notes: from University of Michigan, but relative to planetary peace, cooperation and safety DRAFT: Executive Summary Information and Technology Services (ITS) is a trusted enabler of technology for the U-M community. To effectively communicate with customers, it is important for ITS to evaluate the terms and language conventions that may hinder effective communication, harm morale, and deliberately or inadvertently exclude people from feeling accepted to foment a healthy and inclusive culture. As an organization, ITS has a laser focus on customer service and strives to be sensitive to customers and their needs. By using inclusive language, ITS is able to design and build better tools and services to meet customers’ needs. Given the importance of communication and the ITS core value of inclusivity, the Words Matter Task Force was formed and charged with identifying terms used within ITS that are, or can be construed to be, racist, sexist, or non-inclusive. Following in-depth discussion, gathering input by a short survey, and through the task force’s research, several proposals were assembled for areas of improvement within ITS: Developed recommendations for alternative words and phrases. Created naming standards for commonly named artifacts. Planned for how this work will remain a part of organizational and cultural development. Recommended the creation of an Advisory Board. Generated a list of next steps, including ITS staff professional development and discussions with vendors. The task force is confident that following these recommendations will create a more inclusive “One ITS” culture that will better serve customers. Inclusive Language Language is powerful. It has the ability to unite or cause people to feel alienated. The use of inclusive language is imperative to create a culture where everyone feels welcome, valued, and respected. It is important to remember that words can impact people in different ways. Not all words on this list may be offensive to everyone. Regardless, if a colleague considers a word or phrase offensive, their lived experience should be acknowledged, and an alternative word or phrase should be used. Below are a few examples identified by the task force. See Appendix A. Term Alternative Term -men-,-man- -people, -person, or a wholly different word. (e.g., "man-hours" can become "person-hours") blacklist/whitelist allowed/prohibited, include/exclude, allowlist/deny list brown bag lunch and learn crippled weakened, deteriorated disabled when referring to a system: deactivated, broken Additional resource: The Associated Press Stylebook, race-related coverage (the AP Stylebook is an English grammar style and usage guide created by American journalists working for or connected with the Associated Press. ITS follows AP Stylebook standards.) Artifact Naming Standards The task force drafted Artifact Naming Standards for use while building new systems tools, and services in ITS environments. Examples include a Google shared drive, AWS system, MiServer, or MiStorage system. It is the task force’s hope that this will guide the future implementation of artifacts. See Appendix B. Organizational Development Development is key to adoption. Sharing how words matter within “One ITS” across the most relevant platforms will allow the task force to make the greatest impact on the community. Documentation of this work will ensure it remains a part of the conversation as the world continues to evolve. The task force initiated several areas of focus, including: website documentation, additions to the DEI strategic plan, an internal communication option, and modes of education and training. See Appendix C. Global Influence The University of Michigan has the opportunity to influence change with vendors, suppliers, and associations. ITS can share with strategic partners the business case for using inclusive language, and prepare them on new terms they may hear ITS staff members use. There are a few scenarios that offer opportunities for communication and relationship building, including proactively reaching out to vendors to make them aware of changes they may experience when interacting with ITS; requesting a change from vendors toward inclusive language; and starting a conversation with other university partners to increase adoption. An email template example was developed that Service Owners can use to inform and prepare external partners. See Appendix D. Advisory Board Acknowledging the longevity and important efforts of this initiative, a Words Matter Advisory Board should be established as part of the broader ITS and U-M DEI efforts. This advisory board will continue to support ITS as it relates to updating inclusive language resources and artifact naming standards and supporting ITS services in the adoption of inclusive language best practices. Recommended Next Steps Develop a list of action items to implement the task force’s recommendations. Develop training and tools for ITS staff professional development, including a new destination in the DEI Passport. Communicate to ITS staff and university IT partners, both internally and externally: Potential internal communications include Announce via the weekly CIO message to staff Present at an ITS Town Hall Present at other cross-ITS meetings (ex: ITS Service Governance, ITS Service Owners) Discuss at an ITS DEI Committee meeting Discuss with specific teams within ITS that have influence over naming/branding, including the Communications Team, the