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| Nonbinary people often experience significant discrimination and erasure in the workplace and while job-hunting. The majority of nonbinary employees remain closeted at their work.<ref name="OutEqual">{{Cite web |title=BEST PRACTICES FOR NON-BINARY INCLUSION IN THE WORKPLACE. |author=Out & Equal |date=2018 |access-date=23 September 2020 |url= https://outandequal.org/wp-content/uploads/2018/11/OE-Non-Binary-Best-Practices.pdf|archive-url=https://web.archive.org/web/20230701052719/https://outandequal.org/wp-content/uploads/2018/11/OE-Non-Binary-Best-Practices.pdf |archive-date=17 July 2023 }}</ref> Some research has shown "that being out as a nonbinary transgender person has different effects [...] based on [[sex assigned at birth]], with those assigned male at birth tending to be discriminated against in hiring but those assigned female at birth more likely to experience differential treatment once hired."<ref>{{cite journal|date=2016|last=Davidson|first=Skylar|url=https://www.tandfonline.com/doi/full/10.1080/23311886.2016.1236511|title=Gender inequality: Nonbinary transgender people in the workplace|journal=Cogent Social Sciences|volume=2|issue=1|archive-url=https://web.archive.org/web/20230508034436/https://www.tandfonline.com/doi/full/10.1080/23311886.2016.1236511|archive-date=17 July 2023}}</ref>
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| Some jurisdictions, such as the state of California, have laws explicitly protecting nonbinary people from discrimination in the workplace and elsewhere.<ref name="Smith2018" />
| | Nonbinary people often experience significant discrimination and erasure in the workplace and while job-hunting. The majority of nonbinary employees remain closeted at their work.<ref name="OutEqual">{{Cite web |title=BEST PRACTICES FOR NON-BINARY INCLUSION IN THE WORKPLACE. |author=Out & Equal |date=2018 |access-date=23 September 2020 |url= https://outandequal.org/wp-content/uploads/2018/11/OE-Non-Binary-Best-Practices.pdf}}</ref> Some research has shown "that being out as a nonbinary transgender person has different effects [...] based on [[sex assigned at birth]], with those assigned male at birth tending to be discriminated against in hiring but those assigned female at birth more likely to experience differential treatment once hired."<ref>{{cite journal|date=2016|last=Davidson|first=Skylar|url=https://www.tandfonline.com/doi/full/10.1080/23311886.2016.1236511|title=Gender inequality: Nonbinary transgender people in the workplace|journal=Cogent Social Sciences|volume=2|issue=1}}</ref> |
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| ==Tips for employers==
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| It is recommended that employers take actions to show nonbinary inclusivity, such as: | | It is recommended that employers take actions to show nonbinary inclusivity, such as: |
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| * editing documentation to utilize [[gender neutral language]] and [[singular they]] rather than using phrases like "his/her paycheck".<ref name="Hendrick">{{Cite web |title=“M,” “F,” Or “X”? Nonbinary Gender Designations In The Workplace |last1=Hendrick|last2=Meneghello|last3=Behymer |work=Fisher Phillips |date=1 January 2018 |access-date=19 June 2020 |url= https://www.fisherphillips.com/resources-newsletters-article-m-f-or-x-nonbinary-gender-designations|archive-url=https://web.archive.org/web/20230508034529/https://www.fisherphillips.com/resources-newsletters-article-m-f-or-x-nonbinary-gender-designations |archive-date=17 July 2023 }}</ref><ref name="FP2020">{{Cite web |title=An Update On Nonbinary Gender Designations In The Workplace |last1=Brenton |first1=M.|last2=Evans|first2=K. |work=Fisher Phillips |date=2 July 2020 |access-date=23 September 2020 |url= https://www.fisherphillips.com/resources-newsletters-article-an-update-on-nonbinary-gender-designations-in|archive-url=https://web.archive.org/web/20230508034208/https://www.fisherphillips.com/resources-newsletters-article-an-update-on-nonbinary-gender-designations-in |archive-date=17 July 2023 }}</ref> | | * editing documentation to utilize [[gender neutral language]] and [[singular they]] rather than using phrases like "his/her paycheck".<ref name="Hendrick">{{Cite web |title=“M,” “F,” Or “X”? Nonbinary Gender Designations In The Workplace |last1=Hendrick|last2=Meneghello|last3=Behymer |work=Fisher Phillips |date=1 January 2018 |access-date=19 June 2020 |url= https://www.fisherphillips.com/resources-newsletters-article-m-f-or-x-nonbinary-gender-designations}}</ref><ref name="FP2020">{{Cite web |title=An Update On Nonbinary Gender Designations In The Workplace |last1=Brenton |first1=M.|last2=Evans|first2=K. |work=Fisher Phillips |date=2 July 2020 |access-date=23 September 2020 |url= https://www.fisherphillips.com/resources-newsletters-article-an-update-on-nonbinary-gender-designations-in}}</ref> |
