The Lens is the City’s newsletter to expand conversations on equity, inclusion, belonging, and access.
"Coded" Language
Euphemism, pretense, double-entendre, dog-whistles — people say one thing while meaning another so often there are multiple terms for the practice. The intent is almost never positive. At best, this kind of language obscures the speaker’s meaning and leaves the recipient guessing; at worst, the recipient knows exactly what the speaker means, and the message is not good. The technical term for this is “coded language” — “seemingly run-of-the-mill words or phrases that have alternative, offensive meanings,” notes Cara Hutto, an editor at InHerSight.
When used in the workplace, coded language can reinforce stereotypes, bias, and oppression. Coded language often affects “minorities, women, and members of the LGBTQ+ community,” although journalist Russ Finkelstein notes it can be used for many targets: ”The first coded word I can recall being tossed my way was husky. … Of course, I always knew what they meant was fat.” This is the problem with coded language. “Unlike other offensive terms, coded language doesn’t actually make any reference to race, gender, or other identity markers,” Hutto says. Coded language is sometimes so subtle “people who use these phrases and words … may not realize what they are doing,” cautions Peace Eke-Efeme, a writer for NetWork.
So how can we become aware of when we may be using coded language and eliminate it? A good way is to notice compliments, says Finkelstein: ”Often what you are complimenting isn’t exceptional, but rather displays the limits of your life experience.” Complimenting someone for ordinary traits such as being “articulate,” or being impressed that someone their (age, race, gender) would be so good at x or aware of y is not praise. It sends the message that a person of their (age, race, gender) can’t be expected to achieve a basic level of competence, and when they do, it’s surprising and worthy of comment.
Another way is to think about descriptive words and how we use them. Hutto notes several examples of words used to denigrate women whose behavior would be normative if they were men. “Bossy” in particular is never applied to men. Black women, especially, are labeled “sassy” or “angry” when standing up for themselves. Women are also negatively branded “aggressive;” while their male counterparts are positively viewed as “assertive.” Women are commonly dismissed with the term “emotional,” which, according to Hutto, “can cause any defense by a woman to sound unhinged and immediately discount the credibility of her argument.”
Third, Hutto says, be precise. Check your vocabulary for words or phrases you use for people in a specific group or demographic, and don’t use words referring — directly or obliquely — to a person’s race, culture, sex, sexual orientation or other aspects of identity unless there is a specific reason to do so. Seema Rao of Brilliant Ideas Studio, advises that jargon is especially susceptible. She uses the example of a non-profit leader talking about how “we” are going to do wonderful things for “the community,” pointing out that the speaker thus simultaneously implies “the community” does not include people who are in a position of leadership, and does consist only of people who need help and are implied to be “racial minority and/or socioeconomically challenged.” Becoming aware of the words we use and why is the best way to avoid coded language and say what we really mean.
Disability Inclusion
Accenture and Disability: IN have created a framework to guide leaders in intentionally enhancing disability inclusion within organizations. See the framework below and learn more here.
Access: Organizations must remove barriers and provide equal access without barriers. This includes access to recruitment, hiring, and career advancement.
Advocacy: Organizations must create an environment for individuals to feel comfortable disclosing their disabilities and forming employee networks to help amplify their voices and ensure their perspectives are heard.
Awareness: It is important for leaders to raise awareness about disabilities amongst all employees. This allows for a culture of empathy and respect, challenges stereotypes, and promotes a more inclusive mindset in the workplace.
Action: By integrating various disability inclusion initiatives under a single umbrella, organizations can ensure that they work in harmony to create a more accessible and equitable workplace.
Accountability: Claims of disability inclusion initiatives are not enough for companies to be inclusive. Organizations need to measure their progress and share the results. This allows employees to see their commitment to improving disability inclusion.
The Link Between Empathy and Effective Leadership
Empathetic leaders are highly valued by employees because their leadership style fosters positive results. Empathy in the workplace enhances team dynamics, boosts employee satisfaction, and drives organizational success. In his article “Empathic Leadership: The Key to a Thriving Workplace,” Johnny C. Taylor Jr., CEO of the Society for Human Resource Management (SHRM), draws on his experience and offers insights on effective empathetic leadership.