Digital UX Team, and PSAs Publish an article on the ITS intranet and internal staff newsletter Create a new section called “Inclusive Language” to the ITS Editorial Style Guide on Backstage; to be reviewed/modified yearly Add a section to the list of DEI Resources on Backstage that refers users to the ITS Editorial Style Guide Potential external communications include Present to ITS Unit Representatives and Strategic Technology Advisory Committee (STAC) - when approved by ITS leadership Share the work at the Michigan IT Symposium via opening remarks from the CIO/VPIT Share the work and recommendations with the U-M Office of Diversity, Equity and Inclusion Share the work with EDUCAUSE Create a page within the DEI section of the ITS website to share the work, including the list of replacement terms - when approved by ITS leadership Send an email to vendors informing and preparing them of changes in language Acknowledgments The Words Matter Task Force would like to express gratitude to those who contributed their passion, perspectives, and experiences to this document, including department leadership. The Words Matter Task Force welcomes feedback, questions, and ideas. Reach out to the group via email (Words-Matter-Task-Force@umich.edu) or on Slack (#its-words-matter). Appendix A Inclusive Language This list is not exhaustive and will continue to grow. Term Alternative Term -men-, -man- -people, -person, or a wholly different word. (e.g., "man-hours" can become "person-hours") blacklist/whitelist allowed/prohibited, include/exclude, allowlist/deny list black-and-white thinking binary thinking, all-or-nothing thinking brown bag lunch and learn crack the whip manage the effort closely crazy, insane outrageous, unthinkable, nonsensical, incomprehensible, ridiculous, egregious, irrational crippled weakened, deteriorated disabled when referring to a system: deactivated, broken dummy placeholder, sample gender-neutral he or she gender-neutral they, referring by name grandfathered (in) legacy status, legacies in, exempted, excused gypped/jipped defrauded, swindled, cheated, ripped off handicapped restricted girl/gal, boy/guy person, or use the person's name guys/gals (e.g., Hi guys!) everyone, folks (e.g., Hi everyone!) honey, sweetheart, sweetie use the person's name long time, no see “It’s been a while,” “I haven't seen you in ages!” low man on the totem pole last in the pecking order, the bottom of the heap master/slave leader/follower, primary/replica, primary/standby native built-in, innate off the reservation outside the norms, rogue, break with the group, off on your own picnic gathering preferred pronouns pronouns privileged account elevated account sanity check quick check, confidence check, coherence check sold down the river betrayed, thrown under the bus straw-man proposed conceptual design uppity arrogant, conceited Appendix B Artifact Naming Standards This is a draft of recommendations for using appropriate naming conventions while building new systems, tools, and services within an ITS environment such as a Google shared drive, AWS system, MiServer or MiStorage system. The task force recommends identifying, removing, and/or retiring current names or terms that do not meet the recommended guidelines for DEI-appropriate naming conventions. Artifact Naming Standards: When creating a new server or artifact, use the project/department-specific names for that object/artifact. Avoid using the terms mentioned in the Alternative Words List. Use the suggested alternate words. Seek consultation from the Words Matter Advisory Board if there are questions. Here is an example naming convention: For MiServers: macc-win-tableau-iq-dev-01 Naming of this server, and other servers, follows this pattern: Datacenter (macc/asb) - Operating Environment (win/unix) - product installed (tableau) - department responsible (iq) - environment(dev/qa/prod) - Numbering Scheme (XXXX) Use “01” for the primary node, and “02,” “03,” etc., to indicate the multiple nodes. Appendix C Organizational Development Website Documentation ITS Backstage will serve as the primary headquarters for staff regarding the Words Matter Task Force. On the Diversity, Equity, and Inclusion webpage, there will be a section detailing the resources and knowledge articles available to ensure staff have a place to learn more. These resources will also include any education and training materials that staff can utilize or request support in facilitating. ITS Diversity, Equity, and Inclusion Strategic Plan To make a lasting impact within units, we have implemented the Words Matter Task Force’s efforts into our fourth year of diversity, equity, and inclusion (DEI) strategic planning within ITS. This strategic plan is supported by the ITS DEI committee and reported through the U-M Office of Diversity, Equity, and Inclusion. Specifically, the Words Matter Task Force is included in the strategic plan’s “Domain C: Promoting an Equitable and Inclusive Community.” This strategic objective will be documented by the impact of task force efforts at the end of FY21. STRATEGIC OBJECTIVE: C1. Promote and raise awareness of ITS’s commitment to Diversity, Equity, and Inclusion (DEI). ACTION ITEM: C1.1 Continue building awareness of ITS commitment to DEI, with renewed emphasis on the five-year plan, and the outcomes measured as a result. MEASURE OF SUCCESS: Develop a “Words Matter Task Force” to propose alternative words and phrases in the nomenclature and terminology of