| * updating forms and software to allow more gender options than male and female (keeping in mind that "[[transgender]]" is not a gender on its own), and consider allowing free-text answers and/or "prefer not to say".<ref name="FP2020" /> | | * updating forms and software to allow more gender options than male and female (keeping in mind that "[[transgender]]" is not a gender on its own), and consider allowing free-text answers and/or "prefer not to say".<ref name="FP2020" /> |
| * offering gender-neutral [[honorifics]] such as [[Mx]] on forms and in computer systems.<ref name="FP2020" /> | | * offering gender-neutral [[honorifics]] such as [[Mx]].<ref name="FP2020" /> |
| * when appropriate (i.e. when it will not "single out" a trans/nonbinary employee), have people introduce themselves with their name and pronoun, and allow/encourage employees to list their [[pronouns]] on email signatures/name tags/etc.<ref name="Moore-Beyond">{{Cite web |title=Beyond the Binary: Navigating the Workplace as a Gender Nonconforming Individual |last=Moore |first=Emily |work=Glassdoor |date=11 October 2019 |access-date=28 August 2021 |url= https://www.glassdoor.com/blog/haven-life-interview/|archive-url=https://web.archive.org/web/20230619130828/https://www.glassdoor.com/blog/haven-life-interview/ |archive-date=17 July 2023 }}</ref><ref name="Oprah-GLAAD">{{Cite web |title=The Right Way to Use Gender Pronouns at Work |author=GLAAD |work=Oprah Magazine |date=11 June 2019 |access-date=23 September 2020 |url= https://www.oprahmag.com/life/work-money/a27921531/how-to-share-gender-pronouns-workplace/|archive-url=https://web.archive.org/web/20230508034219/https://www.oprahmag.com/life/work-money/a27921531/how-to-share-gender-pronouns-workplace/ |archive-date=17 July 2023 }}</ref> | | * allowing employees to list their [[pronouns]] on email signatures/name tags/etc. |
| * revising dress codes to eliminate gender-related restrictions, and "[r]eplace them with simplified instructions guided by principles of general professionalism."<ref name="FP2020" /> | | * revising dress codes to eliminate gender-related restrictions, and "[r]eplace them with simplified instructions guided by principles of general professionalism."<ref name="FP2020" /> |
| * revising anti-discrimination/anti-harassment policies to include nonbinary gender as a protected characteristic<ref name="FP2020" /> and including information about nonbinary genders in any anti-harassment training activities.<ref name="Smith2018">{{Cite web |title=How to Accommodate 'Gender-Nonbinary' Individuals—Neither Men nor Women |last1=Smith |first1=Allen |work=SHRM |date=16 February 2018 |access-date=23 September 2020 |url= https://www.shrm.org/resourcesandtools/legal-and-compliance/employment-law/pages/gender-nonbinary-individuals.aspx|archive-url=https://web.archive.org/web/20230603055227/https://www.shrm.org/resourcesandtools/legal-and-compliance/employment-law/pages/gender-nonbinary-individuals.aspx |archive-date=17 July 2023 }}</ref> | | * revising anti-discrimination/anti-harassment policies to include nonbinary gender as a protected characteristic<ref name="FP2020" /> and including information about nonbinary genders in any anti-harassment training activities.<ref name="Smith2018">{{Cite web |title=How to Accommodate ‘Gender-Nonbinary’ Individuals—Neither Men nor Women |last1=Smith |first1=Allen |work=SHRM |date=16 February 2018 |access-date=23 September 2020 |url= https://www.shrm.org/resourcesandtools/legal-and-compliance/employment-law/pages/gender-nonbinary-individuals.aspx}}</ref> |
| * providing one or more gender-neutral [[bathrooms]].<ref name="FP2020"/><ref name="Moore-Beyond" /> | | * providing one or more gender-neutral [[bathrooms]].<ref name="FP2020"/> |
| * Consider workplace recognition of [[holidays]] such as [[International Nonbinary Day]], Trans Day of Visibility, and [[International Pronouns Day]].<ref name="lewi_Empl">{{Cite web |title=Employment law and non-binary people: what employers need to know |trans-title= |author= |work=Lewis Silkin |date=15 September 2020 |access-date=23 October 2020 |url= https://www.lewissilkin.com/en/insights/employment-law-and-nonbinary-people-what-employers-need-to-know |language=EN|archive-url=https://web.archive.org/web/20230508034535/https://www.lewissilkin.com/en/insights/employment-law-and-nonbinary-people-what-employers-need-to-know |archive-date=17 July 2023 }}</ref>
| | * when appropriate (i.e. when it will not "single out" a trans/nonbinary employee), have people introduce themselves with their name and pronoun.<ref name="Oprah-GLAAD">{{Cite web |title=The Right Way to Use Gender Pronouns at Work |author=GLAAD |work=Oprah Magazine |date=11 June 2019 |access-date=23 September 2020 |url= https://www.oprahmag.com/life/work-money/a27921531/how-to-share-gender-pronouns-workplace/}}</ref> |
