“Speak to people good words.” Surah Al Baqarah (2:83). Not just a command from Surah Al Baqarah, but more than that, this Ayat is a compass for how we exist alongside one another.

At the heart of Islam lies the notion that words matter, not just to convey information, but to convey kindness, humility, and respect.

When those words shape the culture of a workplace, they elevate dignity.

In large workplaces, they hold even more weight since such organisations bring together people from different walks of life, and our mutual communication can either bridge divides or deepen them.

Faysal Bank and the Pakistan Business Council’s Centre of Excellence in Responsible Business (CERB) is a great resource to recalibrate corporate communications.

The first-of-its-kind “Guide on Inclusive Communication at the Workplace” is not an HR checklist, nor a marketing campaign.

It is a thoughtful invitation to rethink the language we use at work so that it reflects not only global best practices, but also spiritual values deeply woven into Pakistan’s social fabric.

In an era of multiple generations at work, communication standards must address the nuances of gender, age, disability, caste, religion, ethnicity, and linguistic diversity, enabling an ecosystem that works for all.

Whether it is encouraging the use of gender-neutral terms like “chairperson” instead of “chairman,” or discouraging caste-based references, the need is to shed old biases and become more equitable spaces.

For a comprehensive resource, we can look in the literature on Islamic ethics.

In Surah Ash Shu’ara, the Holy Prophet (peace be upon him) is commanded to “lower your wing” to his followers, an example of symbolic language urging kindness, humility, and inclusive leadership.

This resonates with the workplace goal of creating psychologically safe spaces where every individual feels valued.

The Holy Prophet (peace be upon him) demonstrated extraordinary empathy in his interactions.

He listened attentively to women, stood up for orphans, visited the sick, and treated non-Muslims and marginalised individuals with dignity.

His model of inclusive leadership is one that the modern world can draw immense inspiration from.

Internationally, some of the world’s leading corporations have already recognised the power of inclusive language and communication.

Microsoft, for example, published an Inclusive Language Guide for its employees that emphasises bias-free, respectful communication and discourages the use of gendered or ableist language.

The guide is a part of Microsoft’s larger Diversity & Inclusion framework, which has contributed to a notable increase in minority representation within its workforce over the last decade.

Similarly, Salesforce has incorporated inclusive communication into its Equality Training Modules, which are mandatory for all new hires.

These modules teach employees how to avoid microaggressions and build respectful dialogue across gender, race, and identity spectrums.

A powerful regional example comes from Emirates NBD, one of the UAE’s leading banks, which has embedded inclusive communication and disability sensitivity into its organisational culture through its award-winning “TogetherLimitless” initiative.

The bank introduced disability etiquette training for employees, inclusive hiring practices, and accessible customer services such as talking ATMs and Braille statements.

By emphasising respectful language and behaviour towards people of determination (the UAE’s inclusive term for persons with disabilities), Emirates NBD demonstrates how financial institutions in the Muslim world can align modern HR practices with Islamic values of compassion, dignity, and social justice, thus setting a benchmark for the region’s banking sector.

Diversity and Inclusion, besides being a matter of ethics, are also a question of effectiveness.

Global studies show that inclusive workplaces are more innovative, productive, and profitable.

A 2020 report by McKinsey & Company titled “Diversity Wins” found that companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability.

Similarly, research from Deloitte shows that inclusive organisations are six times more likely to be innovative and eight times more likely to achieve better business outcomes.

These statistics are more than numbers; they point to a fundamental truth that when people feel seen and respected, they perform better.

In Pakistan, where the workforce is young, diverse, worldly, and increasingly digitally connected, the need for such a shift is more urgent than ever.

Pakistan’s workplaces are rife with complex cultural dynamics like urban-rural divides, ethnic sensitivities, sectarian differences, class hierarchies, and gender disparities.

Unchecked, these can be manifested in careless jokes, hiring bias, exclusion from decision-making, or simply being talked over in a meeting.

An inclusive communication guide breaks down these issues without being preachy.

It shows, for example, how phrases like “she’s too old to be in tech” or “he’s too young to lead” can not only hurt morale but also deprive organisations of valuable perspectives.

Similarly, replacing a word like handicapped with Person with Disability (PWD) brings dignity to the conversation.

Now that the groundwork has been laid, the hope is that this initiative spreads.

Educational institutions, government bodies, hospitals, and corporate organisations; everyone can benefit from a more respectful communication culture.

Let us make our words powerful enough to drive a long-term change in the business dynamics by ensuring an equitable and happy opportunity for all.

Words that correspond with empathy, fairness, and the courage to change how we think about others.

The writer is a senior economic journalist and can be reached at [email protected]