our daily work. Additionally, providing guidance for staff on future naming implementation across ITS services. Slack Channel A new Slack channel named “#its-words-matter” was created to facilitate discussion around inclusive language in ITS nomenclature and vendor documentation, ask questions, and more. Education and Training Educating and training about the Words Matter initiatives are integral for empowering change. The task force would like to propose the following opportunities for awareness to be embedded into consistent professional development opportunities for all current and future staff. Educational Animations To bring moments in which inclusive language should have been used to a real-life perspective, we want to create educational animations/short videos for ITS staff to learn more about why these issues are important. The purpose of these animated videos are: To encourage empathy for how others may feel when words have negative connotations. To spur curiosity about why words matter, and direct people to other educational resources. To provide a non-threatening, quick resource that is easily shared/disseminated. These video animations would be designed to last two minutes or less and utilize neutral images (e.g., stick figures). The storyline of the video animations would include common scenarios in which a potentially offensive phrase is used. Some examples would include: Showing a negative response by the listener and/or observers. Displaying backstory that illustrates why the words evoked a negative response, or show a discussion between the listener and someone they trust where the issue is explained. Presenting an alternative scenario and omitting or replacing the offending phrase with more appropriate words. Inclusive Language Case Studies The task force would like to create opportunities for staff to insert themselves into the “shoes” of their customers and colleagues across a variety of problematic situations as a way of gaining empathy. The Inclusive Language Interpersonal Interactions document outlines a few scenarios that were shared with the task force and offers curated examples. This document may be extended into a more tangible case study resource for activities, training, and discussions within ITS. ITS DEI Passport Within the ITS Diversity, Equity, and Inclusion Strategic Plan, the DEI Passport was developed as a unique opportunity for staff to engage with important topics in a fun, elective way. The Passport contains “destinations” with various suggested activities for staff to create a personalized and unique, reflective learning experience by watching videos, reading books and articles, taking classes, enjoying a movie, and more. At the end of the fiscal year, staff can request a report with their Passport engagement to include in their annual performance evaluation. A new Passport destination will be created that will include targeted links for the resources that were researched, informed, and created as part of this initiative. Curated Library of Training Resources The ITS Diversity, Equity, and Inclusion section on Backstage will include a curated list of inclusive language training opportunities available to staff via LinkedIn Learning, My LINC, Coursera, and Michigan Online. Original content may be created if there are any gaps in these training offerings. Appendix D Email template to vendors Use the following example to contact strategic partners to proactively inform and prepare vendors of other terms they may hear ITS staffers use during meetings, as well as to explain the business case for why the changes were made. Be sure to notify the ITS Communications Team so that they may alert the Office of Public Affairs. The message should not be sent until a response has been received from the Communications Team. Subject line: Changes to ITS terminology The University of Michigan Information and Technology Services (ITS) recognizes that inclusive language matters when serving customers. Given the importance of communication, ITS recently evaluated the terms and language conventions that may hinder effective communication, harm morale, and deliberately or inadvertently exclude people from feeling accepted to foment a healthy and inclusive culture. As an organization, ITS strives to be sensitive to customers and their needs. By using inclusive language, ITS is able to design and build better tools and services to meet customers’ needs. Here are a few examples of terms you may hear during meetings. The full list can be found on the ITS website [Note: Add URL to the ITS public-facing website]. Term Alternative Term -men-,-man- -people, -person, or a wholly different word. (e.g., "man-hours" can become "person-hours") blacklist/whitelist allowed/prohibited, include/exclude, allowlist/deny list black-and-white thinking binary thinking, all-or-nothing thinking crazy, insane outrageous, unthinkable, nonsensical, incomprehensible, ridiculous, egregious, irrational crippled weakened, deteriorated disabled when referring to a system: deactivated, broken Feel free to contact me to discuss further. Sincerely, [Your name] [Title] [Contact info if more than an email address is desired] source: snarky article: https://www.bizpacreview.com/2020/12/24/univ-of-mich-dept-releases-list-of-acceptable-words-tucker-and-mark-steyn-offer-some-words-of-their-own-1009336/ But it's where we found this group -> from University of Michigan, but relative to planetary peace, cooperation and safety