Police Service of Northern Ireland
The Appropriate Language Guide
Equality and Diversity Unit
The Appropriate Language Guide for the workplace and wider community
Police Service of Northern Ireland Equality & Diversity Unit
September 2013
1 2 CONTENTS
Foreword Page 5
Introduction Page 6
Human Rights Page 9
Age Page 9
Disability Page 11
Gender Page 12
Gender Identity Page 14
Race and Ethnicity Page 15
Religion Page 19
Sexual Orientation Page 20
Community Identity (N.Ireland) Page 21
Consultation Page 23
Appendix A Page 24
3 4 FOREWORD
The Police Service of Northern Ireland seeks to provide a police service that is personal to the needs of individuals, professional in getting things right first time, and protective in keeping people safe. It is essential that we take a lead in using language that does not exclude colleagues or members of the community, does not stereotype and always shows a wholehearted commitment to the principles of equal opportunities, dignity and respect.
Focusing on diversity and looking for more ways to be a truly inclusive Service - one that makes full use of the contributions of all officers, staff and members of the public - is good business sense that yields greater productivity in achieving the strategic aims of the Police Service of Northern Ireland.
By demonstrating our commitment to getting our language and communications right, we hope to reassure officers, staff and local communities of our commitment to fighting crime and protecting all of the people within Northern Ireland.
We strongly believe that our commitment to diversity will be strengthened and easier to achieve if we carefully consider the language we use and ensure we treat people as individuals, not merely as members of groups.
It is important to remember that the context in which language is used is as relevant as the actual words uttered and we are mindful that context must be taken into account. It is also critical that people do not find themselves so apprehensive about the language they use that we fail to communicate at all.
This guide was first produced in May 2006 and has been updated to assist all officers and members of staff to use terminology which is acceptable to all sections of our wider community, and which promotes best practice and professionalism.
The information contained in this guide is intended to help to protect officers and staff from making unintentional mistakes in the language they use and to help them interact better with our communities.
It also provides valuable guidance on how staff should respond to inappropriate language, both within and outside the workplace.
Getting it right sends an important message about our awareness of equality issues and our respect for individual differences and preferences.
Chief Constable Matt Baggott
5 INTRODUCTION As the Chief Constable outlined in his foreword, getting it right sends an important message about ‘Language is the dress of thought’ – Samuel our awareness of equality and diversity issues, our Johnson respect for individual differences and preferences Sometimes those whose language has been and our true commitment to an inclusive society. challenged have claimed that they did not know they were causing offence or that it was just part of This guide does not seek to be definitive. There may everyday ‘banter’. be disagreement about its content and relevance. The debate will be welcome and hopefully help us Others have expressed uncertainty about the use towards a common understanding about the use of of language around equality issues particularly language. as language has evolved. Surprisingly there is no comprehensive guidance from the Equality ‘Language is the road map of a culture. It tells you Commission for Northern Ireland, the statutory body where its people come from and where they are responsible for overseeing the implementation of going’ – Rita Mae Brown current anti-discrimination law and practices. Communication
This guide was originally produced in May 2006 to Communication takes many forms. However, the reflect our commitments to respect and diversity words we use should give a clear message to as outlined within our Policing a Shared Future everyone we deal with that we value diversity and Strategy, Gender Action Plan and Disability Action respect individual differences. Plan. The Equality, Diversity and Good Relations Strategy 2012 -2017 gives a commitment to But communication is not just about words. We reviewing the appropriate language guide as a should also ensure that our tone of voice, our measure in achieving our objective of PSNI being a demeanour and our body language conveys the workplace which is inclusive, fair and welcoming. same message of inclusiveness. While the previous Appropriate Language Guide made reference to the If we are truly to demonstrate respect, importance of sensitive communication in relation understanding and fairness, tackle discrimination to good practice and professionalism, it is believed and exclusion, we need to ensure that the language that this area requires much more focus. There is a we use is consistent with those intentions. need to focus on positive and constructive aspects of language. By underpinning all interactions This means not only avoiding words and phrases that with respect and compassion, the risk of using offend, but also using language that is inclusive of inappropriate or derogatory language will be others. We expect everyone to respect the views and substantially negated, while empowering officers feelings of others, and to use language that neither and members of staff in their roles. offends nor excludes, intentionally or otherwise. The important point is to be sensitive to the issues, and The importance of acknowledging and inquiring into the possible offence that language can cause. how each individual in each situation would prefer to be referred to as, is a fundamental aspect in We believe that equal opportunities will be communication and the use of appropriate language. strengthened and easier to achieve if we carefully All communication has an impact on the recipient, examine the language we use and the way that we and may be remembered for a very long time. The use it, ensuring we treat people as individuals, language used, and the tone in which it is delivered, not merely as members of groups. can have an effect on the recipient’s perception of the service and may be repeated to other people. This guide will help identify terminology which is broadly acceptable and which promotes best practice The use of discriminatory, prejudicial or exclusive and professionalism. The information contained in language whether intentional or not, may suggest this guide is intended to help avoid the unintentional insensitivity to individual needs and a lack of professionalism and encourages the exclusion, offence caused by unthinking use of language and devaluing and stereotyping of groups or individuals to improve relationships between officers, staff and (including the police service). across the whole community. 6 Discriminatory or exclusionary language may impact example, to competitors and participants in the upon many different groups, identified, for example, Special Olympics or to the Federation for Children by age, dependants, marital or civil partnership with Special Needs. status, disability, sex, gender reassignment, race, religion, political opinion or sexual orientation. Likewise, the use of the word ‘fenian’ as a generic term to refer to Roman Catholics in the vast majority However, being challenged about our use of of circumstances will be offensive. However, it may inappropriate language does not necessarily mean be perfectly acceptable to use it in an appropriate that we are being accused of being racist, sexist, historical context, for example, if referring to the homophobic, etc. What it does mean is that we need Fenian Brotherhood. to re-examine our choice of words and be more sensitive to the potential to cause offence to others Remember: through the words and phrases we use. * you can repeat inappropriate words used by We realise that it may be difficult for some people to colleagues or members of the public for the learn not to use certain words and phrases that have sake of accurately reporting what was said become part of their everyday vocabulary through their common usage over a period of time. It can * there may be circumstances where be difficult to develop new habits of speech and terminology, which would otherwise writing, but it is vital that we achieve this if we are to be inappropriate (as a generic term) is appropriate in specific circumstances e.g. provide an appropriate, professional service to the ‘special needs’ public we seek to serve and create a truly inclusive environment in which we can all work. * there may be certain operational reasons for use of language which would otherwise be We understand that most people want to avoid inappropriate in the workplace. causing offence, and this guide will help by showing where care is needed. * not every use of inappropriate language will give rise to action being taken. It is extremely It is not the intention of this guide to condemn people important to understand the context in which for the innocent use of inappropriate language. that language was used. However, it is important to acknowledge that words and phrases may be considered offensive even if they Political correctness gone mad? do appear in a dictionary or have been in usage for many years. The term ‘political correctness’ is often used as an excuse, a criticism or an accusation by people unwilling or unable to take personal responsibility The use of language that creates an intimidating, for their actions. hostile, degrading, humiliating or offensive environment may constitute harassment and We are not seeking to achieve political unlawful discrimination and consequently the correctness. We want to achieve professional deliberate or repeated use of such language could appropriateness. be regarded as a disciplinary offence. This guide takes a very broad view of language ‘Context, Context, Context’ and its potential impact on employment and service delivery. It is extremely important to bear in mind that the context in which we use certain words, terminology Each section highlights specific issues but there and language is very relevant. are a number of general points to remember:
