Decolonizing Language: Four Questions with Rhiannon Bennett
As we approach National Day for Truth and Reconciliation, we are invited to reflect on the present ways in which the historical harms of colonization are perpetuated. Decolonization refers to the process of removing the social and cultural effects of colonization in spaces and institutions — and it has been called a crucial part of reconciliation. For many organizations, looking at the language they use can be a powerful step in this process.
Rhiannon Bennett, co-founder of Hummingbirds Rising Consulting, hosts workshops to help participants understand how dominant linguistic structures can reinforce colonial ideologies. She spoke to WEOC about how organizations can limit their use of harmful language and ensure they are as inclusive as possible.
WEOC: For you, what does it mean to decolonize language?
RB: Decolonizing language is a process of removing colonial perspectives, and harmful phrases and terms. It’s about ensuring that language is more inclusive and stopping the glorification of colonization.
WEOC: What are a few key things that you hope people take away from your workshops?
RB: What I hope people take away from our time together is more confidence and self-awareness when engaging with these topics. I also hope they can understand their own perspectives and worldviews, and why they think the way they think. I also want them to be able to be more self-reflective, and have more self-interrogation skills so they can ask themselves questions such as, “Why did I do that? Why did I respond that way? Why does that make me feel that way?” And finally, I hope that they walk away with a profound sense of curiosity and inspiration. I’m always hopeful in our time together that people become more curious to go see what it is they don’t know.
WEOC: What is one thing every organization can do today to get them started on the road to decolonizing the language they use?
RB: The first thing they can do is to just decide to start. Some organizations have a lot of resistance to and fear of this process. But I think that making that commitment to starting is important. One easy way to start is by looking at the language that you’re using in your communications, publications, policies and procedures. It also goes a long way to just change all the “he”s and “she”s to “they”, and ensure you’re not stuck in that binary mode of thinking. Removing outdated terms and finding more inclusive language are always within an organization’s ability when getting started.
WEOC: What are the first things you look at when doing an audit of an organizations processes and policies?
RB: The first thing I always look at is the organization’s bereavement leave. The leaves that are typically offered are very uncompassionate and unrealistic. They are also not in alignment with most people’s cultural grieving practices. From there, I look at leaves in general, such as sick leaves, to see whether they are inclusive. I also look at an organization’s policies for how they define family and what holidays are recognized, including if there is allowance for other faiths other than Christian celebrations and seasons. Most organizations still have a lot of work to do around that.
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