Pronouns: how to get it right in the workplace

So, what steps can you take to get it right?

1. Ensure you have an “Equal Opportunities Policy” and that employees are regularly trained on it. This will provide a positive message to your employees that you value equality and diversity and take a proactive stance against discrimination. In addition, having an “Anti-Harassment Policy” that sits alongside this policy will help discourage discriminatory attitudes and behaviour and outline the consequences if an employee does discriminate against another employee (such as disciplinary action).
2. Allow employees to include their preferred pronouns on their email signature/name tag. Some social media platforms (such as LinkedIn) now give users the option to include their preferred pronouns, and this may be something you want to include as well to avoid any ambiguity.  However, we’d advise against mandating employees to do this, as not only can it cause a conflict with those with gender critical beliefs but also potentially “out” someone who is going through gender reassignment but is not yet ready to tell their colleagues.
3. Make documents, such as contracts of employment, gender neutral. This is a relatively easy change to make that can have a big impact. Simply by drafting the document in the first person (“you/your”), you remove any references to gender to avoid inadvertently misgendering an employee.
4. Set up an LGBTQ+ employee network. Having a space that encourages open communication and increases the visibility of LGBTQ+ employees helps to create a safe environment where everyone feels comfortable and confident to be themselves. The network can also run panel events, internal campaigns and initiatives that explore LGBTQ+ issues creating a more inclusive workplace.
5. Demonstrate trans allyship. When in a group setting, ask individuals to introduce themselves with their name and preferred pronouns (if they’re comfortable doing so). By initiating the conversation around pronouns, it avoids putting pressure on a trans colleague to bring up their preferred pronouns first. Also, you might want to consider referring to someone as “they/them” until you know someone’s preferred pronouns, to avoid misgendering them.