44 Flock Around and Find Out but she kept trying until she did. Batsaikhan later shared that this small act made her feel seen and valued from the start, and it set the tone for the rest of her time at that company. It wasn’t about the name itself— it was about the effort. And that effort spoke volumes about the organization’s commitment to inclusion. It’s not about being perfect, Tongue Tied. It’s about showing that you care enough to get it right. What might feel like a minor issue to you could be deeply personal to someone else. Steps for Leaders If you’re a leader within your organization, this isn’t just about personal interactions; it’s about setting a standard for everyone to follow. Here are some practical steps you can take to build a name-inclusive culture where everyone belongs and is valued: 1. Practice getting it right: Don’t shy away from asking people to repeat their names. It’s much better to admit that you didn’t catch it than to continue mispronouncing it. You can say something like, “Please excuse me, could you remind me of the correct pronunciation?” You can also try repeating their name right after they introduce themselves. If it helps, jot down the phonetic spelling in your notepad or contacts for future reference. Consider using technology to assist with name pronunciation, like phonetic spellings in email signatures or creating short video clips of employees introducing themselves. 2. Hold yourself and others accountable: As a leader, model the behavior you want to see. Make the effort to learn and pronounce names correctly, and create an environment where that’s the expectation for everyone. If you hear someone mispronouncing a colleague or member’s name—including when that person isn’t in the room—step in and correct it. Let your team know that everyone’s name deserves the same respect, regardless of how “difficult” it may seem. At meetings, conferences, and onboarding sessions, make it a standard practice to ask how names are pronounced. Encourage people to correct others without hesitation. 3. Acknowledge the impact of names in hiring: Name bias goes beyond feelings of respect and belonging—it has real, tangible consequences. In hiring, studies have shown that résumés with low frequency “ethnic sounding” names receive fewer interview callbacks than those with higher frequency Western names, even when the qualifications are identical. This bias can limit career opportunities for Latine, African, Asian, and Arab candidates, who sometimes resort to Anglicizing their names to avoid discrimination. As a leader, make sure your organization has processes in place to interrupt this bias in recruitment, selection, and advancement processes. 4. Don’t assume slights are innocent: Leaders must recognize that mispronunciations can often reflect deeper biases and attitudes that are correlated with discrimination. For instance, throughout the summer, we all witnessed a troubling trend where political opponents and their allies intentionally disrespected VPOTUS and Democratic presidential candidate Kamala Harris by mispronouncing her name. Her nieces responded to the identity-based aggression with a phonetic cheat code: “comma” + “la”. Names are more than labels—they are an intrinsic part of a person’s identity. In an association committed to diversity and inclusion, taking the time to learn and use someone’s name correctly is an essential part of your job. So, Tongue Tied, it’s time to stop making excuses, embrace the opportunity to expand your world view, and start practicing. Because what’s in a name? Everything. Hi, I’m Rhonda Payne CAE (she/her) @my19cents. I’m on a mission to magnify and defend inclusive expertise—from stage to screen, bookshelf to boardroom, and classroom to conference. Through Flock Theory, I get to partner with purpose-driven executives and nonprofit membership organizations to push past barriers, lead inclusively, and capture competitive advantage with and for the communities they serve. I also speak a few times a year on topics like those in this column. When someone makes the effort to learn, spell, and pronounce your name correctly, it opens the door to connection, trust, and belonging.
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