DRAFT: Executive Summary Information and Technology Services (ITS) is a trusted enabler of technology for the U-M community. To effectively communicate with customers, it is important for ITS to evaluate the terms and language conventions that may hinder effective communication, harm morale, and deliberately or inadvertently exclude people from feeling accepted to foment a healthy and inclusive culture. As an organization, ITS has a laser focus on customer service and strives to be sensitive to customers and their needs. By using inclusive language, ITS is able to design and build better tools and services to meet customers’ needs. Given the importance of communication and the ITS core value of inclusivity, the Words Matter Task Force was formed and charged with identifying terms used within ITS that are, or can be construed to be, racist, sexist, or non-inclusive. Following in-depth discussion, gathering input by a short survey, and through the task force’s research, several proposals were assembled for areas of improvement within ITS: - Developed recommendations for alternative words and phrases. - Created naming standards for commonly named artifacts. - Planned for how this work will remain a part of organizational and cultural development. - Recommended the creation of an Advisory Board. - Generated a list of next steps, including ITS staff professional development and discussions with vendors. The task force is confident that following these recommendations will create a more inclusive “One ITS” culture that will better serve customers. Inclusive Language Language is powerful. It has the ability to unite or cause people to feel alienated. The use of inclusive language is imperative to create a culture where everyone feels welcome, valued, and respected. It is important to remember that words can impact people in different ways. Not all words on this list may be offensive to everyone. Regardless, if a colleague considers a word or phrase offensive, their lived experience should be acknowledged, and an alternative word or phrase should be used. Below are a few examples identified by the task force. See Appendix A. Term => Alternative Term -men-,-man- => -people, -person, or a wholly different word. (e.g., "man-hours" can become "person-hours") blacklist/whitelist => allowed/prohibited, include/exclude, allowlist/deny list brown bag => lunch and learn crippled => weakened, deteriorated disabled => when referring to a system: deactivated, broken Additional resource: The Associated Press Stylebook, race-related coverage (the AP Stylebook is an English grammar style and usage guide created by American journalists working for or connected with the Associated Press. ITS follows AP Stylebook standards.) Artifact Naming Standards The task force drafted Artifact Naming Standards for use while building new systems tools, and services in ITS environments. Examples include a Google shared drive, AWS system, MiServer, or MiStorage system. It is the task force’s hope that this will guide the future implementation of artifacts. See Appendix B. Organizational Development Development is key to adoption. Sharing how words matter within “One ITS” across the most relevant platforms will allow the task force to make the greatest impact on the community. Documentation of this work will ensure it remains a part of the conversation as the world continues to evolve. The task force initiated several areas of focus, including: website documentation, additions to the DEI strategic plan, an internal communication option, and modes of education and training. See Appendix C. Global Influence The University of Michigan has the opportunity to influence change with vendors, suppliers, and associations. ITS can share with strategic partners the business case for using inclusive language, and prepare them on new terms they may hear ITS staff members use. There are a few scenarios that offer opportunities for communication and relationship building, including proactively reaching out to vendors to make them aware of changes they may experience when interacting with ITS; requesting a change from vendors toward inclusive language; and starting a conversation with other university partners to increase adoption. An email template example was developed that Service Owners can use to inform and prepare external partners. See Appendix D. Advisory Board Acknowledging the longevity and important efforts of this initiative, a Words Matter Advisory Board should be established as part of the broader ITS and U-M DEI efforts. This advisory board will continue to support ITS as it relates to updating inclusive language resources and artifact naming standards and supporting ITS services in the adoption of inclusive language best practices. Recommended Next Steps Develop a list of action items to implement the task force’s recommendations. Develop training and tools for ITS staff professional development, including a new destination in the DEI Passport. Communicate to ITS staff and university IT partners, both internally and externally: - Potential internal communications include - Announce via the weekly CIO message to staff - Present at an ITS Town Hall - Present at other cross-ITS meetings (ex: ITS Service Governance, ITS Service Owners) - Discuss at an ITS DEI Committee meeting - Discuss with specific teams within ITS that have influence over naming/branding, including the Communications Team, the Digital UX Team, and PSAs - Publish an article