We strongly encourage people of color, lesbian, gay, bisexual, transgender, queer and non-binary people, veterans, parents, and individuals with disabilities to apply.
Every job posting for dating app company Bumble includes the following: Here’s an excellent example of how a company reframed its EEOC statement on job descriptions. Making inclusivity part of your company culture can be part of setting the example right out of the gate. This includes LGBTQ employees, as well as people of color, veterans, and any other protected class. Asking whether someone should be referred to as “he,” “she,” “they,” or another pronoun may feel awkward at first, but is one of the simplest and most important ways to show respect for someone’s identity.Īdditionally, as HR leaders, we can steer the company towards being the example for how our workplace responds to working with all types of people in an inclusive environment. Many non-binary people use “they” while others use “he” or “she,” and still others use other pronouns. Different non-binary people may use different pronouns. If you’re not sure what pronouns someone uses, ask. You can’t tell if someone is non-binary simply by looking at them, just like how you can’t tell if someone is transgender just by how they look. Try not to make any assumptions about people’s gender. Don’t ask someone what their old name was. This is one of the most critical aspects of being respectful of a non-binary person, as the name you may have been using may not reflect their gender identity.
But identities that some people don’t understand still deserve respect. Some people haven’t heard a lot about non-binary genders or have trouble understanding them and that’s okay. You don’t have to understand what it means for someone to be non-binary to respect them. It includes the following information that could be adapted to a workplace guide and HR training:
GENDER FLUID PERSON HOW TO
The National Center for Transgender Equality has an online guide to Understanding Non-Binary People: How to Be Respectful and Supportive. Understanding Non-Binary People, A Workplace Guide Training is going to be your best resource to help managers and team members become more comfortable having these conversations and working with someone who is gender-fluid. It’s important to prepare these managers for scenarios and appropriate and acceptable responses. Management should understand that these type of requests will happen, not just by employees, but also with candidates who are part of the hiring process. Christine suggests including gender-neutral pronoun training as part of new manager and annual training. The key is being prepared to handle requests like this. The employee making the request should really drive the process. She suggests working with the individual to understand how they want the announcement to happen and if they would like HR involved and in what ways. The question is more about how we implement the change in the office. Christine says that when an employee asks to be referred to as gender-fluid, we should honor their request.
GENDER FLUID PERSON PROFESSIONAL
In the Workology podcast episode, “ Inclusion and the Use of Gender-Neutral Pronouns in the Workplace ” with HR professional Christine Assaf, we discussed what to do when someone asks to be referred to as gender neutral (or gender-fluid, or non-binary). Given these numbers, it’s more important than ever that companies ensure an inclusive environment that is respectful of all gender identities. Among millennials, 12% identify as either transgender or gender-nonconforming, twice the number of Gen Xers who do. In a 2017 Accelerating Acceptance report, LGBTQ advocacy group GLAAD revealed that 20% of respondents ages 18-34 identify as LGBTQ, a notable increase from Gen X and baby boomer generations. Creating a Gender Fluid Inclusive Team and Workplace This impacts HR leaders and workplaces in a number of ways, specifically when considered protected classes of people that fall under EEOC guidelines. The term itself, describing someone who doesn’t necessarily identify as male or female or who might feel rather female one day and rather male the next, signals a growing recognition and acceptance of people who choose to identify outside the traditional gender binary. Gender-fluid (adj.): denoting or relating to a person who does not identify themselves as having a fixed gender. How to Work with an Employee or Lead Someone Who Is Gender Fluid The term “gender-fluid” has been in use for many years within the LGBTQ community and its addition to the OED reinforces its validity to a larger audience. In order to consider adding a new word, the OED editors must deem the term a significant and notable development in the history of the English language. In 2017, the Oxford English Dictionary (OED) added the term “gender-fluid” to its lexicon.
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