* This is a guide only. For example, use of the term ‘Special Needs’ as a generic term for referring to someone with a * Language is naturally dynamic, and is disability is not appropriate in most circumstances. constantly evolving and changing, so this However, it can be perfectly acceptable to refer guide will continue to be subject to regular to ‘people with special needs’ when referring, for review. 7 * Words and phrases can go in or out of may change. It is not possible to provide a definitive common usage, leaving people unsure list of which terms are acceptable and which are about what is acceptable. This means that not. we all need to be aware of the potential to unwittingly cause offence and to be prepared If you are unsure of the acceptability of a particular to acknowledge when we get things wrong. word or term and you cannot resolve the problem by referring to the Appropriate Language Guide, you can * If a police officer or member of police staff get advice from the Equality and Diversity Unit and/or has used/uses inappropriate language, Policing with the Community Branch. this is an issue which must be dealt with by line management as appropriate in the circumstances. Witness statement from a member of the public * The relevant disciplinary procedures are the When taking a witness statement from a member PSNI’s Code of Ethics (for police officers) and of the public, be aware of the evidential need to NICS Handbook encapsulating a Disciplinary record the witness’s exact words. Use speech marks Code and Code of Ethics (for members of to show the words used by the witness, especially police staff). those giving descriptive information or inappropriate language. Doing this will make sure the statement Code of Ethics is recorded in the witness’s own words. Article 6.1 of the PSNI Code of Ethics states: Statement made by police officer or member ‘Police officers shall act with fairness, self-control, of support staff tolerance and impartiality when carrying out their duties. They shall use appropriate language and When you make a witness statement yourself you behaviour in their dealings with members of the should not use inappropriate language in any part of public, groups from within the public and their the statement written in your own words. colleagues. They shall give equal respect to all individuals and their traditions, beliefs and lifestyles provided that such are compatible with the rule of Appraisals and other developmental/ law.’ achievement plans (Managers) If you have concerns about the use of In some circumstances, the use of inappropriate inappropriate language by a member of your staff, and/or abusive language may therefore constitute you should raise it with the individual concerned. a breach of the Service’s Code of Ethics, its Equal Opportunities Guidance and also Bullying If developmental needs are identified these should & Harassment Guidance (depending on the be included in the person’s appraisal. You should circumstances in which the language was used). make more detailed notes and keep them for the period of the person’s agreed action plan. If management are unsure how to discipline or advise officers/members of police staff who use/ have used inappropriate language, they should Training seminars/classes firstly, familiarise themselves with the relevant It is vital that trainers in particular are fully up-to- disciplinary procedures for Police Officers (PSNI’s date with appropriate language guidance. Trainers Code of Ethics) and members of police staff (NICS should use and encourage appropriate language and Discipline Code) both of which are available on challenge inappropriate language. Policenet. In the event that further clarification is required, contact should be made with a local At the beginning of any course and while explaining Human Resources Manager or a representative course ground rules, trainers should also refer to from the Equality & Diversity Unit at Lisnasharragh the appropriate language guide and outline how the for advice. use of inappropriate language during the course will be handled. Scope of the guide and advice We recognise that language is continually evolving, and that the acceptability of certain words or terms 8 In some circumstances, for example role-play or correspondence, letters, emails etc that words or group discussions on diversity issues, there may terms, which have the potential to cause offence, are be a need to discuss or demonstrate inappropriate not used. language. In these cases, before the session starts, trainers should inform course participants that this will apply for the purposes of that session. HUMAN RIGHTS The issue of language and its relation to human If an individual uses inappropriate language, rights is fundamental, Freedoms 1950 (ECHR). other than for discussion or demonstration in a Articles 9 and 10 of the ECHR relate directly to the session arranged for that purpose, it should be issue of the general use of language, and are of dealt with immediately. The way in which the use of particular relevance for those in public service. inappropriate language is addressed will depend on the context and seriousness of the language used. Article 9 states the human right to ‘Freedom of thought, conscience and religion’. This is If the language is extremely offensive, the trainer particularly pertinent in the context of this should stop the class and challenge the individual’s language guide as it evokes a sense that while it use of language immediately, in the presence of aims to keep officers informed of good practice in the other course participants. The trainer should relation to language it is not in place to effectively clearly identify the inappropriate language used, ‘police’ individual thought, rather it is in place why it is inappropriate and suggest acceptable to inform behaviours. In this light, any language alternatives before restarting the course. guide must not be viewed as a substitute for a commitment to ‘common sense’. ‘Common The trainer should then arrange to meet with the sense’ means that individuals need to be aware individual outside the classroom environment, how their perceptions may inform their verbal for example during a break or at the end of the interactions with others prior to engagement. day, to discuss the matter, and should then Article 10 ‘Freedom of expression’ relates to the consider and document any necessary action. specific use of language and how that manifests itself at the level of the individual. It asserts that If the language is less serious, the trainer to exercise such a freedom, an individual must should identify it at the time and use it as a also be mindful that ‘it carries with it duties learning experience for the group. Refer course and responsibilities’. In this sense this article participants to the ‘Appropriate Language Guide’ is particularly pertinent in relation to the role for further information. Challenges of less serious such as that of a police officer and their duties in inappropriate language should be swift and relation to the use of appropriate language. straightforward and should not significantly affect the flow of the lesson. In making reference to such human rights obligations, this guide is acknowledging the If use of inappropriate language by a course responsibility for mindfulness in relation to participant is correctly challenged by another course language at the level of the individual as well participant, the trainer should support the challenge as placing the human rights obligations of the and provide further information where applicable. PSNI at the centre of this document aimed at empowering the Service in relation to communication and engagement with the public. Service policy, guidance and written documentation Policy writers should check their respective information to ensure it does not AGE contain any inappropriate language. Help and Age discrimination legislation protects advice is available from the Equality and Diversity individuals from direct/indirect discrimination Unit and Policing with the Community Branch. and harassment on the grounds of their age. Under this legislation, offending someone (by use It is important to remember that ‘language’ does of offensive and inappropriate language) on the not just mean the words we say. The written or grounds of their age could amount to harassment. printed word in particular may have a far greater impact because of its permanence and likelihood of reaching more people. As such, great care should be taken when writing (both internal and external)
9 Please be mindful that use of the following terms ‘children’/’kids’ ✘ and language is offensive: ‘young man’ / ‘cub’ / ‘son’ ✘ ‘OAP’ ✘ ‘wee girl’ ✘ ‘Old codger/ old fella/ old boy’ ✘ ‘hoodies’ / ‘hoods’ / ‘hooligans’ / ‘rats’ ✘ ‘Geriatric’ ✘ ‘Just like an aul’/old woman’ ✘ DISABILITY ‘dear’ ✘ In Northern Ireland, it is estimated that there are 200,000 people of working age living with Clearly we should not make assumptions about a disability. That is approximately 1/5th of our the value of people based on their age. Where it is country’s population. The chances that you will necessary to make reference to age, it is better to come into direct contact with a person with a use neutral terms such as ‘older.’ For example: disability, in the line of your working and/or personal life are therefore quite high. ‘Services for older’ ✔ ‘Older relatives’ ✔ The law ‘Older workers ✔ It is important to be aware that under the Just as language evolves so too do social Disability Discrimination Act 1995 (and as a result formalities. Addressing older people, particularly of subsequent amending legislation), the use of women, by their forename before being invited to disability related offensive and insulting language do so may run counter to the social norms with may be deemed as ‘harassment’. which they grew up. Please be mindful of this. The language Young People The language and terminology generally used The main issues in this light were in relation to for disability and to describe disabled people the marginalising and condescending impact can communicate an overwhelmingly negative of the use of certain words/phrases on young message – it is vitally important that we use people. In this context, the importance of the language to communicate a more positive image use of appropriate language in relation to young of disability. people is paramount. Young people should not be referred to as ‘children’ or ‘kids’. Examples Both potential and existing police officers and of inappropriate language may be differentiated members of police staff with disabilities need to according to the gender of the young person/s know that their skills and abilities are valued. As involved. For young males terms such as ‘young such, the language used when communicating man’, ‘son’ or ‘cub’ are words/phrases which with people with disabilities should convey a are often used and which young people find respect for their rights and inspire confidence inappropriate. For young females, terms such in our ability to meet their needs in a way that as ‘wee girl’ are unacceptable. It must also be reflects our professionalism. Awareness of noted that the terms ‘little’ and ‘wee’ when added disability issues is slowly improving in Northern as a pre-fix to any other words/phrases are also Ireland, including the use of more appropriate viewed as being derogatory in relation to young language, but there is still confusion over the best people. way of referring to people with disabilities
The use of certain words/phrases by adults may It is important to remember that everyone is even be perceived as aggressive. Prevailing an individual and care should be taken when stereotypes of young people have meant that ‘labelling’ or making assumptions about an terms such as ‘hoodies’, ‘hoods’, ‘hooligans’ and individual’s abilities or disabilities. We should ‘rats’ are now used frequently in relation to this take care not to assume that everyone from group. Such language is viewed as demeaning a particular group or with the same medical young people and subjecting them to reductive condition is the same. Indeed some people may terminology which is not tolerated for other not even consider themselves to be living with a groups in society. disability.
