Understanding Nonbinary Pronouns and Building Inclusive Workplaces
Creator: Ekaterina Tveitan
In today's evolving world, a flexible and iterative approach to diversity, equity, accessibility, and inclusion (DEAI) practices is crucial to creating workplaces that foster a sense of belonging for everyone. A significant aspect of DEAI is understanding and respecting people’s pronouns. By embracing the complexity of gender identity and actively working towards inclusion, organizations can build a workplace where every individual feels (and is) seen, respected, and valued. In this blog post, we will delve into the importance of understanding nonbinary pronouns, in particular) and explore practical steps to create inclusive workplaces that celebrate individual identities.
Embracing Complexity: Nonbinary Pronouns and Beyond
It is essential to recognize that nonbinary individuals are not a monolith and that pronoun preferences can vary. While "they/them" pronouns are commonly associated with nonbinary individuals, it is important to understand that not all nonbinary people use "they/them" pronouns. Conversely, some individuals who are not nonbinary may choose to use "they/them" pronouns. The only assumption we can make about people who use they/them pronouns is that they use they/they pronouns. It is the right of individuals to disclose their gender identities in whatever environment or format feels right for them. It is the responsibility of organizations to create a culture where that disclosure is welcomed and accepted. As we strive to foster inclusive workplaces, it is essential to allow for the complexity of gender and identity of workers.
Respecting Pronouns: A Cornerstone of Inclusion
Respecting pronouns goes beyond mere linguistic correctness; it is about validating individuals' identities and experiences. Using the correct pronouns shows a genuine commitment to creating a workplace culture that embraces diversity and acknowledges the rich tapestry of human identities.
To build a workplace that respects pronouns and fosters inclusion, it is crucial to establish open lines of communication and build relationships of trust and respect. By creating space for all employees to share their pronouns, organizations are making it clear that pronouns and corresponding identities cannot be assumed. Providing opportunities for discussions on pronoun usage, especially among those who might find pronouns confusing, creates an opportunity for colleagues to call each other in, learn, and grow. Education and awareness campaigns can also further empower employees to understand and respect pronouns.
It is important to back up these cultural shifts with real policies and guidelines to promote pronoun respect and ensure misgendering is not tolerated. Building sustainable relationships of trust and respect requires that organizations support their employees– especially those who report discriminatory conduct.
Learning and Growing Together
Creating an inclusive workplace requires approaching new ideas with a growth mindset. Each individual should be encouraged to actively seek out diverse perspectives, engage in meaningful conversations, and listen with the intent to understand. By cultivating empathy and fostering a culture of continuous learning and evolution, organizations can bridge gaps in understanding and create spaces where all voices are valued.
It is important to recognize that the journey toward inclusion may involve unlearning old habits and challenging preconceived notions. Workplaces should embrace this opportunity for growth and acknowledge that learning about pronouns and fostering inclusion is an ongoing process. By promoting ongoing education, providing resources, and promoting a safe environment where individuals can ask questions and seek understanding without fear of judgment, organizations can work towards a culting of calling in rather than calling out. Collaborative strategies have the highest impact and it’s important to create space for everyone to be part of the solution.
Building Inclusive Workplaces Together
At Arts Equity Group, we are committed to supporting organizations navigating pronoun usage and DEAI initiatives. Understanding and respecting pronouns is a pivotal step in building inclusive workplaces, but it is just one step. It’s important for us to approach DEAI best practices intersectionality and think about holistic change across organizations. Our team can provide guidance, resources, and training to help foster a culture of respect and inclusion. We are passionate about supporting organizations as they strive to honor the identities of all individuals. Please get in touch with us if you’d like a thought partner in this difficult, ever-changing, and essential work.
