The problem
Most people want to communicate well.
Non-inclusive language is rarely intentional. Sociolinguistics research points to a simpler explanation: habit, inherited vocabulary, and the unexamined assumptions embedded in how most of us learned to write.
A doctor's intake form asks for “mother's maiden name” — excluding adoptees, donor-conceived patients, and anyone estranged from a parent before they've even sat down. A business owner posts a job advertisement peppered with phrases that statistically discourage women, people with disabilities, and First Nations applicants from applying. Neither communicator intended harm — but the reader experiences it regardless.
That gap between intention and impact is exactly where Incluey works — because in 2026, getting it wrong carries legal, reputational, and human cost.
The legal reality
Written language is now a legal liability.
Across the globe, the legislative landscape has shifted decisively. For the first time in legal history, intent is no longer a sufficient defence.
Written communications — job advertisements, performance reviews, policy documents, client correspondence, school newsletters — constitute a discoverable paper trail, scrutinised by regulators and tribunals.
Global regulatory frameworks & standards ↓
A positive duty now applies to all employers regardless of size. Prevention is a financial imperative, not merely a values choice.
Anti-Discrimination and Human Rights Legislation Amendment (Respect at Work) Act 2022 (Cth), Australian Human Rights Commission ↗The EEOC received 88,531 new charges of workplace discrimination in FY 2024 — recovering nearly $698 million for almost 21,000 workers, a record for the agency. Retaliation claims alone account for nearly 50% of all charges filed.
EEOC, FY 2024 Annual Performance Report, January 2025 ↗More than 1 in 5 Europeans reported experiencing discrimination or harassment in the past year. The CSRD, now in force, makes inclusive communication a reportable governance metric for large organisations operating in the EU.
Special Eurobarometer 536 on Discrimination in the EU, European Commission, December 2023 ↗Corporate Sustainability Reporting Directive 2022/2464, European Commission ↗Disability discrimination early conciliation notifications received by Acas rose 31% year-on-year — from 15,361 in 2023–24 to 20,180 in 2024–25.
Acas, Annual Report 2024–25, published 2025 ↗Google's Project Aristotle — a study of 180 teams — identified psychological safety as the single most important factor in team effectiveness, ranking above individual talent, seniority, and skill.
Google re:Work, “Understanding Team Effectiveness,” 2016 ↗The world's first international standard for managing psychological health and safety at work explicitly identifies exclusionary communication as a psychosocial hazard.
ISO 45003:2021, Psychological Health and Safety at Work, International Organisation for Standardisation ↗Inclusive language is not a question of political sensibility. It is a question of professional precision — and in the modern regulatory environment, of legal prudence. Incluey puts that precision within reach, fostering a culture of psychosocial safety with every word.
The evidence base
Language shapes the world it describes.
The relationship between language and cognition is among the most rigorously studied areas in modern linguistics, psychology, and behavioural economics. The words we use do not merely reflect our attitudes — they actively form them.
01 — Belonging
Language signals who belongs
Research in organisational psychology demonstrates that gendered, culturally narrow, or ability-assuming language signals — implicitly but powerfully — that certain identities are the default, and others are guests. This shapes who applies, who stays, and who leads.
02 — Cognition
Words prime our thinking
Decades of priming research show that exposure to exclusive or othering language activates associated cognitive schemas, increasing the likelihood of biased evaluation — even in individuals who consciously hold inclusive values. The language environment of an organisation is infrastructure.
03 — Culture
Communication creates culture
An organisation's written communications are its culture made visible. Inclusive language is not the culmination of a DEI strategy — it is frequently its most accessible and highest-leverage starting point.
How INCLUEY works
Every rewrite comes with a reason.
INCLUEY does not merely identify what is potentially harmful — it rewrites the text completely, contextually, and with a clear explanation of why each change serves the goal of inclusive communication.
The video below demonstrates Incluey as a browser extension — the web app works identically. Use whichever suits your workflow.
See Incluey in action — inclusive language analysis, grounded in global frameworks.
5 analyses free every month. Paid plans from AUD $12/month.
View full pricing →Mode 01
Transform my text
Mode 02
Write from brief
You paste your text
Paste any existing communication — a job ad, policy, newsletter, email, or social post.
Describe what you need written
For example: “Write a newsletter announcing a new team member joining our school.”
INCLUEY analyses for inclusion
Your text is evaluated through a rigorous inclusive language framework — examining assumptions of identity, ability, cultural context, and clarity.
INCLUEY builds your communication
Incluey writes your communication with inclusive language embedded from the first word.
A full rewrite is generated, with the reasoning
Every suggestion comes with reasoning grounded in recognised frameworks, community preference, or cultural protocol — so you communicate with confidence, not assumption.
Original inclusive copy is generated
Every key language choice is explained — what was selected, what it avoids, and why it matters — grounded in recognised frameworks, community preference, or cultural protocol, so you can confidently put your name to it.
INCLUEY mission
Expertise that should be accessible to everyone.
The gap between what organisations intend to communicate and what their language actually conveys is almost never a question of values. It is a question of knowledge.
A small health practice writing a patient brochure deserves the same quality of language guidance as a corporate HR department. A school newsletter deserves the same rigour as a multinational's employment contract. Incluey was built on that principle — putting evidence-based inclusive language expertise in the hands of anyone who communicates, regardless of resources or scale.
A tool that teaches as it transforms.
Every time Incluey explains why a phrase warrants reconsideration, it is doing something no spell checker does: building the communicator's capacity to make better choices independently, over time. The goal is not dependency — it is capability.
Language is how society thinks out loud. Change how society writes, and you change how society thinks. That is not a modest ambition. It is, we believe, a necessary one.