10 The following section explains the background Needs Education’ etc. Remember, it is all about and nuances of some terms currently in use: ‘context, context, context….’
‘Disabled People’ ✔ ‘The Disabled, the Blind, the Deaf’ ✘ The British Council of Disabled People advocates Using terms like ‘the disabled’ and ‘the blind’ the use of this term. tends to dehumanise people, identifying them in terms of their physical condition. They group It recognises that people are disabled more together people who have no connection with by society than by their impairment. Since the each other, other than that they share a physical emergence of the disability rights movement, use condition. of this term has come to signify solidarity with the collective identity. If it is necessary to refer to a physical condition it is better to say, for example, ‘people with a hearing impairment’ or ‘people with a visual ‘People with Disabilities’ ✔ impairment’. This term has historically been considered positive, because it emphasises people with ‘An Arthritic, an Epileptic, a Diabetic’ ✘ impairments are first and foremost people. For example, ‘Person with a learning disability/ A person is not an impairment. Using this kind person with an intellectual disability’ Both terms of label again tends to dehumanise people by are acceptable but the latter is more commonly implying that a medical condition is the single used in the USA. most significant fact about someone. If it is relevant to refer to a medical condition it is better to say ‘a person with epilepsy’ or ‘people who ‘Invalid’ or ‘Handicapped’ ✘ have diabetes’, for example. Many people with disabilities regard the words ‘invalid’ and ‘handicapped’ as offensive because Deafness of their strong historical associations with lack of worth, permanent incapacity and dependency People who use equipment to improve their (some people suggest that the term ‘handicapped’ hearing (e.g. hearing aids or amplifiers) are has its origins in an erroneous notion that known as ‘people with hearing loss’. People who disabled people begged for money with ‘cap in lose their hearing completely, especially in adult hand’ and is therefore inappropriate for that life, are ‘deafened’ or ‘deaf’. reason). The term ‘handicapped’ also suggests an inability to succeed in a competitive environment People who are born with no hearing and who use and should therefore be considered inappropriate British or Irish Sign Language are ‘Deaf’ with a when referring to someone with a disability. capital ‘D’.
Deaf people are a community in their own ‘People with Special Needs’ ✘ right. They have their own culture and most In most cases there is generally nothing do not consider themselves as disabled or as particularly ‘special’ about disabled people’s having a disability. However, because of their needs. We all have different, specific needs. communication support needs, their rights are However society has not equipped itself to protected under the Disability Discrimination Act accommodate everybody’s needs as a matter of 1995. course, so alternative provision often has to be made. This phrase may offend some people, as it may be perceived as patronising.
Nonetheless, in certain contexts the use of the term ‘Special Needs’ will be appropriate, for example, when referring to events or competitors associated with the ‘Special Olympics’, ‘Special
11 ‘Dumb’ ✘ * Crippled by polio ✘ The word ‘dumb’ has acquired associations with * Afflicted with epilepsy✘ a lack of intelligence so should be avoided. If someone is unable to speak then it is preferable * Suffering from Spina Bifida.✘ to use the term ‘person with a speech difficulty’ or ‘person with non-verbal communication’ or These emotive terms emphasise the negative ‘person who uses verbal communication aids’. connotations of disability and identify the individual solely through his or her physical condition. If you have to refer to a person’s The term ‘Deaf and Dumb’ should never be used. condition at all, it is far better to use neutral terms such as ‘had’, ‘has’, or ‘with’. For example: ‘Mental Handicap’ ✘ ‘she had polio’, ‘he has epilepsy’, or ‘she is a person with spina bifida’. The reasons for avoiding the term ‘handicap’ are explained above. Some people also confuse Alternative Terminology mental disability with mental illness. It is preferable to use the term ‘people with a learning Be careful with new terminology. For example, disability’. ‘physically challenged’ has been suggested to replace ‘disabled’. This spawned a string of spoof People with learning disabilities do not have terms such as ‘chronologically challenged’ and mental health problems as a consequence of their ‘vertically challenged’. These terms are not learning disability, accepted or advocated by disabled people’s groups in the UK and Ireland and should be ‘Mental Illness’ ✘ avoided. Some people confuse learning difficulty with mental illness which can affect anyone Unacceptable Terminology irrespective of ability. Mental illness can take Terms of abuse in language have origins in many forms and there are several terms which negative perceptions of disability. Their use might be used, such as referring to someone contributes to the negative image of disability as having a ‘psychological’, ‘emotional’ or prevalent in society, and should not be used. For ‘behavioural difficulty’. example: -
People can be stigmatised from their experience * ‘Cretin’ ✘ of emotional and mental health. More acceptable * ‘Spastic’ ✘ terms are ‘people who use mental health services’ or ‘people who experience emotional/ * ‘Cripple’ ✘ mental distress’. Words such as ‘mad’, ‘crazy’, * ‘Mongol’ ✘ ‘brainstorm’, ‘mental’, and ‘loony’ are offensive. * ‘Invalid’ ✘
Other Common Phrases These were originally medical terms but their Many words and phrases commonly used in meaning has now been greatly devalued. We relation to disability create a view of people with are generally more sensitive today in avoiding a disability as helpless, dependent and limited, use of such words to describe people with such as ‘confined to a wheelchair’ or ‘wheelchair- disabilities but they have not yet disappeared. bound’. If wheelchairs are restrictive, it is because we live in an environment built for non-users of GENDER wheelchairs. An effective and accurate alternative term is wheelchair-user. Sex discrimination is the differential treatment of people on the basis of their sex. Discrimination It is also common for words and phrases to be on such grounds is actionable under the Sex used to refer to disabling conditions which imply Discrimination (Northern Ireland) Order 1976 (and that a great deal of pain and suffering is involved, subsequent amending legislation). for example: -
12 The Sex Discrimination (Northern Ireland) Order or ‘female’ to the name of a profession. 1976 applies equally to men and women - however, This implies that the rightful owners of the there is a predominance of terminology, which title are male and that a woman in these roles excludes or degrades women. is something of an oddity and needs to be specifically identified. We believe that language should reflect the visibility of women both as police officers and members of For example: - police staff but also externally as valued members of communities. All we want to do is ensure that the * Lady’ doctor contributions of women are recognised and valued * ‘Woman’ judge through the language we use. It is also important that such modifiers are not applied to roles occupied by men, such as: - Gender Neutral Language The English language appears to have evolved on * ‘Male’ nurse the assumption that the world is male. We refer to * ‘Male’ secretary ‘the man in the street’, or ‘manning the phones’, and talk about the ‘tax man’, ‘policeman’ Simply using the job title is sufficient. If for some ‘layman’s terms’, ‘as every schoolboy knows’ and reason it is important to identify the gender of so on. the person, following the job title with his or her name will be enough in most cases. Our laws generally refer to the male gender only, as much of our public language has done until Devaluing Terminology recently. This approach can make women and their contribution to society seem invisible. As with much of language, the terms available to refer to women carry far more overtones and With a little thought and imagination it is easy to suggestive meanings than those for referring to ensure that the language we use is not gender men. The use of trivialising or degrading specific and ensure the female gender is not expressions is not appropriate. excluded in any reference to people in general. For example, there are particular issues around the use of ‘girl’. Adult females should be referred Use ‘he or she’ and ‘his or her’ when referring to to as women not ‘girls’. There is no set age at no one in particular. In many cases the text can which a girl becomes a woman, but a reasonable be rephrased so that it avoids reference to either guide is that after 16 she is no longer a ‘girl’, but gender. For example, references to ‘he’ or ‘she’ rather a ‘young woman’. can be avoided by using the plural ‘they’. However, adult women are often referred to as Many job titles or roles which are traditionally ‘girls’ as in ‘the girls in the office’, for example. identified in male terms have better alternatives, Generally no offence will be intended, but we which are not specific to either gender. should obviously not refer to adults as if they were children. For example, you should use: - * Police Officer for ‘policeman’ The terms ‘love’, ‘dear’ and ‘pet’ may also be * Chair or Chairperson for ‘chairman’ considered offensive by some people, especially * Spokesperson for ‘spokesman’ women, and should not be used. Although * Fire-fighter for ‘fireman’ perhaps intended as terms of endearment, * Supervisor for ‘foreman’ and sometimes a result of regional language * Workers for ‘workmen’ differences, they may serve to devalue and/or * Head Teacher for ‘headmaster or trivialise women and men, for example, ‘wee’ headmistress’ as a pre-fix to any gender specific term such as * Postal Worker for ‘postman’ ‘woman’.
