Diversity, Identity & Inclusive Language
Respect is at the core of everything we do.
At Winya, we believe that a respectful workplace is a safe workplace. Whether it’s on the factory floor, in a boardroom, at a delivery site or in our showroom, we’re committed to creating spaces where every person feels welcome, seen and respected — across gender, culture, background, sexuality and ability.
We recognise that inclusive language plays a powerful role in this. Words shape our everyday experiences — and the way we speak to and about each other impacts how people feel, whether they belong, and whether they can thrive.
This isn’t about perfection or policing language. It’s about staying open to learning, listening with empathy, and doing our part to create workplaces that are free from discrimination and judgement.
What is inclusive language?
Inclusive language is language that respects and reflects the diversity of the people around us. It avoids assumptions about people’s gender, identity, family structure, ability, ethnicity or beliefs.
It’s not just about avoiding harm — it’s about actively choosing words that affirm people’s identities, create cultural safety, and reflect our values as a business.
Some examples of inclusive language include:
Using “partner” instead of assuming someone’s spouse is a “husband” or “wife”
Saying “everyone” or “folks” instead of “ladies and gentlemen”
Using “they/them” if you don’t know someone’s pronouns
Referring to people by the name they introduce themselves with, even if it differs from documentation
Inclusive language evolves — just like people do. As a workplace, we’re committed to learning and updating our practices as language and social understanding grow.
Common terms and definitions
Understanding the basics helps everyone feel more confident and respectful in their interactions. Here are some key terms:
Pronouns
Pronouns are the words we use to refer to someone in place of their name — like she/her, he/him, or they/them.
Using the correct pronouns is an important way of acknowledging someone’s identity. It shows respect and helps create a more inclusive workplace.
Gender Identity
A person’s deeply held sense of their own gender — which may be male, female, both, neither, or something else. Gender identity is internal and may not always be visible to others.
Transgender
A person whose gender identity is different from the sex they were assigned at birth. Some transgender people medically or socially transition; others do not. All transgender identities are valid.
Non-binary
An umbrella term for people whose gender identity doesn’t fit neatly into “male” or “female.” Non-binary people may use gender-neutral pronouns like they/them.
Brotherboys and Sistergirls
These are culturally specific terms used by some Aboriginal and Torres Strait Islander people to describe trans and gender-diverse identities. These terms are deeply important and culturally grounded.
Cisgender
Someone whose gender identity aligns with the sex they were assigned at birth (e.g. a person assigned female at birth who identifies as a woman).
Misgendering
Referring to someone using incorrect pronouns or gendered terms. While often accidental, it can be harmful. A simple, respectful apology and correction is usually the best response.
Deadnaming
Calling someone by a name they no longer use (usually a transgender or non-binary person’s birth name). It’s disrespectful and can be deeply invalidating. Always use the name a person introduces themselves with.
Outing
Telling someone else about a person’s gender identity or sexuality without their permission. This can be dangerous and is never appropriate.
Why pronouns are important
Pronouns are a small part of speech — but they carry a big weight. For many people, hearing the correct pronoun affirms their identity and signals that they are respected and safe.
When someone shares their pronouns, it’s not a “preference” — it’s who they are. We encourage staff and visitors to normalise this practice, for example:
“Hi, I’m Tash — I use she/her pronouns.”
“I’m Mo — they/them works for me.”
Not everyone feels safe to share their pronouns — and that’s okay. But offering your own first can help create space for others to do so, if they want to.
If you’re not sure what pronouns someone uses, don’t guess. You can ask gently (“What pronouns should I use for you?”) or use their name until you know.
And if you make a mistake? Just correct yourself and move on:
“He said — sorry, they said…”
It’s not about being perfect — it’s about being respectful.
How we practise inclusion at Winya
We expect everyone working with or visiting Winya to uphold our commitment to a safe, inclusive workplace. That includes:
Using correct names and pronouns
Avoiding assumptions about someone’s gender, sexuality, background, or ability
Listening respectfully if corrected
Apologising briefly when mistakes happen — and doing better next time
Never outing someone or asking invasive questions about identity or appearance
If you don’t know something — ask kindly, or take the time to look it up. Curiosity is welcome when paired with care.
We also encourage team members and clients to include pronouns in email signatures, name tags, and online meeting platforms. These small steps help normalise inclusion across all our interactions.
What to do if something goes wrong
Sometimes we make mistakes. Sometimes we witness something that doesn’t sit right.
If you say the wrong pronoun or name, a simple, respectful correction is the best response. Over-apologising can make the other person uncomfortable or feel like they need to comfort you.
If you hear someone else being disrespectful — whether intentional or not — and feel safe to do so, speak up calmly or check in with the person affected. If you’re unsure how to respond, reach out to a team leader for support.
We take any reports of discrimination seriously and respond with care and confidentiality.
Intersectionality and cultural safety
At Winya, we understand that identity is layered. A person may navigate multiple lived experiences at once — such as being both Aboriginal and non-binary, or disabled and queer.
We recognise and respect these intersections. Cultural safety and gender safety go hand in hand. We are committed to learning from community voices, First Nations leaders, and those with lived experience to continue evolving our practices.
We also acknowledge that inclusive practices must be grounded in cultural respect. This includes using correct name pronunciation, understanding kinship structures, and not assuming that all Aboriginal or Torres Strait Islander people share the same views or experiences.
Inclusion is everyone’s responsibility
Whether you’re a team member, contractor, supplier, or client, you’re part of the space we create.
That means taking part in our commitment to equity and inclusion — not just in policy, but in everyday behaviour.
You don’t have to be an expert to show respect. You just need to be open, kind, and willing to listen.
We're always learning
Inclusive language isn’t a checklist. It’s an ongoing process — and it’s okay not to know everything. What matters is the willingness to learn, to listen when someone speaks up, and to adapt when new knowledge comes to light.
At Winya, we’re committed to providing a workplace that uplifts everyone. Our team will continue to review, refine, and improve our inclusive practices as we grow.
Thank you for being part of that journey.