Gender pronouns at work

He/him, she/her, they/them. These are just three out of the few gender pronouns that DEI experts have postulated at the workplace. It’s a bit of a deviation from what we were conventionally taught, and how we identify others based on their genders. But gender pronouns are becoming more of a thing for employees and organizations as the months go by. There’s an increasing demand for employers to recognize employees who do not identify with the binary scale, and failure to do so would signify the company isn’t known for its DEI, which could reflect badly on the employers.

The controversial take on gender pronouns

Gender pronouns can be a controversial topic for many. According to an undisclosed research by Pew Research, half of all Americans surveyed are uncomfortable addressing individuals using gender-neutral pronouns. The discomfort predominantly stems from age and from linguistic error. People, particularly the older generation, feel unnatural addressing others using “they/them” as it is not grammatically correct, plus it goes against everything they have been taught to recognize. Gender pronouns are also said to be indicative of one’s political allegiance or stance, which is considered a sensitive topic that many aren’t willing to discuss, for appropriate reasons of course.

The largest debate surrounding gender pronouns and its controversy is perhaps how it seems to defy the scientific norms that we all know and hold. Why identify others based on their preferred gender and not the gender that they were biologically associated with? The situation gets even more muddled when dealing with say… an individual who falls outside of the stereotypical gender spectrum i.e.: transgender. How do you approach a person who has transitioned gender and address them? Do you call them by their old names? Or address by their new name? It’s a tricky situation that needs to be handled with tact and grace.

Scientists claim that one’s gender can change due to a combination of biological, cultural and environmental factors. The biggest argument about gender is it an internal identification of oneself. Others around you may assign you with a gender that you may or may not identify with, but it is ultimately the gender that you identify with that truly matters.

Gender pronouns at workplace and DEI significance

Regardless of where you stand and how you identify with the influx of gender pronouns and the impact it has on our society, gender pronouns have certainly slithered its way across many aspects of our lives, from our social circles right down to our workplaces, and now many organizations worldwide are learning to embrace the newfound change.

According to Culture Amp, companies are ditching the notion of preferred gender pronouns (PGP) and simply calling it pronouns. The shift is one that indicates companies are not addressing individuals based on their preferred form of pronouns, but also acknowledging it. It’s no longer about addressing others because they want it to be that way, but addressing others that way because it is the perfectly right thing to do.

Gender pronouns is one of the many first steps to creating better DEI recognition in the company. It’s all about sending the message to the public that individuals, regardless of their gender and sexuality have a place that they are accepted and can truly belong. This creates a safe environment for non-conventional, gender-neutral and gender-fluid individuals to freely express themselves without being subjected to scrutiny, discrimination or harassment.

How organizations are honoring the recognition

Recognizing gender pronouns at the workplace doesn’t need to start with big, polarizing movements. It’s all about introducing gradual changes that both parties can cope and feel at ease dealing with. To date, many companies have adopted the practice of allowing employees the freedom to designate their pronouns under their email signature, which is a helpful way to educate other employees on dealing with their gender-fluid colleagues, essentially building both internally and externally.

Other companies have doubled down on DEI efforts by including gender-neutral toilets, where individuals of the non-binary gender spectrum may frequent without fear of being misgendered or mislabeled. Some have even included gender-neutral dress codes, which frees men, women and gender-fluid employees from only wearing attires that are associated with their identified gender.

Starting conversations about pronouns at work, either by addressing colleagues based on their pronouns or correcting a colleague for their mistake is another way to get the ball rolling. Through conversations, realizations and mutual respect on the topic, coworkers can come together to address the conversation in a manner that is respectfully sensitive, attentive and beneficial to all employees in the company.

Helping your employees acclimate to the change

While your gender-neutral employees deserve to be seen, recognized and heard at work, it’s important to allocate equal attention to the rest of your employees who are coming to terms with the change. It’s a huge change for sure, that will require time to take effect. The first take will never be perfect, and that’s okay. The key is to continue encouraging change at the workplace, and help people learn from their mistakes.

Encourage mutual understanding between all employees

Change doesn’t happen overnight, and it requires all parties to be onboard with the shift to fully bring things to fruition. Employees who find it difficult to get along with the change should not be shamed nor penalized for failing to address their employees according to their pronouns at work. Likewise, transgender, gender-fluid or gender-neutral colleagues need to give their coworkers time to adapt to the change. This is a mutual process that goes both ways, and change can only take shape when neither parties are against each other, but with one another.

Create a safe space for all employees to discuss change

Just as transgender, gender-fluid and gender-neutral individuals require a safe space to talk about their challenges at work, regular employees who are coping with the introduction of pronouns at work should access rights to a safe space where they can comfortably discuss their bias and discomfort, and more importantly a place where they can address their beliefs, opinions and thoughts to a certified professional or organizational therapist. Having an open conversation on how things are transitioning is key in helping employees come to terms with change and embracing it.

Respect differences

Just as our transgender, gender-fluid and gender-neutral coworkers have the right to identify with their pronouns and be who they are at work, our regular coworkers are entitled to their beliefs and opinions. There’s only so much we can do to promote change and acceptance at the workplace, but if an employee cannot get along with these changes, they should not be shunned nor shamed for failing to embrace them. Company cultures and way of life change all the time, and it’s simply a case of culture misfit. But there is no need to antagonize people for failing to come to terms with said changes. If they cannot cope with the change, have a discussion with them and determine how things may go in the near future.

Changing times…

A change such as gender pronouns at work can be intimidating. Shedding what we were traditionally taught about gender and embracing a newer concept in its place is not easy for anyone. Likewise, we don’t think it’s right to push individuals who do not conform to the usual gender norms out of discussion either. It takes a delicate approach to address the issue, but the ultimate goal here is to ensure that employees regardless of race, background or gender can thrive at the workplace. It is ultimately their performance that matters, and not so much who they are in life, or what they choose to embody that carries weight. Perhaps one day, we may all bear witness to this change, one way or the other.