As the number of women in the workplace has increased, an unfortunate convention has developed which adds for example, ‘lady’, ‘woman’
13 Forms of Address Police officers and members of staff should ensure that when dealing with same-sex couples The term ‘Ms’ has been labelled as the invention (whether in work or outside it), they should refer of the feminist movement. However, there is not only to ‘spouses’ but also to ‘partners and/or evidence of its use dating back to the seventeenth civil partners.’ century, when ‘Miss’ was only used to refer to female children. If you are in any doubt, ask the person how they would like their relationship to be recorded. Today, use of ‘Ms’ by women has become widespread as a preferred title which does not focus on whether someone is married or not. GENDER IDENTITY
The use of the term ‘trans’ delineates a very broad However, while many women now use ‘Ms’, others community grouping which includes those people still use ‘Miss’ or ‘Mrs’. If a woman’s preference is who are transsexual, transgender, cross-dressers known, it is courteous to respect her preference. and those who identify their gender in some way If it is not known, the simplest solution is to ask. opposite to that determined at birth.
It is common for first names to be used when All ‘trans’ people are individuals, each with addressing women, in circumstances where men differing backgrounds, circumstances and needs. would be addressed by their titles. It is important It is important not to confuse the issue of gender that the same conventions are followed for both identity with that of sexual orientation; the majority genders. Thus we would refer to ‘Mr Khan and Ms of trans people identify their sexual orientation as Taylor’ rather than ‘Mr Khan and Karen Taylor’ heterosexual. and to ‘Councillor Peter Jackson and Councillor Susan Jackson’ rather than ‘Councillor Jackson and Councillor Mrs Jackson’. However, because of common experiences of discrimination and shared use of social spaces, there are many links between lesbian, gay, bisexual Lifestyle Assumptions and trans communities (see section on Sexual Orientation). It should not be assumed that anyone is necessarily in a relationship at all, in a relationship with someone of the opposite sex, or When using terms such as ‘he’ or ‘she’ when that they are married. dealing with trans people, you should use the appropriate terms based on the appearance of the If a person is known to be married, ‘husband’ or person you are dealing with. ‘wife’ is acceptable. If it is not known whether somebody is married, referring to his or her Transsexualism and transvestitism are complex ‘partner’ is a more appropriate alternative. subjects. The terminology detailed below is acceptable and definitions have been included. Neither should it be assumed that women necessarily have caring responsibilities for ‘Transvestite’ children, nor indeed that men don’t. An acceptable term which refers to a person who feels a strong compulsion to dress in the clothes of Civil Partnerships the opposite sex. The Civil Partnership Act gives same sex partners rights and responsibilities broadly similar to those ‘Cross Dressers’ of married couples. This is another term for transvestite. The term transvestite usually refers to a man dressing in Individuals who are treated less favourably clothes society associates with women. (because they have same sex partners) than officers or members of staff who are married Cross dressers may be any age, race or social will be able to bring a claim for discrimination on group. People cross dress for different reasons. grounds of their sexual orientation. Some ‘drag queens’ and ‘drag kings’ dress theatrically and do not attempt to ‘pass’ for the
14 opposite sex. Others may cross dress for relaxation to have been asked and will want to assist you. or to express an alternative aspect of their There may be issues around disclosure in these personality. incidences, it is nonetheless good practice in this light. The term ‘DRAG’ originally stood for ‘dress required as girl’ in Shakespearian times when only Unacceptable Terminology men could be actors and played female parts. The term still refers to men dressing as an The term ‘tranny’ is not acceptable. ✘ exaggerated caricature type female for performance. Similarly the description ‘gender-bender’ is ‘Transsexual’ Person inappropriate in that it is often used as a term of abuse aimed at anyone who does not conform to A person who seeks medical and or surgical societal ideas of masculinity and femininity. alterations to his or her body with a view to living as a member of the opposite gender to that recorded The issue of individuals being referred to as at birth. ‘it’, ‘them’ and ‘they’ to avoid the potential for Many transsexual people undergo a range of the inappropriate gender identification of an medical and surgical treatments. This can be a individual is not a suitable manner in which to long process, and there are wide variations in the refer to a person. stage of change from one apparent sex to the other. At one extreme, a person may outwardly appear to There may also be individuals who identify as be a man, while being physically completely female, gender queer/neutral and don’t ascribe to a and vice versa. Either could define as a transsexual specific gender. person. The word ‘transsexual’ can be confusing since the This is also pertinent in relation to intersex issue relates to gender, not sex. It is a medical term individuals, where there may be an ambiguity in and therefore is not used in day to day speech. how an individual would prefer to be identified in terms of gender. Terms such as ‘hermaphrodite’ are not acceptable. Indeed, as with transgender ‘Trans’ Person individuals, the need for sensitive and respectful This is a generic term for those people who communication is emphasised so as to negate experience and or express gender variance, the risk of employing pejorative terminology. including those who identify themselves as The key in these situations is to empower the transvestite, transgender or transsexual, or who individual and ascertain how they would prefer to cross dress. The term ‘trans’ is often used to be identified. describe people who, in expressing their sense of identity, come into conflict with contemporary RACE AND ETHNICITY gender behaviour. In terms of the responsibilities of police officers There is also a small minority of people who identify and police staff, it is important to be aware that as neither men nor women. under the Race Relations (Northern Ireland) Order 1976, the use of abusive language ‘MTF’ regarding race is well defined in case law as less favourable treatment on grounds of race, and This is a commonly used abbreviation for male to is therefore potentially unlawful and direct race female transgender people. discrimination. ‘FTM’ Racial discrimination is prejudicial treatment of This is a commonly used abbreviation for female to people on the grounds of race, colour, nationality male transgender people. or ethnic origin. Racially discriminatory behaviour by anyone serves to reinforce prejudicial attitudes amongst others. It also undermines the If you are in any doubt about how to refer confidence of the community, particularly black to someone, or how to phrase something and minority ethnic people, in our commitment appropriately, ask the person concerned for his or to provide a personal and professional service to her guidance. Generally, they will be happy everyone. 15 Inappropriate use of language may be regarded about the terminology to use, ask them how they as an indication of the insincerity of our wish to be described. commitment to eliminating racial discrimination and promoting good race relations. Few would ‘Black’ ✔ condone the use of racially abusive words, but language with negative racial connotations also The term ‘Black’ is often used in a political needs to be challenged because its usage can sense to include all people who share a common help to reinforce and perpetuate inaccurate racial experience of discrimination because of their stereotypes. race, colour, nationality or ethnic origin.
