When people use inclusive language others follow, and people feel safe and respected. Research by the Diversity Council Australia shows that language is a core part of creating an inclusive environment.14
A 2022 review of interventions looked at ways to reduce gender inequality, gender bias and discrimination against women or girls in various settings.15 The review found that changing the way people communicated achieved beneficial outcomes in most of the studies.
Language around gender and sex can be confusing. For example, gender and sex can sometimes be thought of as interchangeable. Being clear about the difference between these two terms is useful for accurate and respectful language.
While there has been good progress in adopting inclusive language in NSW Health our aim is to ensure we are always using best practice. Health organisations self-assessed they use gender inclusive language about 50% of the time.
“While we don't yet do this comprehensively, [our district] is committed to maintaining our use of gender-inclusive language and is focusing on further embedding these practices across all policies, programs and health services.” regional Local Health District
“While we don't yet do this comprehensively, [our district] is committed to maintaining our use of gender-inclusive language and is focusing on further embedding these practices across all policies, programs and health services.”
Promote the importance of gender equality within healthcare and our workforce through communications content and events that foster inclusive and supportive environments
Lead: Ministry of Health: Strategic Communication and Engagement; Agency for Clinical Innovation
Guide and implement inclusive and diverse communications to improve capabilities of NSW Health teams and demonstrate our commitment to gender equality
Lead: Ministry of Health: Strategic Communication and Engagement
Provide people leaders with tools that enable their staff to engage appropriately in conversations about gender and sex and act as champions
Lead: Ministry of Health: Workforce Planning and Talent Development
Showcase best practice for engaging people of all genders in NSW Health consultations to ensure ongoing respectful and meaningful opportunities for engagement that informs our work and values their input
Lead: Ministry of Health: Strategic Reform and Planning
There is a wide range in understanding of gender and sex amongst the community and NSW Health staff. A key challenge is effectively engaging with the full range of perspectives, culture and knowledge that different people bring to any conversation about gender and sex.
It is helpful to be aware of how gender and sex is understood or different terms that are used for people from different backgrounds. Some Aboriginal people may use language that reflects distinctive culture and perspectives on gender. This may include using the terms Brotherboy and Sistergirl to refer to gender diverse people. Language may also be challenging for culturally and linguistically diverse communities, including where terminology about gender and sex is translated into other languages.
Sometimes adopting new language can seem intimidating or cause stress, especially when it changes over time. Providing support to address this can give staff the confidence to get language right, facilitating respectful and inclusive communication.
Gender inclusive language means avoiding gender stereotypes and referring to people how they wish to be referred. This can be achieved by using:
“I am often misgendered during care … It makes me feel uncomfortable, but don’t quite feel … it’s my place to correct the medical professionals, as I understand that they may just be referring to my sex as an [assigned female at birth person] and that has something to do with my care.” Sio (they/them), patient
“I am often misgendered during care … It makes me feel uncomfortable, but don’t quite feel … it’s my place to correct the medical professionals, as I understand that they may just be referring to my sex as an [assigned female at birth person] and that has something to do with my care.”
Sio (they/them), patient
Visible signs of inclusivity provide a signal of a welcoming and safe environment for people of all genders. This could include signage, lanyards or email signature blocks. Visible inclusivity can be in our workplace or services or at a system level by promoting best practice from different organisations.
This poster is provided by the Sydney Local Health District for use by all NSW Health services.16
Leaders have a key role
NSW Health staff identified leaders as key players to promote and positively influence gender equality. Leaders are not just people leaders or managers, they are present at all levels across our health system. They can drive cultural change by demonstrating their commitment, challenging gender stereotypes, and modelling best practice. The NSW Health Culture and Staff Experience Framework provides leaders and staff with information and access to tools to grow and nurture respectful, kind and compassionate cultures.
In an inclusive healthcare workplace, people of all genders share the task of promoting equality, supported by the commitment of leaders.
“When leaders are proactive in setting the tone, it demonstrates to everyone that safety and inclusion matters … You don’t have to know every detail about someone’s identity or the exact language they use. What matters is being willing to listen, to learn, and to keep practicing … It’s not about being perfect, it’s about being respectful and open.” Loc (she/they), NSW Health staff
“When leaders are proactive in setting the tone, it demonstrates to everyone that safety and inclusion matters … You don’t have to know every detail about someone’s identity or the exact language they use. What matters is being willing to listen, to learn, and to keep practicing … It’s not about being perfect, it’s about being respectful and open.”
NSW Health engages with the community in different ways so that our decisions are aligned with the priorities of the people we care for. Effective consultation involves hearing from a cross section of the community, including women, men, gender diverse and trans people.
NSW Health staff told us that inclusive consultation needs to go beyond just representing people of different genders. It also needs to ensure their voices are genuinely heard.
NSW Health Pathology Collection Centres have started providing welcome affirmation cards to patients and to referring doctors. The cards alert staff that a patient’s medical record may not match their chosen name. Pathology patients can write down their pronouns and preferred name on the card. This helps prevent staff from accidentally misgendering patients or using the wrong name, while creating an inclusive affirming service. This is coupled with LGBTIQ+ inclusion education and training for staff.*
* Audit of policies related to gender equality in the NSW Ministry of Health (2024).