It's Not All About Boys & Girls!
When thinking about gender inclusivity, many people focus on the need to ensure equality between men and women. While this is important, it neglects the very real problems that non-binary employees experience. People who identify as gender non-conforming, intersex, transexual and non-binary are frequently discriminated against. They face disproportionately high levels of discrimination or exclusive behaviour which affects their lives every day.
Studies show 50% of non-LGBTQ+ people don’t think there are any LGBTQ+ people in their workplace, so it’s understandable why managers don’t prioritise this as an area to focus on in the same way that more visible minorities are supported. However, when you take in to account that 46% of LGBTQ+ workers have not ‘come out’ to their colleagues, it highlights the need for proactive inclusion.
Taking a proactive stance on all-gender inclusion makes your business a safer, healthier place for all people in your business, and a more welcoming place for potential talent.
What is Gender Inclusion?
Whilst organisations are legally obliged to not discriminate against a particular sex, gender or gender identity and it is expected that all originations have a zero-tolerance policy in respect of any discriminatory behaviour, gender inclusion is about creating a culture that enables all employees to feel safe, understood, respected and welcome.
Why is Gender Inclusion Important?
Did you know that 31% of LGBTQ+ people feel unhappy or depressed at work? Take a step back and you can imagine why.
Perhaps they feel unable to talk about their relationships for fear of discrimination. Maybe they feel trapped, or confused when they complete a form that only provides the male and female options for gender.
When employees feel safe enough to be themselves at work, they are happier and more engaged in life. As a result of this, they will be more productive and contribute more successfully to your business.
There are many different business reasons why a proactive approach to gender inclusion is necessary, but the only reason we really need is, that to be respected in the gender to which you identify with, is a basic human right!
A Bit About Bias
In understanding the need for proactive inclusion for all genders, it’s important to understand bias. We’ve been led to believe that bias is something inherently bad. That only racist, misogynistic, homophobic people are biased. But the truth is that bias is something we all have – it’s our brain’s way of helping us categorise situations and people to make the decision-making process easier.
However, most of us are not aware of our bias (unconscious bias). This leads to us subconsciously overlooking those who are different to us. And that is a problem! Most organisations can educate their workforce to better understand unconscious bias with some short and simple workshops. But you will also need to practice what you preach and proactively de-bias your business processes to make them more inclusive.
Can You Be More Inclusive?
Here are several ways to make your organisation more inclusive.
1. What Does Your Documentation Say?
Using gender binary language or options on forms automatically alienates individuals who don’t identify as gender binary. Instead, shifting the language options will make your company feel more inclusive. It's quite simple to switch out 'he/she' for 'they' and eliminate and gender specific terms or assumptions when referring to partners or parents.
Perhaps, when asking for information, consider for what reasons do you need to classify an employees gender. If it is necessary (e.g. payroll), consider who is this information visible to (ensure it stays on a need to know basis) and ask for their pronoun preferences at the same time to ensure you address them correctly and make accurate introductions.
2. Neutralise Your Dress Code / Uniform Policy
If your workplace has uniforms or dress policies, updating them so they are gender inclusive is a simple and positive step. For example, if your uniform previously had gender binary outfits such as dresses or trousers and a shirt, you could provide polo shirts in a range of cuts to be worn with trousers. Modern nursing uniforms are a good example of how a uniform can be gender inclusive.
Of course there doesn't have to be a 'one-size fits all' new uniform. You could just remove any gender specific terms that direct individuals to a particular style. Given our schools now commonly promote inclusivity in their uniforms, we shouldn't be dragging our heels (excuse the pun) on this change!
3. Provide Inclusive Facilities
Using gendered toilets can make LGBQT+ employees feel unsafe. Providing at least one gender neutral bathroom will reinforce a business’s gender inclusive credentials. Of course, this isn’t always possible, in which case, consider de-gendering your bathrooms making them suitable for all genders.
Even remembering to provide sanitary disposal units in all bathrooms could go a long way to easing the anxiety of menstruation, which might already be a particularly troubling time for those struggling with their birth gender.
4. Recruitment & Selection
Recruitment is especially subject to bias. For this reason, it’s crucial to develop recruitment processes that eliminate bias. This can include redacting details such as title, name, age and ethnicity from paperwork presented to interviewing managers. You can look at using an objective interview scoring system to focus on responses and avoid bias. Perhaps consider the diversity of those involved in the interview and selection process to ensure a broad representation on the panel whenever possible.
5. Work to Non-Discrimination Policies
As well as having non-discrimination policies, it’s important to have clear procedures to address discrimination if and when it occurs. The approach for dealing with gender-based discrimination should be identical to the approach used for dealing with other forms of discrimination. Employees need to know they’re taken seriously and that their concerns are not brushed off as ‘being too sensitive’.
As well as having these policies and procedures in place, it can be helpful to provide employee support via an EAP (Employee Assistance Programme) to help employees’ wellbeing after having faced discrimination. Perhaps you will even have internal support in place in the form of a Wellbeing / Inclusion Committee or Mental Health First Aders.
6. Role-Model Gender Inclusive Speech
The language we use in a business has a direct impact on its culture. It’s a good idea to take a step back and consider how your business’s everyday language might reflect gender expectations. For instance – ‘we’re a two-man team’ or ‘hey guys’. Instead, choose more neutral terms such as ‘we’re a two-person team’ or ‘hey everyone’.
You can also share your pronouns and make it common practice to ask others what their pronouns are. By sharing your pronouns on your email signature, business card, name badges and so on, you demonstrate that you are gender inclusive. Avoid making assumptions about what other people’s assumptions are based on their appearance – it is OK to ask about someone’s pronouns.
7. Ensure Gender Diversity is Covered in Training
Not everyone on your team will have knowingly had contact with transgender individuals. This increases the importance of diversity training, and for it to include LGBTQ+ inclusive content. By giving your employees the opportunity to learn more about the broader subject of gender identities, you increase your company’s potential for true inclusivity.
Learn More About Gender Inclusion?
If you want to know more about Inclusion and you think your business would benefit from a workshop around the subject of Equality or Dignity at Work, please get in touch with The HR Patch Ltd to discuss how we can help you develop Pride in the workplace!
In addition, we have included some very helpful resources. Please read, watch, learn and share!