It was also referenced as being a particular Others take ‘Black’ more literally to mean emerging issue within the PSNI in recent someone with very dark skin. Some people of years. This is attributed to the change in the Asian background find the term offensive when demographic composition of Northern Ireland as applied to them, while other people will not a region, but also to the increase in recruitment wish to be called ‘Black’ because of its political from Great Britain and the Republic of Ireland. connotations. This means that there have been developments in the use of ‘new’ language which have different In most cases there is no objection to ‘Black’ connotations. being used as a description, but it should be as an adjective: ‘a Black person’ or ‘the Black ‘People of ethnic origin’ ✘ community’, not as a noun as in ‘Blacks’ or ‘there’s another Black’. ‘Ethnic’ ✘ ✔ ‘Minority Ethnic Community’ ‘Asian’ ✔
Everyone has an ethnic identity based on shared It is generally appropriate to use the term ‘Asian’. geography, cultural tradition, language or However there may be circumstances where it religion. Using the phrase ‘people of ethnic origin’ might not be acceptable to make broad references suggests that only some groups are ‘ethnic’ and to groups, or to identify people together as Asian. this is clearly untrue. Asia is a vast continent, incorporating many The expression ‘ethnic’ or ‘ethnics’ used in countries, so the term ‘Asian’ is not very specific. isolation to refer either to individuals or to People of Indian, Pakistani and Bangladeshi sections of the community is unacceptable. origin, for example, may prefer to be referred to The term ‘minority ethnic’ or ‘someone from a as such rather than by the broad term ‘Asian’. minority ethnic community’ is a more suitable alternative. ‘Oriental’ ✔
Grouping people by ethnic background On the other hand, ‘Oriental’ may be a more may not always be useful and can lead to appropriate term to describe people from China, misunderstanding. There are, of course, cultural Japan, Korea, Thailand, The Philippines, Laos and similarities between some groups of people, but Vietnam if you are unsure of or it is difficult to there are likely to be as many, if not more, determine someone’s nationality. differences. However, if it is known that people are from these countries, they should be referred to as Chinese, Making assumptions about an individual’s Japanese etc. if that is their wish. needs on the basis of their ethnic and cultural background may cause problems, because in addition to potential stereotyping, assumptions can result in a failure to address needs appropriately and effectively.
In circumstances where it is necessary to refer to someone’s race or ethnicity, and you are uncertain 16 ‘West Indian, Afro-Caribbean, African Ireland, ‘Taffy’ for Welsh, ‘Jock’ for Scottish or ‘Pom’ for English. It must be stressed that this Caribbean’ ✘ does not mean that individuals may not choose to The term ‘West Indian’ was used in the UK answer to these names. and Ireland as an all-encompassing phrase to describe first generation settlers from the Likewise, ‘Yidds’ is an unacceptable term Caribbean. It is an historical term and although to describe Jewish people, while terms like still used in some circumstances (for example, ‘Spick’ (Spanish), ‘Argies’ (Argentineans), the West Indian Cricket Team) in most contexts it ‘Krauts’ (Germans) and ‘Wop’ (Italians) are also is inappropriate and may be found offensive. unacceptable.
Both ‘Afro-Caribbean’ and ‘African-Caribbean’ are also used in official documentation to refer to ‘Romany Gypsies’ ✔ and ‘Irish Travellers’ ✔ Black people. However, they may well be offensive There are several main groups of Travellers in the to people who were born in the UK or Ireland. United Kingdom.
The term ‘Afro-Caribbean’ is generally now * Gypsies and Travellers of Anglo-Romany deemed to be unacceptable even though it (‘Romany Gypsies) or Irish heritage (‘Irish continues to be in fairly common usage. The Travellers’) term ‘African-Caribbean’ may be used, but only * Fairground or Show people when referring to specific geographical origins. * Circus families Otherwise, ‘Black’ is a more appropriate term to * Boat people use. * New Travellers * Roma – asylum seekers & refugees, often ‘Mixed Ethnicity, Mixed Ethnic Group or from Eastern Europe Mixed Ethnic Origin’ ✔ Most Gypsies and Travellers will also identify These terms appropriately describe people who themselves as English, Irish, Scottish or Welsh in are of mixed ethnic origin. origin.
Some people may prefer to identify themselves as English (or ‘Romany’) Gypsies and Travellers of ‘Black’ or ‘White’ or according to their cultural or Irish heritage (‘Irish Travellers’) are recognised ethnic origins, rather than some sort of mixture. in legislation as minority ethnic groups and are protected from discrimination by the provisions When describing or recording ethnicity, ‘mixed of the Race Relations Act, the Race Relations ethnicity’, ‘mixed ethnic group’ or ‘mixed ethnic (Northern Ireland) Order 1997 and the Race origin’ are the most appropriate terms and should Relations Amendment Act. be used in place of ‘half caste’ which should be avoided. It is inappropriate to refer to Romany Gypsies or Irish Travellers as ‘Gippos’, ‘tinkers’, ‘knackers’ or There are varied opinions about the acceptability ‘pikies’. of ‘mixed race’ and ‘dual/mixed parentage/ heritage’. They are not inappropriate as such, but are less well accepted and may offend some ‘Immigrants’, ‘Economic Migrants/Migrant people. Worker’ and ‘Asylum Seekers’ These terms, although seemingly neutral, have Non-Visible Minority Ethnic Groups historical and emotional connotations that need to be borne in mind when using them. There are many groups, which fall under this heading; a few of the most obvious where Firstly, the term ‘immigrant’ is commonly applied inappropriate language is often used have been to people from ethnic minorities. They are rarely identified. if ever used to describe those white migrants who relocate with their jobs or businesses. It is unacceptable to use terms such as ‘Paddy’, or ‘Mick’ to refer to people from the Republic of
17 People can be correctly described as immigrants, ‘Negro’ ✘ if they have just moved from another country. ‘Nigger’ ✘ However, people from many different minority ‘Coon’ ✘ ethnic groups have been settled in Northern Ireland for long periods, and some were born ‘Wog’ ✘ here. The term ‘immigrant’ can therefore be ‘Paki’ ✘ misleading and should be avoided in these ‘Yellow ✘ circumstances.
