Written by Alex Suggs, 2018 Graduate Career Track MBA
A 2013 report from The Intelligence Group found that “60% of people between the ages of 14 and 34 think gender lines are blurred.”
Áine Duggan of Re:Gender stated, “Gender is less of a definer of identity today than it was for prior generations. Rather than adhering to traditional gender roles, young people are interpreting what gender means to them personally.”
How is your organization responding to this societal shift?
Companies have the opportunity to demonstrate to employees, customers, and applicants their commitment to a diverse and inclusive workforce through their approach to gender identity. When gender non-binary and trans folx* are asked to select either “male” or “female” as their gender within the application, options the applicant may not feel are accurate, companies immediately illustrate their lack of awareness and inclusion.
This article brings together a few best practices Treasure Valley businesses can incorporate into their organizations in order to foster a diverse and inclusive workforce.
(A) Design forms for gender inclusion
When designing human resource (HR) forms for your organization, ask yourself:
What is the business rationale for asking about gender on this particular form?
If there is a good reason to ask about gender, articulate that within the form. Explain why you’re asking about gender and how the response will benefit the respondent. And further, look for ways to remain inclusive with this question. Consider an open-ended response that allows respondents to self-identify. Consider distinguishing between sex assigned at birth (if you truly need this information) with supplemental questions asking gender identity and preferred pronoun(s). This link provides an example of some effective questions. Lastly, if your organization does not have a good rationale for requesting gender information, consider not asking for it at all.
(B) Create an inclusive culture
Outside of designing inclusive forms, work to help your employees understand how to engage with gender non-binary and trans colleagues. When meeting an individual for the first time, there are a few best practices when someone’s preferred gender is unclear:
- Ask yourself why you need to know.
- Start with an introduction: Introduce yourself and your own preferred pronouns. This shows those around you that you’ve given thought to the conversation and am open to hearing how others identify.
- Don’t ever assume.
- Recognize that you may make mistakes. Ensure you respectfully correct yourself as needed and make an earnest effort to get it right going forward.
(C) Create inclusive work space
Finally, in addition to addressing individual awareness, it is also important to address systemic barriers. Offering gender neutral bathrooms or clear policies allowing employees to use the bathroom that feels most comfortable is an effective first step. A majority of Millennials and Gen Z feel strongly that public spaces should provide this access, so without them, you’re sending a clear message that inclusion in the physical environment has not yet been achieved.
While there are a number of best practices, training initiatives and other opportunities for your organization to foster inclusion for non-binary and trans employees, we hope these practices provide an effective starting point. Treasure Valley businesses seek to both attract and retain top talent, and these practices will contribute to an inclusive environment to support those goals.
*”Folx” is a gender neutral collective noun used to address a group of people. Unlike the term “folks”, the ending “-x” on “folx” specifically includes LGBTQ people and those who do not identify within the gender binary.
This article first appeared in the June 2018 Diversity and Inclusion Newsletter.