Corporate values may change little over time, but the way people talk about the things that matter to them can change dramatically. Writers who carry the corporate message have to pay attention to what people call things, so the content is both relevant and relatable.
Wayback when I was in high school, the drivers' education teacher showed gory crash movies by the state police to graphically illustrate the consequences of drinking and driving. The squeamish could get a note from home to excuse us from class that day. We'd go to study hall instead.
Today, it is highly unlikely that such movies would be shown to students. If they were, they would be accompanied by a "trigger alert," and those who opt out would have a "safe space" to retreat. These practices are referred to safetyism, where emotional safety is a sacred value, and they're at play at school, at work and some homes.
This language is fraught with controversy. Choosing the right words for the workplace can be like test driving only the safest cars. A recent ghostwriting assignment drove home just how cautious we have to be with our language, especially when we talk about diversity and inclusion. I took a cue from the human resources executive, paying close attention to her phrasings and word choice.
Of course, when a draft passes through capable hands, the end result is not so much sanitized for consumption as it is freed from irrelevant or unnecessary language. For the most sensitive subjects, take the copy for a test drive and gauge reader reaction. No airbags deployed, no crash dummies harmed ... it's good to go.