Likewise, with the recent expansion of the Although an abbreviation of ‘Pakistani’, the term European Union, Northern Ireland has seen ‘Paki’ has for many years been used as a term a rapid growth in the numbers of ‘economic of abuse. It is therefore extremely offensive and migrants’ from countries such as Poland, Latvia, should not be used. The term also tends to be Lithuania, and Estonia etc – particularly around used generally for Asian people, irrespective Dungannon and the North West (Coleraine, of their national origins, such as Indian or Londonderry/Derry). Bangladeshi. There are other similar abbreviated terms for national or ethnic origins, for example ‘Chinky’ and ‘Itie’ which are intentionally The term ‘migrant worker’ is enshrined in derogatory and should not be used. European law to denote anyone who is working in a country other than his or her country of origin. However, the terms ‘migrant’ and ‘economic ‘Coloured’ ✘ migrant’ are often used inaccurately to describe Historically ‘coloured’ has been used to asylum seekers and should not be used in this emphasise not only the difference, but the way. unequal status of people from minority ethnic backgrounds in relation to white people. The phrase ‘asylum seeker’, although it has more recently entered common usage, has already ‘Coloured’ was also used by the South African produced similar emotional connotations to apartheid regime to classify those who were the word ‘immigrant’, in that it has begun to neither ‘Black’ nor ‘White’. None of us are attract negative connections and again, largely ‘colourless’ and the concept of ‘coloured’ is rather because of similar political debates around the meaningless. This term should not be used. implications of the entry of ‘asylum seekers’ into Northern Ireland. ‘Non-white’ ✘ ‘Asylum seekers’ are people who have fled their Referring to ‘non-whites’ classifies people only native country because of the fear of violence, by their exclusion from the ‘white’ group and imprisonment or torture. should be avoided. It is better to refer to the specific ethnic group if known, or to ‘people from The current ‘debate’ on ‘asylum’ often focuses on a minority ethnic community’. whether such people are genuine or bogus. It is the latter element that particularly attracts the negative connotations. ‘Free Stater’ ✘ Another area of key concern for members of the Therefore, to tie the two together, there is a PSNI and other organisations was how people stereotype emerging currently that implies that from the Republic of Ireland are referred to. all recent migrants are ‘asylum seekers’ and that Indeed, an increase in the numbers of recruits many are ‘bogus’. joining the PSNI from the Republic of Ireland means that it has become more of an issue in Unacceptable Terminology recent years. The current guide documents the term ‘free stater’ as a derogatory term; research The following are terms which have highly racist participants also made the addition of ‘gringo’ and overtones. Historically, they originate from ‘Mexicans’. outdated social theories about Black people, are extremely offensive and should not be used in normal circumstances: - 18 RELIGION It is also important to avoid stereotyping and In Northern Ireland, we have had legislation making assumptions. For example, just as outlawing discrimination and harassment on some may describe themselves as ‘Christian’ the grounds of religion and belief since the on monitoring forms, but not be active in a introduction of the Fair Employment (Northern worshipping community, so some Jews may not Ireland) Act 1976. be observant within the synagogue or in the home and some who have been born Muslim may not The legal framework was designed to deal with now practise at the mosque. An understanding of the difficulties many employers were faced religious issues will enable the use of appropriate with in relation to their protestant and catholic terms. employees. Finally, it may be common sense but references However, as the political, social, economic and to and use of the terms ‘Jesus Christ’ and ‘God’ in demographic landscape of Northern Ireland sentences as ‘outcries’ may offend and should be continues to change so too does its religious avoided. ‘profile’. As we continue to welcome ‘economic migrants’ Unacceptable terminology from all over Europe (and ‘asylum seekers’ from Some terminology and phrases are intentionally other parts of the world), police officers and offensive and should not be used. The following are members of police staff must be educated in how examples: to address and communicate politely with such a diverse community whose religious beliefs may well be very different to their own. The accurate ‘Happy Clappy’ ✘ use of language is one way of demonstrating our ‘Bible Basher’ ✘ respect for the religious beliefs of others. ‘Holy Roller’ ✘ We live in a rapidly changing society and the ‘God Squad’ ✘ principles of inclusion need to govern our speech if we are to promote a sense of well being for Unacceptable terminology - Northern Ireland all, regardless of their personal decisions about religion. It is a simple but important mark ‘Fenian’ ✘ of respect for others that we use language appropriate to them. ‘Taig’ ✘ ‘Tim’ ✘ For example, to ask a Jewish or Muslim person ‘Hun’ ✘ their ‘Christian name’ makes no sense, but is also highly disrespectful of their beliefs. The use of ‘Prod’ ✘ the terms ‘forename’ or ‘first name’ prevents any ‘Bluenose’ ✘ misunderstanding and acknowledges that people have different beliefs. ‘Orangie’ ✘
Equally ‘going to Church’ is a specifically Christian Religion, language and the law practice. Members of other faith communities may use a particular ‘place of worship’; for The use of abusive language relating to religion example, the communal place of worship for or belief can amount to less favourable treatment Jews is the synagogue, for Muslims it is the on grounds of religion, and may therefore be mosque. However, many others may practise their considered as constituting unlawful discrimination faith individually or with others in other places, or harassment under the Fair Employment and including their own homes. Treatment (NI) Order 1998 (as amended). This piece of legislation prohibits discrimination and There is much diversity within all the religious harassment on the grounds of religious belief denominations and it is almost impossible to and political opinion. assume that all members of a faith community hold similar views or practise in the same way.
19 SEXUAL ORIENTATION ‘Bisexual’ ✔
‘Heterosexual’ ✔ Bisexuality is perhaps unlikely to raise any particular considerations for employment or service delivery Lesbians, gay men and bisexual people have other than issues affecting gay men or lesbians. for many years considered and debated what terminology they use to describe their sexuality; this However, it is important to be aware that people is not the case with heterosexual people. Although who are bisexual are a separate group, who may a medical term, the word ‘heterosexual’ is the best wish to be identified as such. available and the most appropriate one to use when referring to heterosexual people. Including Women
The term ‘straight’ is the only other word in On the whole, the word ‘gay’ can be taken as common usage. Although in some contexts it may referring to both men and women, as in the ‘Gay be appropriate to use this word, some people Olympics’ or ‘Gay Nightclub’. However, it is more may dislike it because it is seen as the opposite of commonly used to describe men than women. ‘bent’ which is obviously a derogatory term used against lesbians, gay men and bisexual people. We have already said that inappropriate use of language can make women less visible than men. Referring only to ‘gay people’ or the ‘gay ‘Lesbian, Gay and Bisexual’ (LGB) ✔ community’ may have that effect. Lesbian, gay and bisexual (LGB) people are excluded by language and behaviour, which ‘Homosexual’ assumes everyone, is heterosexual. We therefore People of different generations may use different need to use language that is inclusive and will not language to define their sexual orientation. For cause offence. There are many words and phrases example, some older people may define themselves that are used to refer to sexual orientation in as homosexual rather than gay or lesbian. derogatory ways.
However the word ‘homosexual’ is rarely used by To avoid any misunderstanding people should younger LGB people to describe themselves, and is stick to using the words ‘lesbian’, ‘gay’ or often seen as derogatory. ‘bisexual’, even though they may hear LGB people choosing to speak about themselves differently. Care is needed however. Some women, for ‘Lesbian, gay, bisexual and trans’ (LGB&T) instance, may refer to themselves as ‘gay women’ ‘Trans’ issues are about gender identity rather rather than as ‘lesbians’. than sexual orientation. However, because of common experiences of intolerance and If you are dealing with an individual, and you need discrimination there are many links between to refer to their sexual orientation, but are unsure, ‘trans people’ and lesbians, gay men and bisexuals. the best guide is to ask politely what word the person prefers and make certain that they are It is therefore often suitable to refer to ‘lesbian, gay, comfortable having this referred to before going bisexual and trans communities’, for example, in any further. relation to Hate Crime or Community Relations (trans people and lesbians, gay men and bisexual ‘That’s so gay’ people often share social spaces such as pubs and clubs). There has been an emergence of the term ‘gay’ to denote something negative. The use of the The abbreviation LGB&T may be used to collectively term in this manner has also gained momentum describe these communities, however you should in recent years in the mainstream media. The not assume a knowledge of this phrase by other negativity associated with the term means that people, and if using it in a document it is better to LGB organisations find those they represented as use the full phrase first and subsequently abbreviate being further marginalised. it to LGB&T.
