Creating a More Inclusive Workplace: How to Handle Gender Identifiers

No one can miss the rising awareness of diversity of gender identities across society and the media, and now there are new calls for equality coming from emerging gender forms.

Public cafes and businesses have been even exposed to new risks of discriminating against the new ‘they/ them’ gender, since these persons refuse to be identified as him or her.

To avoid negative press and costly lawsuits, it is becoming important for workplaces to rethink inclusion, recognizing the different and new ways that people are choosing to identify their gender.

Flash actor Ezra Miller’s fight with a woman outside a bar in Iceland only emerged because the victim joked, “I could take you in a fight’, affecting Miller’s sensitivities since he identifies as “they/ them”.

The video went viral, and campaigners shared concern about both Miller and the victim’s hurt. “My friend didn’t have to say that,” a friend of the victim said.

‘It was just a joke, obviously — but Miller took that literally and got super mad and came running outside”. In fact ‘they’ was (and yes the grammar is correct) arrested twice in Hawaii for similar aggression.

I think it’s just fun and games — but then it wasn’t.’ Some members of minority groups often can be affected by jests or comments that highlight their ‘difference’. Workers must be aware of offensive actions and comments, and must learn to at least tolerate this ‘new’ gender form and its pronouns, “they/ them”. 

It is true that the workplace should be welcoming to everyone, and agencies like CSS Jobs Interface take time to educate new contractors about different gender identities that people are choosing to express their gender. When colleagues understand and respect each others’ diversity the result is greater productivity and creativity.

I never imagined having to ask anyone “what is your preferred gender?”, but that is exactly the best approach to avoid disrespect. CSS Jobs Interface advises their contractors to always ask colleagues for their ‘Preferred Gender Identifier’ when in doubt.

If you’re not sure what someone’s gender identity is, it’s okay to ask them politely what they prefer to be called. Once it is known, workers should respect their choice. They should also respect the colleague’s trust by never sharing information about someone’s gender identity without their consent. 

Unfortunately employers may be powerless to prevent all discrimination and harassment that can occur in the workplace based on gender identity.

It is not a bad idea to have some policies in place to address this behavior, and support those who may be affected by it. Recognizing and preventing discrimination and harassment around gender identity, could save workers and employers court time and negative press.