The ongoing debate around gender-inclusive language might not be a new issue, but it is still a highly polarizing and controversial topic, made evident by the always resurfacing political, social and medial discussions. This matter is of relevance not least to organizations, where gender-inclusive language can potentially contribute to discrimination-free working conditions. These potentials of gender-inclusive language stand in stark contrast to its current situation in many Austrian organizations. This--the significance and potentials of gender-inclusive language for organizations on the one hand, its lacking implementation and scientific analysis on the other hand--is precisely where the following research comes in. It focuses in particular on the resistance to and implementation of gender-inclusive language in organizations, under the assumption that the implementation is key to gender-inclusive language being successfully used. In order to examine the particularities of resistance to and implementation of gender-inclusive language, the analysis is based on two major theory components: Firstly, the relevant basics on gender-inclusive language are described, for instance its historical background, the legal framework for organizations, and the prevalent arguments against gender-inclusive language. Secondly, select change management theories are presented and discussed, focusing on the research on resistance, including reasons, forms and dealing with resistance, as well as on change processes. Based on these illustrations follows the analysis of case study interviews that complement the theories discussed, and illustrate future potentials for improvement.