on the ITS intranet and internal staff newsletter - Create a new section called “Inclusive Language” to the ITS Editorial Style Guide on Backstage; to be reviewed/modified yearly - Add a section to the list of DEI Resources on Backstage that refers users to the ITS Editorial Style Guide Potential external communications include - Present to ITS Unit Representatives and Strategic Technology Advisory Committee (STAC) - when approved by ITS leadership -Share the work at the Michigan IT Symposium via opening remarks from the CIO/VPIT - Share the work and recommendations with the U-M Office of Diversity, Equity and Inclusion - Share the work with EDUCAUSE - Create a page within the DEI section of the ITS website to share the work, including the list of replacement terms - when approved by ITS leadership - Send an email to vendors informing and preparing them of changes in language Acknowledgments The Words Matter Task Force would like to express gratitude to those who contributed their passion, perspectives, and experiences to this document, including department leadership. The Words Matter Task Force welcomes feedback, questions, and ideas. Reach out to the group via email (Words-Matter-Task-Force@umich.edu) or on Slack (#its-words-matter). Appendix A Inclusive Language This list is not exhaustive and will continue to grow. Term => Alternative Term -men-, -man- => -people, -person, or a wholly different word. (e.g., "man-hours" can become "person-hours") - blacklist/whitelist => allowed/prohibited, include/exclude, allowlist/deny list - black-and-white thinking => binary thinking, all-or-nothing thinking - brown bag => lunch and learn - crack the whip => manage the effort closely - crazy, insane => outrageous, unthinkable, nonsensical, incomprehensible, ridiculous, egregious, irrational - crippled => weakened, deteriorated - disabled => when referring to a system: deactivated, broken - dummy => placeholder, sample - gender-neutral he or she - gender-neutral they, referring by name - grandfathered (in) => legacy status, legacies in, exempted, excused - gypped/jipped => defrauded, swindled, cheated, ripped off - handicapped => restricted - girl/gal, boy/guy => person, or use the person's name guys/gals (e.g., Hi guys!) everyone, folks (e.g., Hi everyone!) honey, sweetheart, sweetie use the person's name long time, no see “It’s been a while,” “I haven't seen you in ages!” - low man on the totem pole => last in the pecking order, the bottom of the heap - master/slave => leader/follower, primary/replica, primary/standby - native => built-in, innate - off the reservation => outside the norms, rogue, break with the group, off on your own - picnic => gathering preferred pronouns pronouns - privileged account => elevated account - sanity check => quick check, confidence check, coherence check - sold down the river => betrayed, thrown under the bus - straw-man => proposed conceptual design - uppity => arrogant, conceited Appendix B Artifact Naming Standards This is a draft of recommendations for using appropriate naming conventions while building new systems, tools, and services within an ITS environment such as a Google shared drive, AWS system, MiServer or MiStorage system. The task force recommends identifying, removing, and/or retiring current names or terms that do not meet the recommended guidelines for DEI-appropriate naming conventions. Artifact Naming Standards: When creating a new server or artifact, use the project/department-specific names for that object/artifact. Avoid using the terms mentioned in the Alternative Words List. Use the suggested alternate words. Seek consultation from the Words Matter Advisory Board if there are questions. Here is an example naming convention: For MiServers: macc-win-tableau-iq-dev-01 Naming of this server, and other servers, follows this pattern: Datacenter (macc/asb) - Operating Environment (win/unix) - product installed (tableau) - department responsible (iq) - environment(dev/qa/prod) - Numbering Scheme (XXXX) Use “01” for the primary node, and “02,” “03,” etc., to indicate the multiple nodes. Appendix C Organizational Development Website Documentation ITS Backstage will serve as the primary headquarters for staff regarding the Words Matter Task Force. On the Diversity, Equity, and Inclusion webpage, there will be a section detailing the resources and knowledge articles available to ensure staff have a place to learn more. These resources will also include any education and training materials that staff can utilize or request support in facilitating. ITS Diversity, Equity, and Inclusion Strategic Plan To make a lasting impact within units, we have implemented the Words Matter Task Force’s efforts into our fourth year of diversity, equity, and inclusion (DEI) strategic planning within ITS. This strategic plan is supported by the ITS DEI committee and reported through the U-M Office of Diversity, Equity, and Inclusion. Specifically, the Words Matter Task Force is included in the strategic plan’s “Domain C: Promoting an Equitable and Inclusive Community.” This strategic objective will be documented by the impact of task force efforts at the end of FY21. STRATEGIC OBJECTIVE: C1. Promote and raise awareness of ITS’s commitment to Diversity, Equity, and Inclusion (DEI). ACTION ITEM: C1.1 Continue building awareness of ITS commitment to DEI, with renewed emphasis on the five-year plan, and the outcomes measured as a result. MEASURE OF SUCCESS: Develop a “Words Matter Task