| * Workplace policies related to gender [[transition]] should not require a specific timeline or "pathway" for transition to follow.<ref name="Zheng">{{Cite web |title=Transgender, Gender-Fluid, Nonbinary, and Gender-Nonconforming Employees Deserve Better Policies |last=Zheng |first=Lily |work=Harvard Business Review |date=20 November 2020 |access-date=21 November 2020 |url= https://hbr.org/2020/11/transgender-gender-fluid-nonbinary-and-gender-nonconforming-employees-deserve-better-policies |archive-url=https://web.archive.org/web/20230305220929/https://hbr.org/2020/11/transgender-gender-fluid-nonbinary-and-gender-nonconforming-employees-deserve-better-policies |archive-date=17 July 2023 }}</ref>
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| * Make efforts to include coverage for transition-related services in employee [[health insurance]].<ref name="Moore-Beyond" />
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| It is best to begin making these changes even before the employer has any employees who are openly nonbinary.<ref name="Allen">{{Cite web |title=Workplaces Need to Prepare for the Non-Binary Future |last=Allen |first=Samantha |work=The Daily Beast |date=11 September 2018 |access-date=23 September 2020 |url= https://www.thedailybeast.com/workplaces-need-to-prepare-for-the-non-binary-future|archive-url=https://web.archive.org/web/20230603081049/https://www.thedailybeast.com/workplaces-need-to-prepare-for-the-non-binary-future |archive-date=17 July 2023 }}</ref><ref name="ohrc_Appe">{{Cite web |title=Appendix C: Best practices checklist |author= |work=Ontario Human Rights Commission |date=14 April 2014 |access-date=23 October 2020 |url= http://www.ohrc.on.ca/en/policy-preventing-discrimination-because-gender-identity-and-gender-expression/appendix-c-best-practices-checklist|archive-url=https://web.archive.org/web/20230529214600/http://www3.ohrc.on.ca/en/policy-preventing-discrimination-because-gender-identity-and-gender-expression/appendix-c-best-practices-checklist |archive-date=17 July 2023 }}</ref> | | It is best to begin making these changes even before the employer has any employees who are openly nonbinary.<ref name="Allen">{{Cite web |title=Workplaces Need to Prepare for the Non-Binary Future |last=Allen |first=Samantha |work=The Daily Beast |date=11 September 2018 |access-date=23 September 2020 |url= https://www.thedailybeast.com/workplaces-need-to-prepare-for-the-non-binary-future}}</ref> |
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| Some employers in the USA have to file a yearly Equal Employment Opportunity report with the Equal Employment Opportunity Commission (EEOC). As of 2019, although the EEO reporting forms still only have Male/Female as gender options, it is suggested that information on nonbinary employees be reported in the comment box as "Additional Employee Data".<ref name="FP2019">{{Cite web |title=How To Complete EEO-1 Report With Non-Binary Employees |author= |work=Fisher Phillips |date=23 August 2019 |access-date=23 September 2020 |url= https://www.fisherphillips.com/resources-alerts-how-to-complete-eeo-1-report-with|archive-url=https://web.archive.org/web/20230508034714/https://www.fisherphillips.com/resources-alerts-how-to-complete-eeo-1-report-with |archive-date=17 July 2023 }}</ref><ref>{{cite web|title=EEOC FREQUENTLY ASKED QUESTIONS (FAQs)|archive-url=https://web.archive.org/web/20191218123524/https://eeoccomp2.norc.org/Faq|url=https://eeoccomp2.norc.org/Faq|archive-date=18 December 2019}}</ref> | | Some employers in the USA have to file a yearly Equal Employment Opportunity report with the Equal Employment Opportunity Commission (EEOC). As of 2019, although the EEO reporting forms still only have Male/Female as gender options, it is suggested that information on nonbinary employees be reported in the comment box as "Additional Employee Data".<ref name="FP2019">{{Cite web |title=How To Complete EEO-1 Report With Non-Binary Employees |author= |work=Fisher Phillips |date=23 August 2019 |access-date=23 September 2020 |url= https://www.fisherphillips.com/resources-alerts-how-to-complete-eeo-1-report-with}}</ref><ref>{{cite web|title=EEOC FREQUENTLY ASKED QUESTIONS (FAQs)|archive-url=https://web.archive.org/web/20191218123524/https://eeoccomp2.norc.org/Faq|url=https://eeoccomp2.norc.org/Faq|archive-date=18 December 2019}}</ref> |
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| ==Tips for employees/job seekers== | | Some jurisdictions, such as the state of California, have laws explicitly protecting nonbinary people from discrimination in the workplace and elsewhere.<ref name="Smith2018" /> |
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| ===While job-seeking=== | | ==References== |
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| If you are already out as nonbinary, you can add your pronouns to your LinkedIn profile, resume, business card, email signature, or Zoom name, if you are comfortable with these options.
