Q: How can business leaders ensure that everyone gets their colleagues’ names right?
A: Names are deeply intertwined with identity; they often carry personal and cultural significance, reflecting our heritage and the hopes of our loved ones. Mispronouncing a name can feel like a diminishment of one’s identity, so getting names right is not just a matter of courtesy, it’s a vital part of fostering an inclusive and respectful workplace.
Read more: What’s in a name: supporting workplace inclusivity through #MyNameIs
Foster a safe and respectful working environment
It’s important for organisations to create an environment where it is safe to ask for the correct pronunciation of a name, and where it is equally safe to correct someone when they get it wrong. It’s perfectly okay not to know how to pronounce a name initially, but the key is to take accountability by asking and then checking to ensure you’ve got it right. This practice should be encouraged and normalised within the workplace.
Shift the perspective on pronunciation challenges
It’s important to reframe the narrative around pronunciation. The challenge is not the person’s name; the challenge lies in our pronunciation. Instead of saying: “Your name is hard to pronounce,” acknowledge that your pronunciation is wrong. This subtle shift places the responsibility on the individual to improve their pronunciation rather than implying that the name itself is problematic.
Embrace mistakes as opportunities to learn
People are going to get names wrong at times, and that’s okay. What matters is fostering a culture where individuals are comfortable. Apologising and asking for guidance (“I’m sorry, please tell me how to pronounce it,”) should be seen as part of a respectful dialogue, not a source of embarrassment.
Utilise tools and resources
Provide resources such as phonetic spellings and audio recordings of names whenever possible. These tools can be invaluable in helping colleagues learn and remember the correct pronunciations. Additionally, explaining the significance of names to all employees can deepen understanding and appreciation, enriching the organisational culture.
Model behaviour
Leaders play a pivotal role in setting the tone for inclusion. By prioritising the correct use of names, they signal to everyone that this is an essential aspect of the company’s values. Leaders should model this behaviour by making a concerted effort to learn and use names correctly, thereby encouraging others to follow suit.
Aggie Yemurai Mutuma is CEO of Mahogany Inclusion Partners
This article was published in the September/October 2024 edition of HR magazine.
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