Gender Pronouns at Work: Meaning & Importance

What Are Gender Pronouns?

A pronoun is a word used to replace a noun. Gender pronouns are the words we use to refer to ourselves or others without using their name. Common gender pronouns include: I/me, she/her, he/him, they/them.

The WHO defines gender as referring to the characteristics of women, men, girls and boys that are socially constructed. This is different from a person’s sex, which is defined by biological differences.

Gender pronouns confirm the personal pronouns as individual wishes to be used when others refer to them. You may also hear people refer to this as their ‘gender inclusive pronoun’.

Previously, we used to refer to ‘personal gender pronouns’ or ‘preferred gender pronouns’ but this has been changed. These are not pronouns that someone prefers to be used, they are the pronouns that should be used. By definition, they are personal because they apply to individuals.

Common Gender Pronouns

The following are commonly used gender pronouns but there are many more pronouns used in everyday life. The LGBTQ Nation has an incomplete list, making the point that it is impossible to create a comprehensive list of correct pronouns because people come up with new pronouns they want to use all the time.

1. She/her/hers
2. He/him/his
3. They/them/theirs
4. Ze/hir/hirs
5. Xe/xem/xyrs
6. Ver/vir/vis
7. Te/tem/ter
8. E/em/eirs

The most commonly used gender-neutral term is ‘they’. Many people struggle with using ‘they’ in a singular context but according to the Oxford English Dictionary, ‘they’ has a long history of singular usage going back centuries.

What Is A Neopronoun?

Neopronouns are words that work like pronouns without expressing gender at all. Examples include ze/hir/hirs and xe/xem/xyrs.

Why Are Gender Pronouns Important?

If you have never had to think about the gender pronoun used to refer to you, you may not realise the impact our gender pronouns can have. Using the correct gender pronouns for an individual is important because it communicates and affirms their gender identity, which is significant for those whose gender identity does not align with their sex assigned at birth or whose gender expression does not correspond with gender binary constructs.

For people who are constantly misgendered (called a gender that does not reflect the gender they identify with) or questioned about their gender, using the right gender pronoun is essential to create a environment of trans inclusion that helps the individual feel welcome, supported and comfortable.

Using the correct gender pronouns in the workplace:

• Affirms the gender identity of the individual, validating their choice to live with the gender they identify with rather than the one assigned to them at birth.
• Gives a clear sign that you respect the individual’s right to choose how to be referred to.
• Creates a welcoming environment for people of all genders, including transgender, gender nonconforming, and gender non-binary people.
• Promotes awareness of different gender identities and sends a message that your organisation supports and accepts those different identities.
• Avoids misgendering an individual, which can be an alienating and distressing experience.

It’s also important to remember that the use of the correct gender pronouns is protected under the Equality Act 2010. Intentionally refusing to use someone’s correct pronoun is equivalent to harassment and discrimination and should be covered in anti-harassment and bullying policies.

Tips For Working With Gender Pronouns Tn The Workplace

The following tips can help when thinking about how you can personally support the correct use of gender pronouns at work:

• Don’t assume anybody’s gender pronoun from looking at them. Some people do not identify with any gender, or they may identify with many different identities or with one that is different from what they were assigned at birth.
• Remember, people do not have to disclose their gender pronouns unless they want to. Making it a mandate that you have to share your gender pronoun can be as alienating as not respecting the gender pronoun in the first place.
• If you don’t know someone’s gender pronoun, ask them or listen to how others refer to them. If you are unsure what people want you to use, using gender-neutral pronouns (they/them) is an excellent way to start.
• If you accidentally use the incorrect pronoun, apologise, correct yourself, and then return the conversation to the original topic. Making a mistake is understandable, but drawing too much attention creates more discomfort for everyone involved.
• If you are comfortable doing so, share your own pronouns. Gender pronouns may not be something you think about, but sharing yours helps to normalise others’ sharing theirs.
• Practising using people’s gender pronouns can help you get used to including them naturally in your day-to-day language.
• Avoid using ‘preferred’ or ‘chosen’ when discussing gender pronouns. These indicate that gender identity is a choice, which it is not. The use of ‘personal pronouns’ sends the same message.

A more inclusive gender-affirming workplace culture can be created through:

• Including gender pronouns in email signatures, name tags and any other material identifying an individual.
• Normalising the sharing of a person’s pronouns when you first meet someone; leaders especially can have a significant impact if they role model inclusivity.
• Create consequences for employees who deliberately do not use gender pronouns. The Equality Act 2010 protects the use of the correct gender pronouns and against discrimination based on gender identity and sexual orientation.
• Use inclusive language. For example, “Hey everyone” or “Hey folks” rather than “Hey guys.” Refer to partners rather than husbands or wives. Use parental leave rather than maternity or paternity leave. Be brave rather than man up. Using this language also helps to avoid sex discrimination.