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| If you use a different name than your legal name, or if your current name is different than the name you used at previous jobs, it may cause problems in the background check/reference check process, so you may want to give the interviewer a heads up. However, you may want to wait until a job offer is made to tell them this, depending on if you think it will affect your chance of being hired.
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| During the interview, you could fish for information on whether the employer is accepting of nonbinary people by asking if they have gender-neutral restrooms in the workplace,<ref name="Moore-Beyond" /> or inquiring about the employer's approach to diversity/inclusion.<ref name="Moore-Inclusive">{{Cite web |title=8 Interview Questions to Evaluate If A Company is *Really* Inclusive |last=Moore |first=Emily |work=Glassdoor |date=9 July 2020 |access-date=28 August 2021 |url= https://www.glassdoor.com/blog/interview-questions-inclusive/|archive-url=https://web.archive.org/web/20230508034705/https://www.glassdoor.com/blog/interview-questions-inclusive/ |archive-date=17 July 2023 }}</ref>
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| ===While employed===
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| ==See also==
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| *[[Coming out]]
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| *[[Template letters]]
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| ==Further reading/resources== | | ==Further reading/resources== |
| *{{Cite web |title=7 Job Search Tips for Transgender and Nonbinary Folks |last=Fleenor |first=S.E. |work=The Muse |date= |url= https://www.themuse.com/advice/transgender-nonbinary-job-search-advice|archive-url=https://web.archive.org/web/20230531213921/https://www.themuse.com/advice/transgender-nonbinary-job-search-advice |archive-date=17 July 2023 }} | | *[https://erinrwhite.com/coming-out-as-nonbinary-at-work/ Coming out as nonbinary at work] (includes example letter) |
| *{{Cite web|title= Interviewing While Non-Binary|url=https://www.idealist.org/en/careers/non-binary-interview|last=Katz |first=Joeli|date=19 October 2020|archive-url=https://web.archive.org/web/20230508034132/https://www.idealist.org/en/careers/non-binary-interview|archive-date=17 July 2023}}
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| *{{cite web|url=https://erinrwhite.com/coming-out-as-nonbinary-at-work/ |title=Coming out as nonbinary at work |date=12 March 2019|last=White|first=Erin|archive-url=https://web.archive.org/web/20230508034115/https://erinrwhite.com/coming-out-as-nonbinary-at-work/|archive-date=17 July 2023}} (includes example letter)
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| *{{cite web|url=https://www.rodtannerlaw.com/news/discrimination-in-the-workplace-is-there-recourse-for-nonbinary-individuals-facing-discrimination-at-work |title=Discrimination in the Workplace: Is There Recourse for Nonbinary Individuals Facing Discrimination at Work?|date=1 July 2021|archive-url=https://web.archive.org/web/20230508034120/https://www.rodtannerlaw.com/news/discrimination-in-the-workplace-is-there-recourse-for-nonbinary-individuals-facing-discrimination-at-work|archive-date=17 July 2023}}
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| *{{cite web|url=https://archermagazine.com.au/2019/08/job-hunting-as-a-non-binary-trans-person-help-wanted/|last=Valentine|first=Ginger|title=Job-hunting as a non-binary trans person: Help wanted|date=30 August 2019|archive-url=https://web.archive.org/web/20230508034403/https://archermagazine.com.au/2019/08/job-hunting-as-a-non-binary-trans-person-help-wanted/|archive-date=17 July 2023}}
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| *{{cite web|url=http://legalaidatwork.org/transworktoolkit/ |title=Transgender and Nonbinary Workers' Toolkit |author=Legal Aid at Work and Beyond Binary Legal |date=March 2022|archive-url=https://web.archive.org/web/20230508034405/https://legalaidatwork.org/transworktoolkit/ |archive-date=17 July 2023 }} (Available in English and Spanish)
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| ==References==
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| [[Category: Practical resources]] | | [[Category: Practical resources]] |
