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Published Veröffentlicht 11/09/2023

Using Pronouns with Respect: Fostering Gender Inclusivity in the Workplace

Using Pronouns with Respect - Fostering Gender Inclusivity in the Workplace

By Em Royer

As a non-binary person in the working world, I have experienced a few fears and obstacles in navigating the workplace. This has ranged from toilets to email signatures and a lack of general education around the non-binary space. I am lucky to have a manager who has been incredibly supportive throughout the process. They’ve put measures in place to make sure I feel comfortable and safe in my working environment.

The experience of being gender-neutral in a workplace can vary based on the specific work environment. For example, the culture of the organisation, and the attitudes of colleagues and superiors. Here are some common experiences that individuals who identify as gender-neutral might encounter.

Common experiences

Pronouns and Identity: Using gender-neutral pronouns such as “they/them” instead of traditional gendered pronouns. In a supportive workplace, colleagues and management may be open to using the correct pronouns and respecting an individual’s chosen identity. There may be instances where some people are unfamiliar with or hesitant to use gender-neutral pronouns. This can lead to misunderstandings or misgendering.

Discrimination and Bias: Unfortunately, some workplaces may have a lack of awareness or acceptance of gender-neutral identities. Discrimination and bias can manifest in various ways. This can result in exclusion, harassment or insensitivity. It is important for companies to foster an inclusive environment. They need policies in place to address discrimination based on gender identity.

Supportive Work Environment: Many workplaces strive to create an inclusive and supportive environment for all employees. This may involve implementing diversity and inclusion initiatives, providing education and training on gender identity, and promoting an atmosphere of respect and understanding. A supportive workplace can make a significant difference in the experience of gender-neutral individuals.

Advocacy and Visibility: Gender-neutral employees might take on advocacy roles within the workplace. They can educate others and raise awareness about gender identities and issues. Some organisations have employee resource groups or diversity committees that can provide a platform for this advocacy work.

Improving awareness

With these factors in mind, what can a workplace do to improve education and awareness around gender-neutral pronouns?

Education and Training: Educate employees about gender diversity, gender-neutral pronouns, and their significance. Offer training sessions, or resources to ensure everyone understands the importance of using inclusive language. Everyone should feel comfortable using gender-neutral pronouns.

Update Policies and Documentation: Review workplace policies, guides, and documents to ensure they reflect and respect gender diversity. Include information on gender-neutral pronouns and outline expectations for their use.

Lead by Example: Encourage leaders and management to lead by example. When leadership consistently uses gender-neutral pronouns, it sets a precedent for others to follow suit. This creates a culture of inclusivity.

Open Dialogue: Foster open communication within the workplace. Provide opportunities for employees to discuss their preferred pronouns and encourage respectful conversations around gender identity.

Normalise Pronoun Sharing: This can be done during introductions or in email signatures. This practice demonstrates support for gender diversity and reduces assumptions about gender identities.

Struggling with issues related to gender identity in the workplace can be challenging. There are steps you can take to seek support and create a more inclusive and supportive environment. Your well-being is important, and it is crucial to prioritise your mental and emotional health. If the struggles become overwhelming, consider seeking support from mental health professionals who specialise in LGBTQ+ issues. A few UK resources include: 

Mermaids Charity

Mind Charity

Stonewall Charity

Em Royer is a senior account executive in the Performance Marketing team in London.

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