Force” to propose alternative words and phrases in the nomenclature and terminology of our daily work. Additionally, providing guidance for staff on future naming implementation across ITS services. Slack Channel A new Slack channel named “#its-words-matter” was created to facilitate discussion around inclusive language in ITS nomenclature and vendor documentation, ask questions, and more. Education and Training Educating and training about the Words Matter initiatives are integral for empowering change. The task force would like to propose the following opportunities for awareness to be embedded into consistent professional development opportunities for all current and future staff. Educational Animations To bring moments in which inclusive language should have been used to a real-life perspective, we want to create educational animations/short videos for ITS staff to learn more about why these issues are important. The purpose of these animated videos are: To encourage empathy for how others may feel when words have negative connotations. To spur curiosity about why words matter, and direct people to other educational resources. To provide a non-threatening, quick resource that is easily shared/disseminated. These video animations would be designed to last two minutes or less and utilize neutral images (e.g., stick figures). The storyline of the video animations would include common scenarios in which a potentially offensive phrase is used. Some examples would include: Showing a negative response by the listener and/or observers. Displaying backstory that illustrates why the words evoked a negative response, or show a discussion between the listener and someone they trust where the issue is explained. Presenting an alternative scenario and omitting or replacing the offending phrase with more appropriate words. Inclusive Language Case Studies The task force would like to create opportunities for staff to insert themselves into the “shoes” of their customers and colleagues across a variety of problematic situations as a way of gaining empathy. The Inclusive Language Interpersonal Interactions document outlines a few scenarios that were shared with the task force and offers curated examples. This document may be extended into a more tangible case study resource for activities, training, and discussions within ITS. ITS DEI Passport Within the ITS Diversity, Equity, and Inclusion Strategic Plan, the DEI Passport was developed as a unique opportunity for staff to engage with important topics in a fun, elective way. The Passport contains “destinations” with various suggested activities for staff to create a personalized and unique, reflective learning experience by watching videos, reading books and articles, taking classes, enjoying a movie, and more. At the end of the fiscal year, staff can request a report with their Passport engagement to include in their annual performance evaluation. A new Passport destination will be created that will include targeted links for the resources that were researched, informed, and created as part of this initiative. Curated Library of Training Resources The ITS Diversity, Equity, and Inclusion section on Backstage will include a curated list of inclusive language training opportunities available to staff via LinkedIn Learning, My LINC, Coursera, and Michigan Online. Original content may be created if there are any gaps in these training offerings. Appendix D Email template to vendors Use the following example to contact strategic partners to proactively inform and prepare vendors of other terms they may hear ITS staffers use during meetings, as well as to explain the business case for why the changes were made. Be sure to notify the ITS Communications Team so that they may alert the Office of Public Affairs. The message should not be sent until a response has been received from the Communications Team. Subject line: Changes to ITS terminology The University of Michigan Information and Technology Services (ITS) recognizes that inclusive language matters when serving customers. Given the importance of communication, ITS recently evaluated the terms and language conventions that may hinder effective communication, harm morale, and deliberately or inadvertently exclude people from feeling accepted to foment a healthy and inclusive culture. As an organization, ITS strives to be sensitive to customers and their needs. By using inclusive language, ITS is able to design and build better tools and services to meet customers’ needs. Here are a few examples of terms you may hear during meetings. The full list can be found on the ITS website [Note: Add URL to the ITS public-facing website]. Term Alternative Term -men-,-man- -people, -person, or a wholly different word. (e.g., "man-hours" can become "person-hours") blacklist/whitelist allowed/prohibited, include/exclude, allowlist/deny list black-and-white thinking binary thinking, all-or-nothing thinking crazy, insane outrageous, unthinkable, nonsensical, incomprehensible, ridiculous, egregious, irrational crippled weakened, deteriorated disabled when referring to a system: deactivated, broken Feel free to contact me to discuss further. Sincerely, [Your name] [Title] [Contact info if more than an email address is desired] source: snarky article: https://www.bizpacreview.com/2020/12/24/univ-of-mich-dept-releases-list-of-acceptable-words-tucker-and-mark-steyn-offer-some-words-of-their-own-1009336/ But it's where we found this group