The Nuance of Language: Gender Inclusion in the Workplace
Written by Tait Manning| Research Associate, Enlightened Solutions
About 50% of Gen Z believes that traditional gender roles and binary gender labels are outdated. 56% of Millennials believe the same.
When discussing LGBTQ inclusion in our daily lives, it is easy to overlook how influential casual language can be. Traditional gender roles govern how individuals show up in public, what is considered to be “acceptable” behavior based on presentation, and how best to illustrate that within the workplace.
The gender construct is deeply ingrained into the American workplace and we frequently (and subconsciously) use heavily gendered language in our everyday speech, sometimes forgetting the nuance of intention.
Although society is slowly progressing to greater acceptance of expressions of gender fluidity, this change is more emergent for Gen Z. About 50% of Gen Z believes that traditional gender roles and binary gender labels are outdated, and 35% know someone who uses they/them pronouns — illustrating a stark contrast from preceding generations. In general, the American workplace is failing to pave the way for greater gender inclusion and must make a more concerted effort to confront and unlearn traditional understanding of gender, and expand definitions to encompass a more diverse and unconventional workforce.
Automatic or assumed pronoun usage and attribution is the most obvious way we communicate and perpetuate a static gender binary.
Immediate classification of masculinity as “male”, and femininity as “female” ignores how gender is not always tied to physical presentation. This can be as simple as assigning a co-worker “she/her” or “he/him’’ pronouns based on physical presentation or clothing choice.
Within the workplace, we are late to give space for greater gender expression. The National Center for Transgender Equality recently shared that, “More than one in four transgender people have lost a job due to bias, and more than three-fourths have experienced some form of workplace discrimination.” Writer, youth minister, and activist Adrian Ballou explains that because “being trans at work is perceived as inherently unprofessional,” trans employees are closed off from opportunities for promotion, leadership roles, networking, and mentorship. This subconsciously ingrained, transphobic practice creates isolating, unsafe, unsupportive, and unwelcome workplace environments for gender fluid and trans employees.
Creating a 21st Century workplace means allowing for a wide expression of gender.
This is an especially salient point for LGBTQ+ employees (some out, some not), who may, far more often than those who are heterosexual and/or cisgender — challenge the constraints of gender expression. Executive leadership and management should reinforce inclusive respect of people’s gender identities in an affirming and active manner — this includes explicit and written policies within Human Resources and Legal Departments.
ALIGN touches on this topic, saying, “Gender and sexuality are both separate and interlinked (Pereira, 2009)… Due to the connections between gender and sexuality, sometimes LGB people can be seen as not being ‘real men’ or ‘real women’ due to being attracted to someone of the same sex.” The sole existence of LGBTQ+ people defies traditional gender norms and binary interpretations of gender, so gender expression is often explored further by individuals within the community than it is by those outside of it.
It is important to ask yourself and your workplace what gender-inclusive language looks like, as this gives you a foundation upon which you can build your knowledge and understanding of gender inclusivity.
This includes:
- Do not assume gender or pronouns — create an environment where people are encouraged to share their pronouns and gender identity if comfortable
- Respect names and pronouns on an interpersonal level and structurally, in official documents, records, databases, forms, IDs etc.
- Continue education about gender expression and trans identities from subject matter experts (including those who are non-binary)
- Implement more inclusive dress codes that allow employees to comfortably present as their gender and expression
- Protect the privacy of transgender employees
- Using symmetrical language — e.g. if referring to men as men, also refer to women as women rather than girls or females
- Avoiding heteronormative phrasing — avoid the assumption of heterosexuality, and placing traditional gender roles on people’s families and relationships
Gender-exclusive language can no longer remain as “conversational awareness. ” American workers (and all individuals) need genuine, tangible change. Put in the work to make your everyday language more gender-inclusive and to cultivate a more accepting environment in the workplace.
