BIPOC: What Does It Mean, And Why Does Language Matter At Work?
Language is constantly evolving. As humans develop new technologies, create new ways of thinking, and deepen our understanding of the world, our words change to reflect this. In fact, hundreds of new words are added to the dictionary every year.
Language related to identity has evolved especially quickly in recent years. As understandings of identity, power, and social systems become more nuanced, new words reflect this—and oftentimes, there isn’t consensus on new words being used. For many people, it can feel hard to keep up.
One recent example is the term BIPOC, which has become more widely used in the past few years. If you’ve never seen this term, or if you’ve seen it but want to understand what it means and why it matters at work, here’s a place to start.
What does “BIPOC” mean?
BIPOC, pronounced “BY-pok,” stands for Black, Indigenous, and People of Color.
For many years, the phrase “People of Color,” often abbreviated to POC and pronounced “pea-oh-SEA,” has been used to describe all nonwhite racial groups in the United States. However, critics of the term POC have pointed out that lumping all nonwhite racial groups into one umbrella term overlooks the unique challenges faced by different groups.
For example, Native American people suffered genocide and forced removal under colonialism. The United States was built on the enslavement of Black people, and the legacy of slavery still exists today in “every aspect of American life,” according to journalist Nikole Hannah-Jones.
The term BIPOC, then, is an attempt for a more inclusive acronym that honors the unique experiences of Black and Indigenous people in the United States.
How does the term BIPOC show up in the workplace?
Just as no group can be represented as a monolith, there is also no consensus on the best terminology to use to talk about race, or the most effective ways to recognize and honor racial diversity. For example, we’ve written about how celebrating Black History Month can feel complicated at work, especially when employers or coworkers are oblivious, misinterpret, or just don’t understand its importance.
The use of the term BIPOC has been met with different reactions in the workplace as well. Last fall, the NPR podcast Code Switch did a deep dive into various thoughts and reactions to the shift from POC to BIPOC; the reactions from their listeners varied from strongly in favor to strongly opposed. Vox interviewed linguists to explain the complexity of the term BIPOC, who pointed out that there is no one-size-fits-all approach.
According to critical race theory professor Adrienne Dixson, the most important thing to remember is that people want to be “named and recognized, not part of an amalgam.” Language will continue to change and evolve, and that’s okay.
The most important thing to remember is that inclusive language must be accompanied by supportive actions.
How can I use the right language at work?
Building a workplace culture that supports all workers is a responsibility shared by leaders, managers, and employees at every level. This starts with language—and BIPOC is just one example.
If you’re wondering how to most effectively incorporate new language, here are a few things to keep in mind.
Be curious
Listen to the words your coworkers use, especially when describing communities they may belong to that you do not.
If you hear or read a term that’s new to you, try Googling it to learn more before immediately asking someone to explain it to you.
If a word that’s new to you doesn’t resonate at first, try to learn more about how the word developed and the intention behind it.
Be intentional
If you’re struggling to find the right language to describe identities, consider what, exactly, you’re trying to say. Specificity is much more effective.
If you feel overwhelmed or afraid you might use new words incorrectly, try reading articles or listening to podcasts to become more familiar.
Be patient
Remember new terms may take some time to get used to—that’s part of learning.
Being thoughtful about language will inspire others to do the same. Regardless of your role at your organization, you can do the right thing.
Words matter. They’re at the heart of how we connect with people around us.
If you’re wondering how to more effectively communicate about race or identity at work, free, confidential support is just a text away: 510-674-1414.