20 Unacceptable terminology Such direct questioning can make a person, who has not yet decided to come out, feel very isolated There are a number of specifically homophobic and uncomfortable. The term ‘partner’ is often a terms. They are well known and understood by more appropriate alternative to the above. most people to be unacceptable and should not be used, for example: If you are in any doubt about how to refer to someone or how to phrase something appropriately, ‘Bender’ /’Bent’ ✘ ask the person concerned for his or her guidance. ‘Gaylord’ ✘ Language and the law ‘Fruit’ ✘ ‘Homo’ ✘ The Employment Equality (Sexual Orientation) ‘Poof’ ✘ (Northern Ireland) Regulations 2003 make it unlawful to discriminate against an individual on the ‘Fag’ ✘ grounds of sexual orientation. ‘Dyke’ ✘ ‘Butch’ ✘ Case law in other areas indicates that the use of ✘ abusive language is likely to become defined as ‘Lezzer’ less favourable treatment on grounds of sexual orientation, and may therefore be considered When referring to lesbians, gay men and bisexual to constitute unlawful discrimination and/or people, you should avoid using the following harassment. phrases: COMMUNITY IDENTITY (N.IRELAND) ‘Gays often do those types of jobs’ ✘ Northern Ireland is a unique place where ‘A woman with lesbian tendencies’ ✘ two communities do not agree on the future ‘A person of the other persuasion’ ✘ constitutional status of the country. This is ‘He or she bats for the other side’ ✘ reflected in different identification of places (e.g. Derry/Londonderry) and different identification of the other part of the island of Ireland (e.g. You should also avoid referring to gay pubs or clubs ‘The Free State’, ‘the twenty six counties’ and the using phrases such as ‘frequented by gay men’ Republic of Ireland). These are just two examples. (criminals are often referred to as ‘frequenting’ There are many others, but it is not within the places). terms of this document to advise on this issue.
Terms usually perceived as patronising: However, the legacy of this division is such ‘I don’t think of you as being gay’ ✘ that people often turn to colloquialisms and ‘Some of my friends are gay’ ✘ inappropriate language to refer to members of one community or the other. This division in our ‘You being gay isn’t a problem for me’ ✘ society has impacted upon policing in Northern ‘When did you first decide you were gay?’ ✘ Ireland.
It is better to say Policing here can be exciting, challenging and ’When did you first realise you were gay’. ✔ hopefully rewarding but police officers are often placed in difficult situations as custodians of the You should not try to identify a person’s sexual law. They are one of the few groups in society orientation by asking clumsy questions, such as: with the ability to limit individual’s human rights, but can only do when it is deemed necessary, proportional and justifiable. ‘Are you married?’ ✘ ‘What does your wife, or husband, do for a living?’ ✘ Nonetheless, in Northern Ireland such ‘Do you have a girlfriend?’ (To a man} ✘ decisions often have to be made under stressful and difficult conditions; such conditions ‘Do you have a boyfriend?’ (To a woman) ✘ reinforce the need to carry out the duty of policing
21 in a professional and competent manner, remain Unacceptable terminology conscious of the messages, unspoken cues and impressions we transmit. Catholic/Nationalist/Republican
It is vital that the PSNI provide a personal, Chuck/chuckie ✘ professional and protective policing service to Fenian ✘ the public. As such, it is unacceptable for police officers and police staff to use language that is Taig ✘ inappropriate or offensive - particularly on the Tim ✘ grounds of people’s religion (or absence of it), Mick/Micky ✘ political opinion or community background. Paddy ✘ It is also unacceptable to generalise people Free Stater ✘ living in specific areas as being from a particular Sponger ✘ community. Assumptions are often made about peoples’ community backgrounds on the basis of Protestant*/Unionist/Loyalist perceptions of particular areas. These stereotypes of communities and areas are problematic as they Hun ✘ effectively limit the potential for moving beyond conflict specific language and perceptions and Blacks/Black Man ✘ denies individualism. Prod ✘ Orangie ✘ The protests in 2012/13 over the decision by Jaffa ✘ Belfast City Council to alter the days which the union flag is flown at Belfast City Hall is viewed Bluenose ✘ as having radically impacted the frequency and Snout ✘ nature of the language employed, particularly on new media sites. Terms such as ‘flag hag’ Flag hag ✘ (used to describe Protestant/Unionist/Loyalist [PUL] women protesting about the decision by Belfast City Council on the issue of the union flag) and ‘flegs’ (a word mimicking the local dialect and pronunciation of the word ‘flag’) are seen as demeaning the PUL community identity.
22 CONSULTATION Belfast Islamic Centre Rainbow Project The following external bodies have been consulted HereNI in producing this guide: Belfast Pride GLYNI Age NI Community Relations Council Public Achievement North Belfast Interface Network Southern Education and Library Board Youth Lower Shankill Community Association Workers Department North Belfast Ex-Prisoner’s Group NICCY The Linc Project Commissioner for Older People for Northern Intercomm Ireland CAJ Northern Ireland Youth Forum Peace and Reconciliation Group Belfast Youth Council Trademark NI Youthnet NI Coiste NUS/ USI The Base Disability NI Northern Ireland Alternatives Leonard Cheshire Disability Ballymoney Resource Centre Disability Rights Centre Belfast Interface Project Rethink Interaction Belfast Mencap The Orange Order RNIB Rural Community Network Women’s Aid Committee on the Administration of Justice Shankill Women’s Centre Equality Commission Falls Women’s Centre Labour Relations Agency ACSONI (African-Caribbean Society) Indian Community Centre The following internal bodies have been consulted CNICT Group in producing this guide: Bryson Intercultural HAPANI Gay Police Association Chinese Welfare Association Ethnic Minority Police Association Polish Association NI Women’s Police Association Belfast City Council Human Rights Training Advisor Craigavon Intercultural Forum Discipline Branch Ballymena Inter-ethnic Forum Police College Belfast Trust Policing with the Community Branch Southern Belfast Roundtable Police Federation of Northern ireland An Munia Tober Superintendents Association of Northern ireland NICRAS Northern Ireland Public Service Alliance NICEM UNITE STEP Equality & Diversity Unit Jewish Community Centre Heads of Human Resources/ HR Managers
23 Appendix A
Police Service Appropriate Language Guide (summary)
Group Unacceptable/ Acceptable Comments Derogatory/ Slang Community ‘Chuck’/‘Chuckie’ Catholic Some of these terms could also be used Background/ ‘Fenian’ to refer to someone from the Republic of Religion ‘Taig’ Roman Catholic Ireland in a derogatory manner. and Political ‘Tim’ (N.Ireland) ’Mick’/’Micky’ ‘Paddy’ ‘Free Stater’ ‘Sponger’
‘Hun’ Protestant Please note that this also refers to other ‘Blacks’/‘Black Presbyterian denominations such as Church of Ireland, man’ Free Presbyterian, Church of England, ‘Prod’ Church of Latter Day Saints etc. ‘Orangie’ ‘Jaffa’ ‘Bluenose’ ‘Snout’ ‘Flag Hag’
Minority ‘People of Ethnic ‘Minority Ethnic Using the phrase ‘people of ethnic origin’ Ethnic Origin’ Community’ suggests that only some groups are Community ‘ethnic’. ‘Ethnic’ or ‘Ethnics’ ‘Ethnic Minority’ (e.g. ‘an ethnic’) This is wrong because all people everywhere have an ethnic identity based ‘A person of ethnic on shared geographic origin, cultural origin’ tradition, language or religion.
*(See notes * The term ‘migrant worker’ is enshrined ‘Migrant Worker’ / opposite) These in European law to denote anyone who is or terms are frequently working in a country other than his or her ‘Economic Migrant’* misapplied to refer country of origin. ‘Asylum Seeker’* to anyone from ‘Refugee’* a minority ethnic *Asylum Seekers are people who have community. These fled their native country because of the terms have specific fear of violence, imprisonment or torture. definitions and should only be used Refugees are people who have been in the correct legal granted asylum under the UN Convention, context. to which the UK is a signatory.
