How to Use Gender-Inclusive Language in the Workplace

In today’s world, diversity and inclusivity are no longer buzzwords, but rather essential components of a healthy and productive workplace. One area that often goes overlooked in this quest for inclusivity is language. Specifically, the use of pronouns. While it may seem like a small thing, using the wrong pronoun can make someone feel excluded and undervalued. Fortunately, there are simple steps you can take to ensure that you’re using inclusive language in the workplace. In this guide, we’ll explore the importance of using correct pronouns, the different pronoun options available, and how to create a workplace culture that prioritizes inclusivity. Whether you’re a manager looking to improve your team’s dynamics or an employee who wants to be a better ally, this guide has everything you need to know about pronouns and the workplace.

What are pronouns and why are they important?

Pronouns are words that are used to refer to someone without using their name. Common pronouns include “he,” “she,” “they,” and “ze.” While pronouns may seem like a minor detail, they are actually incredibly important when it comes to creating an inclusive workplace. Using the correct pronoun can show someone that you respect and value them, while using the wrong pronoun can make them feel disrespected and excluded.

For example, imagine that you are in a meeting with a new team member named Sam. You assume that Sam is a man and refer to him as “he” throughout the meeting. However, at the end of the meeting, Sam tells you that they actually use “they/them” pronouns. By assuming Sam’s gender and using the wrong pronoun, you have unintentionally made them feel like they don’t belong and aren’t valued.

Common pronouns and their usage

There are a variety of pronoun options available, and the right one to use depends on the individual’s preference. Here are some common pronouns and their usage:

• He/him/his: Used for someone who identifies as male.
• She/her/hers: Used for someone who identifies as female.
• They/them/their: Used for someone who identifies as non-binary or genderqueer.
• Ze/hir/hirs: Used for someone who identifies as gender non-conforming or non-binary.

It’s important to note that not everyone uses these pronouns, and some people may use neopronouns or other alternatives. The best way to know which pronoun to use is to simply ask the person which pronouns they prefer.

The impact of using the wrong pronoun

Using the wrong pronoun can have a significant impact on someone’s sense of belonging and self-worth. It can make them feel like they aren’t being seen or heard, and can lead to feelings of isolation and exclusion. In some cases, it can even lead to harassment or discrimination.

For example, if a manager consistently uses the wrong pronoun for an employee, it can create a hostile work environment and potentially even lead to legal action. On the other hand, using the correct pronoun can help to foster a sense of belonging and trust, and can lead to improved communication and collaboration.

How to ask for someone’s pronouns

One of the most important steps in using inclusive language is to ask for someone’s pronouns. While it may feel awkward or uncomfortable to ask at first, it’s an important part of creating an inclusive workplace. Here are some tips for asking for someone’s pronouns:

1. Introduce yourself and share your own pronouns. This can help to normalize the conversation and make the other person feel more comfortable.
2. Ask if they have a preference for which pronouns you use. For example, “What pronouns do you use?”
3. If you’re unsure how to pronounce a pronoun, ask for guidance.
4. If you make a mistake, apologize and correct yourself. For example, “I’m sorry, I meant to say ‘they’ instead of ‘he.'”

Remember that asking for someone’s pronouns is not a one-time event. People’s gender identities can be fluid and may change over time, so it’s important to check in periodically to make sure you’re using the correct pronouns.

Image Courtesy – Shutterstock.

Tips for using inclusive language in the workplace

In addition to using the correct pronouns, there are a variety of other steps you can take to create a workplace culture that prioritizes inclusivity. Here are some tips:

1. Avoid making assumptions about someone’s gender based on their appearance or name.
2. Use gender-neutral language whenever possible. For example, instead of saying “ladies and gentlemen,” say “folks” or “everyone.”
3. Be respectful of people’s personal boundaries. Don’t ask invasive questions or make inappropriate comments about someone’s gender identity.
4. Speak up if you hear someone using derogatory language or making discriminatory comments.
5. Educate yourself about different gender identities and pronouns. The more you know, the better equipped you’ll be to create an inclusive workplace.

The role of employers in promoting inclusive language

Creating an inclusive workplace is not solely the responsibility of individual employees. Employers also have a role to play in promoting inclusive language and creating a culture of respect and belonging. Here are some steps that employers can take:

1. Provide training and resources on inclusive language and diversity and inclusion more broadly.
2. Incorporate inclusive language into company policies and guidelines.
3. Hold managers and employees accountable for using inclusive language.
4. Celebrate diversity in the workplace through events, recognition programs, and other initiatives.
5. Seek input from employees on ways to improve inclusivity and address any concerns or issues that arise.

By taking a proactive approach to promoting inclusive language, employers can help to create a workplace culture that is welcoming and supportive for all employees.

Resources for learning more about pronouns and inclusive language

If you’re interested in learning more about pronouns and inclusive language, there are a variety of resources available. Here are some places to start:

1. The National Center for Transgender Equality has a guide on pronouns and why they matter.
2. The Transgender Law Center has a helpful FAQ on pronouns and gender identity.
3. The Human Rights Campaign has a guide on creating a welcoming workplace for transgender employees.
4. GLAAD has a glossary of terms related to gender identity and sexual orientation.

Examples of companies using inclusive language effectively

Many companies are taking steps to use more inclusive language and create a more welcoming workplace. Here are a few examples:

1. Starbucks allows employees to choose their own gender identity and pronouns on their name tags.
2. Google has added gender-neutral pronoun options to its internal tools and encourages employees to use them.
3. Airbnb has created a gender identity and expression policy that outlines the company’s commitment to inclusive language and behavior.
4. Salesforce has incorporated inclusive language into its Trailhead training program for employees.

By following these examples and creating their own inclusive language policies, companies can help to create a workplace culture that is supportive and welcoming for all employees.

Inclusive language is an essential component of a healthy and productive workplace. By using the correct pronouns and taking steps to create a culture of respect and belonging, employers and employees alike can help to foster a workplace that values diversity and promotes inclusivity. By educating ourselves and taking action, we can create a more equitable and welcoming world for all.