Most organizations say they want an inclusive culture. They invest in diversity, equity, and belonging initiatives, train managers on empathy, and measure engagement. Yet they overlook one of the simplest and most profound signals of respect: a person’s name.
Senior Product Owner at OneDigital and podcast host, Jayma DuChene, told me during a recent conversation, “Words have power, and your name is a word you see, hear, and use all day long.”
Mispronouncing or avoiding it entirely sends a subtle but potent message: you don’t matter enough for me to get this right.
Names as Identity Anchors
DuChene’s interest in names began with her own experience. Despite her first name being phonetically simple (“Jay-ma”), she grew up hearing it repeatedly mangled. “I never liked it growing up,” she admitted. “It got mispronounced so much, especially on the first day of school, that I started to resent it.”
Over time, she discovered the meaning of her name—paradigm shifter—and reframed it as a source of pride. That revelation catalyzed her work exploring how names shape identity and connection.
“If you replaced your name with a negative word—say ‘Stupid’—and had to write it, sign it, and hear it every day, it would absolutely affect your psyche,” DuChene said. “Your name is uniquely yours, yet most people take it for granted.”
Her research revealed that nearly half of the people she interviewed for her podcast “What’s in a Name?” didn’t know the meaning of their own name. For leaders, that’s an untapped opportunity.
The Emotional Intelligence Test You’re Probably Failing
Learning and correctly pronouncing someone’s name is not a matter of convenience; it’s a measure of emotional intelligence. “When someone goes out of their way to be intentional about my name, they’re showing respect and self-awareness,” DuChene told me.
The reverse is also true. Misspelling a colleague’s name in an email or sidestepping it in conversation signals carelessness at best and disrespect at worst. “It proves you don’t care,” she said bluntly.
That’s why DuChene recommends a simple practice:
If you’re not 100% sure how to pronounce a name, ask. Say, “I really want to get your name right—can you help me with that?” Authentic curiosity goes further than pretending or avoiding.
What Name Culture Says About Company Culture
When treated with respect, names can become micro-moments of belonging. “It would create a culture where there’s no hierarchy in identity,” DuChene explained. Everyone has their own unique seat at the table.”
This is especially relevant in remote or global teams, where employees may collaborate across time zones and cultural contexts. DuChene recounted building a stronger connection with a colleague in India after learning the meaning of his name (peaceful) and sharing her own. “It opened a window into a whole new level of mutual respect,” she said.
As research repeatedly shows, these moments deepen trust—and trust is the foundation of high-performing teams.
The Assimilation Trade-Off
For many professionals with long, complex, or culturally unfamiliar names, the easiest path is to shorten or anglicize their names. DuChene shared the story of a contractor named Abijot who went by “AJ” to make things easier for others, particularly in fast-paced settings like sports or client meetings.
While that choice can be pragmatic, it reflects the subtle pressure to conform. As DuChene put it, “Why should you have to change your name to fit the culture? The culture should fit you.”
Practical Steps for Leaders
DuChene offers a few low-lift ways leaders can put this into practice:
- Name-meaning icebreakers: In team meetings, share your name and its meaning, then invite others to do the same.
- Pronunciation checks: Before introducing a new colleague—especially in front of a group—privately confirm how to say their name.
- Written accuracy: Double-check spelling before sending emails or publishing internal announcements.
These gestures take seconds but pay dividends in trust, belonging, and engagement.
A Final Reflection
DuChene credits a former mentor, Jeff—whose name fittingly means God’s peace—with giving her advice that shapes her leadership to this day: “The only thing you have control over is your reaction.”
That wisdom applies here as well. You can’t control the name you were given, nor the diversity of names in your workplace. But you can control whether you approach them with indifference or respect and curiosity.
This is a concrete place to start in a world where belonging is often treated as a lofty, abstract goal.