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November 13, 2025
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Every snide comment, nickname, and “it’s just banter” moment shapes how people feel at work. Inclusive language isn’t about walking on eggshells, it’s about making sure everyone gets to show up, speak up, and be heard without fear of becoming the punchline.
At Your D+I, we help teams ditch outdated banter and build cultures rooted in respect, connection, and confidence. Because when people feel psychologically safe, they perform better, stay longer, and have a lot more fun doing it.
It’s not about fancy jargon or corporate “EDI bingo.”
Inclusive language is about everyday respect and using words that include, not exclude.
It means:
Inclusive language evolves, and so should we. What was “just a laugh” in 1999 might not fly in 2025, and that’s progress.
Language shapes workplace culture. When it’s inclusive, people feel respected, valued, and safe to contribute. When it isn’t and when “banter” crosses the line, when stereotypes sneak into emails, or when harassment hides behind “it’s not that serious” but the impact is huge: employee wellbeing suffers, trust breaks down, and organisations lose talent.
Price: £445
This toolkit provides everything you need to:
Bottom line: Inclusive communication is not about being “PC” or humourless. It’s about creating a culture where everyone belongs, everyone feels safe, and everyone can thrive.
We love a laugh. But when humour targets someone’s identity — gender, sexuality, race, disability, background — it stops being banter and starts being exclusion.
Old-school banter might come from familiarity, but it can still sting. Language that includes everyone builds connection. Banter that singles people out builds walls. Not every situation needs a big confrontation.
Sometimes it’s about a pause, a question, or a gentle redirect, what matters is how we challenge language when it lands badly.
“Calling out” is best when the language or behaviour is clearly harmful, offensive, or repeated — something that can’t be ignored.
It sends a clear signal: that’s not okay.
When to use it:
Example 1:
💬 “That comment’s not acceptable — jokes like that can make people feel excluded.”
👉 Why it works: Clear, direct, no attack on the person — focuses on impact, not intent.
Example 2:
💬 “Let’s not use that word here. It’s got some baggage that can make people uncomfortable.”
👉 Why it works: It stops the moment, explains why, and sets a respectful boundary.
Example 3:
💬 “I know you might not have meant harm, but that comment’s not appropriate for work.”
👉 Why it works: You’re still setting a standard but leaving space for learning.
“Calling in” works better for private, low-stakes, or first-time slip-ups — especially when you want to build trust or understanding.
It’s about curiosity over criticism.
When to use it:
Example 1:
💬 “Hey, can I chat with you about something you said earlier? I know you didn’t mean harm, but it might have landed differently for others.”
👉 Why it works: Gentle and educational — assumes good intent, invites reflection.
Example 2:
💬 “I used to say that too, but I learned it can come across in a way we don’t intend.”
👉 Why it works: Shows empathy and shared learning, lowers defensiveness.
Example 3:
💬 “I wanted to flag something small from our meeting — that phrase could be tricky for some people.”
👉 Why it works: Normalises feedback as part of growth, not punishment.
Whether you’re calling out or in, use our simple three-step process:
Example in action:
👎 “You throw like a girl!”
👍 “Hey,that is uncalled for and we don’t accept that language here! Let’s just say ‘that was a great throw’ and keep it fun.”
Remember!
Your D+I has trained thousands across the UK to have better, safer, and more inclusive conversations. From football clubs to creative agencies, we’ve helped turn awkward laughter into honest allyship.
We’ve all heard it:
“You can’t say anything these days.”
“It’s just banter — lighten up.”
The truth? You can say plenty — as long as you’re not saying it at someone’s expense.
It’s Just Banter is Your D+I’s signature interactive workshop designed to help teams understand where the line is between friendly chat and harmful behaviour — and how to keep workplace humour inclusive, safe, and still genuinely fun.
By the end of the session, your team will:
✅ Understand the difference between intent and impact, and why “I didn’t mean it like that” doesn’t erase harm.
✅ Recognise how language shapes belonging, trust, and culture.
✅ Learn to spot when banter crosses the line into exclusion, bias, or harassment.
✅ Build confidence to call it out (or in) using our practical Call-It Framework.
✅ Explore intersectionality and how multiple identities influence how language lands.
✅ Leave with clear, actionable steps to create a psychologically safe, inclusive team culture.
✅ A mini Inclusive Language & Banter Guide
✅ Call-It Cards to prompt reflection and action
✅ Optional “Two-Week Test” follow-up email.
✅ Access to Your D+I’s resource hub for further learning
“Banter Gone Too Far” – Team breakout using anonymised real-life scenarios.
“Privilege of Language Game” – A reflective activity exploring who gets to joke freely and why.
“The Call-It Challenge” – Practice calling in or calling out language safely and confidently.
Full workshop: 2–2.5 hours (ideal for teams of up to 25)
Lunch & Learn option: 60 minutes (perfect for a bite-sized introduction)
Delivery: In-person or virtual, fully interactive
From light-hearted jokes to harmful comments — explore what’s harmless, what’s harmful, and the messy middle where most “banter” lives.
Real-world examples from workplaces and sports teams
Interactive “Guess Where It Lands” quiz
Discussion on cultural change and generational shifts
We unpack why good intentions don’t cancel out bad outcomes.
Practical language swaps to model better conversations
Explore microaggressions, coded language, and “throwaway” comments that have real impact.
Inclusive vs. outdated phrases (with live group rewrite)
Why tone, humour, and familiarity matter
An interactive breakout exploring who gets to joke freely and who doesn’t.
Reflective activity: “Who gets away with what?”
Understanding power, privilege, and allyship
Practical skills for real moments.
Scenarios tailored to your team’s environment
Three-step “Pause–Question–Redirect” method
Group role-play or discussion on what works in the moment
Turning awareness into everyday habits.
Commit to one “Two-Week Test” — a real-world micro-change to trial after the session
Share tips and accountability prompts for managers
