Names, Pronouns, and the Power of Identity in the Workplace

William Shakespeare famously pondered, "What's in a name?" But in today's diverse workplaces, a name, and the pronouns used alongside it, hold immense power for transgender and genderqueer individuals. As a Diversity, Equity, and Inclusion or culture leader, fostering a workplace that acknowledges and respects this is critical.

Understanding the Significance:

• Names are deeply personal. They are a reflection of a person's self-perception and a core part of their identity. Using a person's chosen name validates their lived experience and fosters a sense of belonging. It's a constant reminder that you see them for who they truly are.
• Pronouns are identity markers. They signal how someone wishes to be addressed and contribute to feelings of respect and inclusion. Misgendering someone, accidentally or not, can be hurtful and isolating.

The Nuance of Legal Names and Lived Names:

• Transition is a personal journey. Not everyone has the resources, time, or knowledge to legally change the name. This doesn't diminish the validity of chosen name, often referred to as their "lived name" or "preferred name." It's the name queer folks use in their daily lives and reflects their authentic self.
• Separate systems for legal and preferred names. Legal names are essential for official records like payroll and tax documents. However, day-to-day interactions should prioritize lived names. Implement a system where employees can easily submit their preferred name through a user portal or HR department. This should be a streamlined process that respects privacy and avoids unnecessary hurdles.

Respecting Privacy and Maintaining Confidentiality:

• Deadnames are not for everyday use. A deadname is a previous name someone no longer identifies with. Treat legal names and deadnames with sensitivity and confidentiality. Limit their use to absolutely necessary situations, such as legal documents, and only with the individual's explicit consent.

Building an Educated and Inclusive Workforce:

• Move beyond basic pronoun education. Many understand "he" and "she," but confusion surrounds they/them pronouns and neopronouns (e.g., ze/hir, xe/xem). Organize workshops or training sessions that explain the importance of pronouns in gender identity, address misconceptions surrounding they/them usage, and provide opportunities to practice using neopronouns in a supportive environment.
• Challenge assumptions, unlearn biases. We may have learned pronoun usage differently. Actively encourage open discussions and embrace the opportunity to unlearn assumptions and adapt vocabulary to be more inclusive.

Integration Throughout the Company:

• Preferred names on email addresses and communication materials. Extend the use of preferred names beyond internal systems. Update email address, name tags, and business cards to reflect chosen names. Consider offering employees the option to include their pronouns on these materials as well.
• Standardise preferred name usage on company ID cards. While legal names may be necessary for security purposes, explore the possibility of including preferred names on the ID cards and many companies are doing it already. This small change can make a significant difference in how someone feels valued and respected in the workplace.

Building a Culture of Allyship:

• Normalize pronoun introductions. Encourage everyone to share their pronouns during introductions, regardless of perceived gender identity. This sets a standard for inclusivity and normalizes pronoun usage. For example, "Hi everyone, I'm Priya, and my pronouns are she/her."
• Mistakes happen, but correction is key. If you accidentally misgender someone, apologize sincerely, use the correct pronoun moving forward, and avoid dwelling on the mistake. Everyone makes mistakes, and focusing on growth fosters a more forgiving environment.
• Be an advocate for your colleagues. If you witness someone misgendering a coworker, politely correct them in private or offer to discreetly intervene. This demonstrates your support for your colleagues and reinforces the importance of using the correct pronouns.

Remember, it's not just about following a process; it's about acknowledging the human being behind the name and the power of language to empower and include.