Should I Stay or Should I Go? Inclusive Language in Organizational Communication as a Buffer Against Employees’ Intentions to Resign

Abstract

Gender-fair language policies promoting inclusivity are increasingly adopted in organizations, yet their effects on employees remain underexplored. We conducted two studies in an Italian public administration to examine the relationship between inclusive language and resignation intentions. Study 1 (n = 369) investigated the associations among formal communications (e.g., official documents), perceived gender discrimination, inclusion, and turnover intentions. Results showed that formal inclusive language was associated with lower resignation intentions through perceived inclusion, but not through perceived discrimination. Study 2 (n = 587) extended Study 1's findings by incorporating informal gender-inclusive language (e.g., casual conversations) into the language measure. Results showed that gender-inclusive language is indirectly and negatively associated with resignation intentions via the mediating effect of perceived workplace inclusion and, in turn, job satisfaction. These findings indicate that gender-inclusive language is most effective when organizational policies align with employees’ everyday communication. Both formal and informal channels play critical roles in shaping employees’ sense of inclusion and retention, highlighting the importance of integrating inclusive practices across organizational communication.