, people with disabilities and people from
various ethnic and social backgrounds.
|
Extra-visibility
or emphasis on difference
|
|
In many contexts it is quite unnecessary to mention a person's
sex, race, ethnic background, sexuality, age, disability,
or physical appearance. For members of minority, or less powerful
groups, these characteristics are often highlighted, even
to the exclusion of other information which would have been
more relevant in the context.
Including irrelevant information can be discriminatory where
that information:
- Overemphasises a particular characteristic that is irrelevant
or of minor importance, or
- Sensationalises aspects of a person's life or life style
It is extremely rare that we hear or read, a male academic,
a heterosexual teacher or a white lawyer, as these adjectives
are often assumed. Irrelevant information qualifies the other
information about a person, making the person secondary. It
also perpetuates beliefs about how society is structured and
who belongs in certain role or positions.
Unfortunately it is common to read a lesbian teacher, a koori
lawyer or a female professor. This extra information is irrelevant.
It has no impact on the qualities or experience the person
may bring to their role.
|
Omission
or invisibility
|
|
The word "invisibility" is used in here to indicate that
a certain group of people (women, for example) is linguistically
subsumed under a label, name or term predominantly used to
describe another group. The use of words and phrases such
as "chairman", Businessman", "man in the street" and others,
as well as the pronoun "he", makes the presence of women in
language invisible. It can also involve describing a group
in such a way that it excludes certain members of that group.
For example, the term "Australian" sometimes designates white,
Anglo-Celtic (male) residents of Australia in contexts where
it is supposed to refer to all inhabitants of Australia.
|
Stereotyping
|
|
A stereotype is a generalised and relatively fixed image
of a person or persons belonging to a particular group. This
image is formed by isolating or exaggerating certain features
-physical, mental, cultural, occupational, personal and so
on - which seem to characterise the group.
Stereotypes are discriminatory in that they take away a person's
individuality. Although they may reflect elements of the truth,
these are usually misinterpreted or inaccurate owing to oversimplification.
|
Derogatory
Labelling
|
|
The discriminatory nature of derogatory labels used to describe
women and members of minority groups is often obvious. Although
no person or group is exempt from derogatory labelling, certain
groups are not only subject to such labelling, but are also
the subject matter of derogatory labels. Terms such 'retard',
'spastic', 'old woman', 'nigger', 'Jew' and 'poofter' are
used not only to insult people considered members of such
groups, but also to derogate members of other groups.
|
Imposed
Labelling
|
|
A characteristic shared by minority groups is their lack
of power to define themselves. Often the names and labels,
derogatory or not, by which they are known have been imposed
on them. Imposed labels are frequently used by majority or
dominant groups for convenience, and may be inaccurate in
various ways and alienating for the group it supposedly describes.
|
Back to Contents
|
