Are you using gender inclusive language?
Gender-based assumptions can be detrimental to your inclusion work. Although often unintentional, assuming someone’s gender or pronouns can be harmful, either due to the notion that only two genders might exist or that only a particular gender can be qualified to do a certain job. Assuming gender based on outward appearance also sends a message that one must look a certain way to reflect that gender.
Sharing pronouns and using gender inclusive (often called gender neutral) language demonstrates a commitment to Trans and Non-binary communities, and can help avoid mistakes, such as misgendering someone. It can also help to reduce gender-based stereotypes.
How can you make a visible change regarding pronouns?
Including pronouns in your email signature for both internal and external communications is an effective way to show Trans ally-ship and respect for all of your employees, customers and stakeholders. It also removes the need to ask for the correct pronoun if these are already included in the email signature. An example template is included below:
Full Name | Title
Address
Telephone number
Pronouns: e.g. She/her/he/his/they/them etc
You can also include a hyperlink to an informative web page from the word pronouns.
Adding pronouns after your name on any title slides of presentations you are sharing, or introducing yourself on a call or at a meeting with your pronouns could also become a business as usual practice. It might feel strange at first, and potentially raise questions (not a bad thing!) but using the correct pronouns for others will make them feel seen and valued.
Please note this practice should not be compulsory; not everyone will feel comfortable sharing their pronouns. Additionally, “preferred pronouns” is not best practice, given that it has connotations that pronouns are a choice.
What do I mean by gender inclusive language?
Gender inclusive language removes gender based assumptions. For example, as a receptionist, there is no need to say “Thank you Madam” or “Here you go Sir”. It can be just as polite without the title.
Other examples:
Switch from “ladies and gentleman” to “Friends and colleagues” or “Everyone”
Use descriptive words such as the colour top they are wearing when picking someone out of an audience, rather than commenting on their gender
Use “team” instead of “guys” or “ladies”
What if you were taught to use “Sirs” or “he” as standard?
Acknowledging that this was taught at school for many people, times have now changed and the practice of using “Sirs” or “he” as the dominant title or pronouns is an outdated practice. In reality the use of titles, e.g. Mr, Mrs, Miss or Mx is not a necessity in business, particularly for emails where we typically know the recipient. For formal communications, alternatives could be to use the role of the targeted individual e.g. Dear Scheme Member or Valued Customer. I quite like to use “Hello there” if I have to send an email to an group email address.
Try to use the pronouns “they/them” as a starting point when discussing anyone you do not know very well; we cannot assume gender identity from someones name or dress sense.
What if you accidentally misgender somebody?
People make mistakes. Apologise and try to ensure it does not happen again. However, to continually misgender somebody on purpose may be perceived as bullying, so step up if you see this happening to anyone.
And remember, feel comfortable to ask which pronouns people use. Nobody will be offended from this question; however the impact of not asking it can be far greater.
Supporting the Trans and Non-Binary communities within your workforce helps to reduce stigmatisation and provides a safe space for employees to be themselves. This results in mutual benefits for employers and employees alike, including lower turnover, higher productivity and reduced absence .