Gender pronouns: how to be inclusive

Gender pronouns: how to be inclusive
Gender pronouns: how to be inclusive

posted 01 Jul 22

Search Editorial Team

Pronouns are tied to our deepest sense of identity, so, when building and encouraging inclusive workplaces, it’s important to pay specific attention to gender and pronoun use in order to ensure everyone feels included and recognised.

Whilst it is stated by the Human Rights Campaign Foundation that using a person’s chosen name and desired pronouns is a form of mutual respect and basic, it can be easy to accidently get this wrong and potentially cause disrespect. It can also be an embarrassing situation for both sides involved and may lead to tension between co-workers.

To try to avoid this where possible, businesses should embrace practices that enable their employees to identify with what makes them feel comfortable. Paul, HR Regional Business Partner at Search shares his thoughts on recognising the importance of gender pronouns in the workplace:

It is vital for businesses, Search included, to acknowledge and understand the importance of inclusivity through gender pronouns. We try to encourage open communication where possible so that employees feel as though they have a comfortable environment to disclose their gender identity, however we make it clear that this is entirely optional. In 2022, supporting individuals with their gender identity with the most appropriate language is essential in respecting people as individuals.

Below are some suggestions we have put together to help you on your journey to understanding gender pronouns and contributing to making your workplace more inclusive.

Educate yourself about the use of pronouns

Traditionally you may be used to referring to pronouns in a binary manner: he/she for individuals, and they/them for plural. When considering gender identity, it’s important to recognise that this language has evolved over time and has been updated to include the use of they/them pronouns for individuals as well. My Workplace Mental Health define they/them pronouns as being, “used for individuals who identify as non-binary, genderqueer, gender fluid or whoever chooses to use them”.

Being ready to research and change what you have already been taught is the key to growth and understanding not just within the workplace, but in everyday life. The more you learn, the more inclusive you will be.

Avoid assumption where possible

Try not to assume gender pronouns based on how someone looks. Since gender identity is internal, the Human Rights Foundation reminds us that we don’t necessarily know a person’s correct gender pronoun by simply looking at them.

When you're not sure, it’s best to ask. In situations where you can't ask or perhaps don’t feel comfortable to do so, Forbes recommends using ‘they’ in both formal and informal situations until you can find out for certain. A study by the University College London also found that using ‘they’ is the best option if you are unsure of someone’s gender identity.

Be an ally

Becoming an active ally of the LGBT+ community is a great way to become clued up on the correct use of gender pronouns.

A recent study carried out by the Out & Equal Workplace Advocates, found that 65% of respondents agree employers should intervene when an employee regularly misuses a co-worker’s pronoun. Once you’re an ally, you may start to feel more comfortable in using the correct pronouns for various situations as well as helping to educate others. This is particularly important for managers who need to be able to support diverse teams and address potentially offensive behaviour, even if unintentional.

Use gender neutral language when addressing a group

An easy way to be inclusive of everyone in the workplace is to use gender neutral greetings when addressing groups of people. There are lots of greeting options that can replace traditional, gendered introductions like ‘ladies and gentlemen’. Options could include: ‘All of you’, ‘Colleagues’, ‘Everyone’, ‘Team’.

Show your support and encourage the optional display of pronouns

It is increasingly common to see people show their support for gender neutral language and pronouns in their email signatures and LinkedIn profiles. This is a simple but powerful way to express your advocacy for diversity and equity, and highlight support to work colleagues.

In their Strategies for Inclusion in the Workplace report, Out & Equal Workplace Advocates, talk of the impact businesses and managers can have when encouraging the optionality to use gender neutral pronouns, but they need to make it clear that it’s at the discretion of the individual. Making it optional allows those who are perhaps not ready to reveal their identity or simply choose not to, the right to refrain.

Whilst society is a lot more progressive than ever before, 2021 research conducted by Mermaids, a UK initiative set up in 1995 to support transgender, non-binary and gender diverse children and their families, showed that 36% of over 2,000 adults surveyed did not recognise non-binary pronouns. 86% also did not understand that negative mental health is one of the most likely impacts of misgendering someone.

There is therefore a very likely danger of misgendering someone’s identity due to a lack of education and understanding. This makes it even more imperative for workplaces to implement effective strategies that promote inclusion and facilitate freedom of expression.

During Pride month 2022, check out the below for further resources and advice on gender pronouns and creating an inclusive workplace:

Need support with your hiring strategy or looking for a new opportunity? Get in touch to speak to an expert who can support you.

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