Taylor’s advice for fostering empathetic leadership includes:
Monitor Turnover: Leaders should pay attention to employee retention and satisfaction. Utilize surveys and exit interviews to gather feedback from current and departing employees. Crucially, use constructive feedback to drive improvements and create a more empathetic work environment.
Foster a Civil Workplace: Leading with empathy helps establish a respectful and supportive workplace. This atmosphere enables employees to feel comfortable sharing their concerns and needs, knowing they are valued and heard.
Integrate Empathy into Organizational Culture: Empathy should be a core component of a company’s culture. Leaders should model the empathetic behaviors they wish to see in their employees. Over time, this approach will encourage all team members to adopt and reflect these empathetic qualities.
While these strategies won’t yield immediate results, they can gradually transform the workplace. Empathy contributes to an environment where employees feel valued and understood, leading to a more cohesive, motivated, and resilient team.
2025 Black History Calendars
Complimentary 2025 Black History calendars are available. Pick yours up at the Iowa City Public Library Information Desk, 123 S. Linn St.; the City Hall Information Desk, 410 E. Washington St.; or at the Senior Center Information Desk, 28 S. Linn St., during regular business hours and while supplies last.
The Lens Webinar Series: "The Address Book: What Street Addresses Reveal about Identity, Race, Wealth, and Power"
The last Lens Webinar for the year will be co-sponsored by the Iowa City Public Library and will feature author Deirdre Mask.
About the book
The Address Book: What Street Addresses Reveal about Identity, Race, Wealth, and Power, looks at the fate of streets named after Martin Luther King Jr., the wayfinding means of ancient Romans, and how Nazis haunt the streets of modern Germany. The flipside of having an address is not having one, and we also see what that means for millions of people today, including those who live in the slums of Kolkata and on the streets of London. Filled with fascinating people and histories, The Address Book illuminates the complex and sometimes hidden stories behind street names and their power to name, to hide, to decide who counts, who doesn’t — and why. The Iowa City Public Library has copies available and you can check on the status at this link.
About the author
Deirdre Mask graduated from Harvard College summa cum laude and attended the University of Oxford before returning to Harvard for law school, where she was an editor of the Harvard Law Review. She completed a Master’s in Writing at the National University of Ireland. Originally from North Carolina, she has taught at Harvard and the London School of Economics. She currently lives with her husband and daughters in London.
How to register and watch
Pre-registration is required. Sign up at this link. The Iowa City Public Library has reserved Meeting Room A, 123 S. Linn St., for viewing for persons who are not able to attend via Zoom on their own.
Questions or accommodations
Individuals with disabilities are encouraged to attend all City of Iowa City–sponsored events. If you are a person with a disability who requires a reasonable accommodation to participate in this program, or if you have any questions regarding the event, please contact Stefanie Bowers in advance at 319-356-5022 or sbowers@iowa-city.org.
Human Rights Commissioners out and about
L-R: Commissioners Viana Qadoura, Mark Pries, Roger Lusala, and Jahnavi Pandya at Indigenous Peoples’ Day on Monday, October 14, 2024.
L-R: Commissioner Jahnavi Pandya, Commissioner Viana Qadoura, Commissioner Liz Mendez-Shannon, Jennifer Horn-Fraiser of Bluebird Solutions, Commissioner Mark Pries, and Commissioner Idriss Abdullahi, at the Commission's strategic planning work session on Tuesday, Oct. 15, 2024.
L-R top row: Commissioners Kelsey Paul Shantz, Roger Lusala, Jahnavi Pandya, Liz Mendez-Shannon, Doug Kollasch, Mark Pries, and Idriss Abdullahi
L-R bottom row: 2023 Human Rights Awards honorees Deb Dunkhase, Grace Pulido, Emma G. Anderson, Lynette Jacoby, Ellen McCabe (Housing Trust Fund of Johnson County), and Leonard Sandler.
Questions or accommodations
For questions or if you will need disability-related accommodations to participate in any of our programs, contact the office at 319-356-5022 or humanrights@iowa-city.org. Early requests are strongly encouraged to allow sufficient time to meet your access needs.