24 Group Unacceptable/ Acceptable Comments Derogatory/ Slang Oriental ‘Chinky’ ‘Oriental’ (but only if Ask the individual what nationality they Community ‘Chinker’ country of origin is are. (i.e. ‘Gook’ not known or cannot Japanese, ‘Itie’ (‘eye-tie’) be determined). Only use the term ‘Oriental’ where you Thai, ‘Boat-people’ cannot determine someone’s precise Chinese, Otherwise…. nationality. Cantonese, ‘Chinese’ Vietnamese, ‘Cantonese’ It is also recommended that you ask Filipino, ‘Vietnamese’ ‘Thai’ the individual how they would like to be Korean, ‘Korean’ addressed – e.g. Mr/Mrs Cheung. Malaysian) ‘Filipino’ ‘Japanese’ ‘Malaysian’ Do not assume he/she is Chinese simply ‘Indonesian’ because he/she looks oriental.
Asian ‘Paki’ ‘Pakistani’ Ask the individual what nationality they Community ‘Punjab’ ‘Bangladeshi’ are. (i.e. Pakistani, ‘Arab’ ‘Indian’ Bangladeshi, ‘Ali Baba’ Only use the term ‘Asian’ where you Indian ‘Osama’/’Bin Laden’ ‘Asian (if unsure)’ cannot determine someone’s precise communities) ‘Turban’ nationality.
It is recommended that you ask the individual how they would like to be addressed e.g. – Mr/Mrs Singh.
Do not assume he/she is Indian simply because he/she looks Asian. African ‘Coloured’ / ‘Non- ‘Black’ In most cases there is no objection to Community white’ ‘black’ being used as a descriptive (i.e. African, phrase, but it should be as an adjective: ‘a Caribbean, ‘Half-caste’ ‘Mixed ethnicity’ black Mixed Race) or ‘Mixed Ethnic person’ or ‘the black community’, not as a Group’ or ‘Mixed noun: ‘the blacks’ or ‘a black’. Ethnic Origin’ (the acceptable Again, it is recommended that you ask terminology for the the individual how they would like their phrase ‘half-caste’) nationality to be recorded.
Historically ‘coloured’ has been used to ‘Afro-Caribbean’* *The term ‘African- emphasise not only the difference, but ‘Wog’ Caribbean’ may be also the unequal status of people from ‘Nigger’ used, but only when minority ethnic backgrounds in relation ‘Negro’ referring to specific to white people. ‘Brother’ geographical ‘Coon’ origins. ‘None of us are ‘colourless’ and the concept of ‘coloured’ is rather meaningless. This term must not be used.
25 Group Unacceptable/ Acceptable Comments Derogatory/ Slang Travelling ‘Itinerants’ ‘Travellers’ Talk to travellers not at them. You will Community find that you get a lot ‘Gypsy’ (if not ‘The (Irish) Travelling Romany Gypsy) Community’ The Irish Travelling Community is specifically identified in the Race ‘Gypo’s’ ‘Irish Travellers’ Relations ‘Romanies’ ‘Tinkers’ ‘Travellers’ (Northern Ireland) Order 1997 as a racial ‘Knackers’ ‘Gypsy or ‘Romany group against whom discrimination is ‘Pikies’ Gypsy’*) unlawful.
* If you have determined the individual is of Gypsy or Romany Gypsy descent.
Tip: Did you know that Travellers have their own language called ‘gammon’, ‘shelta’ or ‘cant’ and are very protective of it?
Elderly Be sensitive when ‘Older/Elderly ‘Old’ can carry connotations of being using terms of person’ worn out and of little further use. It can endearment or also be used as a term of abuse. colloquialisms that ‘Older/Elderly may cause offence gentleman’ We clearly should not make assumptions about the value of people based on their OAP (may be ‘Older/Elderly lady’ age. considered offensive by some people in ‘Pensioner It is better to use neutral terms such as their late 60’s early (only if of ‘older’ or ‘elderly’ when referring to 70’s). pension age)’ people.
‘Geriatric’ ‘OAP’ Again, it is recommended that you ask the individual how they would like to be ‘Oul man’ addressed. ‘Old codger’ ‘Old fool’ Some elderly people prefer to be called ‘Oul lady’ by their first name.
Others prefer to be called by their formal name e.g. Mr Smith, Mrs Smith, or Mrs Smith (widower).
Do not use the term ‘spinster’ unless asked to do so.
26 Group Unacceptable/ Acceptable Comments Derogatory/ Slang
Gay ‘Queer’ ‘Gay’ Many homosexual men prefer to be called Community ‘Fruit’ ‘gay’ rather than homosexuals. (Male) ‘Homo’ ‘Gay man, Gay men’ ‘Fag’ Many lesbians prefer to be called ‘lesbian’ ‘Bent’ ‘Homosexuals’ rather than gay or homosexual. ‘Gaylord’ (it may be more ‘Bender’ appropriate to refer You should address individuals from the ‘Nonce’ to lesbians, gay men gay and lesbian community as you would ‘The gays’ and bisexuals as a address anyone else. With respect. ‘Gays’ group e.g. ‘LGB’) ‘Perverts’ The Employment Equality (Sexual ’Dyke’ Orientation) Regulations (Northern ‘Lezzer’ Ireland) 2003 make it unlawful to discriminate against an individual on the ‘Bisexual’ grounds of someone’s actual or perceived sexual orientation.
Case law in other areas indicates that the use of abusive language is likely to become defined as less (Female) ‘Lesbian’ favourable treatment on grounds of sexual orientation, and may therefore be considered to constitute unlawful discrimination or harassment. Trans ‘Tranny’ ‘Transgendered/ Transvestite is the medical term for Community trans person, people someone who dresses in the clothing of ‘Gender Bender’ or community’ the opposite sex.
‘Transsexual’ Most transvestites are not transsexual – ‘Transvestite’ they do not wish to change their sexual ‘Cross-dresser’ characteristics.
‘Drag Queen/King’ These people are also known as cross- dressers.
‘MTF’ (abbreviation: When using terms such as ‘he’ or ‘she’ male to female) when dealing with trans people, you should use the appropriate terms based ‘FTM’ (abbreviation: on the appearance of the person you are female to male) dealing with.
27 Group Unacceptable/ Acceptable Comments Derogatory/ Slang Disabled ‘The disabled’ ‘Disabled people’ Some of the words and phrases in People or common use suggest that a disability ‘People with makes a person dependent, helpless or disabilities’ limited.
‘The deaf, etc’ ‘Deaf’ (Capital ‘D’ - Their use contributes to the negative for a person who is image of disability prevalent in society. born with no hearing) These terms are not accepted and should ‘deaf’ (Small ‘d’) or be avoided.
‘deafened’ (both It is also important to be aware that under acceptable terms for the Disability Discrimination Act 1995 (and people who have lost subsequent amending legislation), the hearing – perhaps in use of offensive and insulting language later life) regarding disability has been defined in case law as potentially less favourable ‘People with hearing treatment and a ‘detriment’ on grounds of loss’ (to describe disability. those people who use equipment to hear better) ‘Special Needs’* * Although the term ‘Special Needs’ may be perfectly acceptable when referring ‘Deaf and dumb’ ‘Deaf and without to the ‘Special Olympics’, ‘Educational speech’ Special Needs’ etc.
‘Suffering from…’ ‘A person who has….’ ‘Crippled by or ‘ ‘Cripple’
‘Afflicted by…’ A person with… ‘An epileptic’ ….epilepsy ‘A spastic’/’Mongol’ ….cerebral palsy ‘Subnormal/ ...a learning disability Mentally handicapped’/’ Invalid’
‘Wheelchair bound’ ‘Wheelchair user’ ‘Confined to a wheelchair’
© The Appropriate Language Guide (and Appendix A above) is copyright protected. Permission must be obtained from the PSNI Equality & Diversity Unit if any part of this guide is to be used, copied or duplicated.
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Equality and Diversity Unit Police Service of Northern Ireland Lisnasharragh 42 Montgomery Road Belfast BT6 9LD
Ext: 69575 / 69970
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