Inclusion and diversity are strengths. The SAS company culture is built on a foundation of caring for one another and holding ourselves and others accountable. That includes recognition and accountability for where we can improve.
Our work of inclusivity is evolving and continuous. We must frequently re-examine the way we speak, act and communicate. There is always room to do better. We can do better with the language we use, and the terminology associated with our software and supporting materials.
Like other members of our industry, SAS is updating our software terminology to remove language that can perpetuate hurtful prejudices.
The process of updating our software and supporting materials has involved a diverse team of employees in a true attempt to learn and understand more about the unintentional pain and emotions words can cause. For example:
- Terms such as “whitelist/blacklist” will be replaced with “allowlist/denylist.”
- The use of “master branch” will be replaced with “main branch.”
- Other terms such as “manhours” will be replaced with “person hours.”
These are just a few examples of the changes in terminology you will see in upcoming SAS releases. We will continue to seek ways to improve. For more than four decades we have relied on user feedback to make SAS better, and that remains true today.
To paraphrase Maya Angelou, when we know better, we can do better. Please share your thoughts about ways we can continue on our path of knowing better and doing better.
Thank you for helping us to be the company we want to be.