Gender inclusive workplaces: moving beyond pronouns
“ If you're out in public and you can't figure out a stranger's gender, follow these steps: 1. Don't worry about it.", The Transcending Gender Project
In today’s society, the need for gossip or to know things about others is harmful when it comes to identifying characteristics; it often trumps individual privacy. Society puts a lot of pressure on people to look a specific gender, and if you identify as something else, you confuse the masses. Starting off by getting the pronouns right is a great first step, but not the only or final one. It’s just the tip of the iceberg when it comes to workplace inclusivity.
What is Gender-Inclusive Culture
By definition, gender inclusivity means that nothing is limited and that it is open to everyone. Gender-inclusive culture is more than just hiring more women, people of colour, and LGBTQ+ people and paying them equally, though that is an important first step! A gender-inclusive workplace culture stems from deeply ingrained systems that have existed for decades.
How the Existing Work Culture is Harmful
Many workplaces have policies in place to encourage respect and prevent discrimination, but often its the implementation that makes all the difference. It can be a very unsettling environment for anyone who holds diverse characteristics or identities, and can cause them to feel unsafe, or unable to be their whole, authentic selves. From the language used around the office in general conversation to jokes to the environment itself, including office furniture, lighting, security, and pay differences, all set the tone for what is ‘accepted in the workplace’ and this is the key starting point to improve culture, and ensure workplace policies are implemented to effect.
There is much more that needs to be done to make workplaces safe and comfortable. The times have changed, and newer generations are standing up for their space in the workforce.
Rainbow Tick Process
Rainbow Health Australia is a great resource, and they have created six standards that will help with LGBTQIA+ inclusivity. The framework includes organisational capability, workforce development, consumer participation, a welcoming and accessible organisation, disclosure and documentation, and culturally safe and acceptable services.
This framework can be used in any organisation big or small to create a more inclusive environment for those who identify under the LGBTQIA+ umbrella, ultimately making your organisation a more inclusive and safe space for those who work and creating an environment future staff will want to work in.
How Can You Accomplish Gender-Inclusive Culture?
You might be asking yourself, “What can I do to help?” That is a great question, being inquisitive, but respectful is important. Here are some gender inclusive examples to help you make your professional environment more gender inclusive:
Include pronouns in your email signature
Always introduce yourself with your name and pronoun
Change forms to all staff to complete their gender or racial identity in their own words, instead of a bubble or check box
Become an ally: this is not a tick and flick exercise, it takes practice
Hold trainings, team building events, or outings that incorporate inclusivity
Start with the hiring process review the language used, places advertised and move throughout the employee life cycle to examine how you can remove barriers
Gender neutral restrooms
Follow the Rainbow Health Australia Framework.
These bullet points are not exhaustive or all-inclusive of what can be done, but real change will occur when we stop asking questions and making assumptions about someone's gender, identity or expression, and sexual orientation. So there is some difficult unlearning we need to do to create a gender-inclusive workspace.
Be the Change You Want to See
Don’t wait for your supervisor or management to approve or be the first one to make the changes; you can get started by thinking about the language you use; updating forms; educating yourself and leading by example in your workplace. Start a conversation with a colleague, or ask a question in a team meeting. The cycle of discrimination and exclusion needs to stop, and it can stop with you. If you need help or resources, there are a range of organisations that provide specialist support to support LGBTQI+ communities, a list is included below. Or you can contact us here; we’d be glad to give you the right tools to get started.
References
Diversity Australia Empowering a new workforce
Predictive Index Create a gender inclusive workplace
