The way an organization communicates says something about what they value. Inclusive writing in French is not a trend. It is a deliberate choice to make sure your content speaks to everyone. We help businesses translate, adapt, and revise their content with inclusive language strategies that are clear, natural, and aligned with their organizational goals.
Understanding the service
Inclusive writing is the practice of choosing language that represents all people fairly, regardless of gender. In French, this is a particular challenge because the language assigns grammatical gender to nearly every word. The default masculine, which has traditionally been used to refer to mixed-gender groups, is increasingly being reconsidered by organizations seeking more representative communications.
For businesses, inclusive writing has practical implications in regard to recruitment, employee engagement, brand perception, and public trust. A job posting written in the generic masculine may inadvertently signal that certain candidates are not the target audience. An internal policy that defaults to masculine forms may feel exclusionary to part of the workforce.
We cover these challenges in depth in our article on translating into French using a gender-inclusive language.
Our approach
Using both the masculine and feminine forms of a word: “les employés et les employées,” “les directeurs et les directrices.” This approach is explicit and widely understood, though it can make sentences longer. We use it where clarity and visibility matter most, particularly in HR documents and job postings.
Replacing gendered terms with neutral ones: “la personne responsable” instead of “le responsable,” “l’équipe de direction” instead of “les directeurs.” This strategy produces clean, natural prose without adding length.
Restructuring sentences to avoid gendered references altogether. Instead of “le candidat doit soumettre son dossier,” a reformulated version might read: “veuillez soumettre votre dossier de candidature.” This is often the most elegant solution, but it requires a linguist who understands the full range of options.
Many organizations have already established internal guidelines for inclusive writing. When that is the case, we follow them. When no guidelines exist, we recommend a strategy based on the type of content, the target audience, and the conventions of the industry.
Where it applies
Job postings, employee handbooks, workplace policies, and onboarding materials. HR content is where inclusive language has the most direct impact on how people perceive your organization as an employer. See our HR translation page for more on how we handle this type of content.
Brochures, press releases, website content, and advertising. The way your brand communicates publicly shapes how it is perceived by customers, partners, and the broader community. Our marketing translation service integrates inclusive writing into the adaptation process.
Reports, policy documents, and public-facing communications. Institutional content often sets the standard for language use in a given sector.
Company-wide emails, leadership messages, and training materials. Inclusive language in internal communications signals that the organization’s commitment to equity is not limited to what the public sees.
What we offer
When translating content from English to French, we apply the inclusive writing strategy that best fits the content type and your organization’s preferences. Inclusive language decisions are integrated into the translation process from the start, not added afterward.
If your French content already exists but does not yet reflect inclusive writing practices, we can revise and adapt it. This can range from targeted adjustments in specific sections to a full revision. We offer revision services based on your needs.
Not sure where to start? We can review your current content, assess where inclusive language would have the most impact, and recommend a strategy. See our experience page for examples of the types of organizations we have worked with.
There is no Canadian law that requires private businesses to use inclusive writing. However, many public institutions and large organizations have adopted it as standard practice. For businesses, the decision is typically driven by values, employer branding, and audience expectations.
Not when it is done well. Strategies like reformulation and epicene alternatives often produce sentences that are simpler and more direct than the original.
If your organization has an established policy, we follow it. If not, we can recommend an approach tailored to your content and audience.
It can be applied to virtually any type of content, but the strategy may differ depending on the context. A job posting may call for doublet forms, while a marketing brochure may benefit more from reformulation.
When inclusive writing is part of a translation, it is included in the standard per-word rate. Revising existing content to integrate inclusive language is charged by the hour.
Let us know what you are working on. We will review the scope and recommend the best approach.