Employment - Revision history

Mitchc: /* Further reading/resources */

2025-03-06T07:34:32Z

Further reading/resources

← Older revision		Revision as of 07:34, 6 March 2025
Line 47:		Line 47:
	*{{cite web\|url=https://youtu.be/sBEU5zJwt_Y\|title=Gender Identity Discrimination in Job Applications & Hiring Processes (video)\|author=Simmons, Ames\|date=4 October 2023}}		*{{cite web\|url=https://youtu.be/sBEU5zJwt_Y\|title=Gender Identity Discrimination in Job Applications & Hiring Processes (video)\|author=Simmons, Ames\|date=4 October 2023}}
	*[https://www.hrc.org/resources/corporate-equality-index Human Rights Campaign: Corporate Equality Index]. A resource where you can look up the LGBTQ+ inclusivity practices of different companies.		*[https://www.hrc.org/resources/corporate-equality-index Human Rights Campaign: Corporate Equality Index]. A resource where you can look up the LGBTQ+ inclusivity practices of different companies.
			*[https://resume.io/blog/lgbtqia-resources-job-seekers Resources for LGBTQIA+ job seekers]: A huge list of job boards, mentorship and scholarship opportunities and legal resources for LGBTQIA+ and nonbinary job seekers.

	==References==		==References==

Amazingakita: Reverted edits by Eunseolee (talk) to last revision by TXJ

2025-02-20T08:58:24Z

Reverted edits by Eunseolee (talk) to last revision by TXJ

← Older revision		Revision as of 08:58, 20 February 2025
Line 48:		Line 48:
	*[https://www.hrc.org/resources/corporate-equality-index Human Rights Campaign: Corporate Equality Index]. A resource where you can look up the LGBTQ+ inclusivity practices of different companies.		*[https://www.hrc.org/resources/corporate-equality-index Human Rights Campaign: Corporate Equality Index]. A resource where you can look up the LGBTQ+ inclusivity practices of different companies.

	At times, we all need space to care for ourselves. When I feel the weight of stress, a professional '''[https://aqamassige.com massage]''' helps me unwind and restore balance between body and mind. '''[https://www.winteranma.com Massage]''' is not just about relieving physical tension; it’s a powerful tool for self-care, especially when I need to reconnect with myself.		==References==
			{{reflist}}

	I hope for a world where everyone can express themselves freely, beyond gender norms, and find their true self. To anyone on a similar journey, remember that you are beautiful and valuable just as you are.
	[[Category: Practical resources]]		[[Category: Practical resources]]

Eunseolee: /* References */ Finding My Own Path

2025-02-20T03:35:02Z

References: Finding My Own Path

← Older revision		Revision as of 03:35, 20 February 2025
Line 47:		Line 47:
	*{{cite web\|url=https://youtu.be/sBEU5zJwt_Y\|title=Gender Identity Discrimination in Job Applications & Hiring Processes (video)\|author=Simmons, Ames\|date=4 October 2023}}		*{{cite web\|url=https://youtu.be/sBEU5zJwt_Y\|title=Gender Identity Discrimination in Job Applications & Hiring Processes (video)\|author=Simmons, Ames\|date=4 October 2023}}
	*[https://www.hrc.org/resources/corporate-equality-index Human Rights Campaign: Corporate Equality Index]. A resource where you can look up the LGBTQ+ inclusivity practices of different companies.		*[https://www.hrc.org/resources/corporate-equality-index Human Rights Campaign: Corporate Equality Index]. A resource where you can look up the LGBTQ+ inclusivity practices of different companies.

	~~==References==~~
	{{reflist}}For a long time, I didn’t fit into the binary labels of male and female. I wanted to break free from society's expectations and find my own identity. When I discovered the concept of non-binary, I felt like I could finally accept myself for who I truly am.

	Living as non-binary hasn't been easy. Sometimes, the world still looks at me through a binary lens. But I am certain that this is the path I need to walk. Gender is just a spectrum between male and female, and none of them should be treated as absolute standards.

	At times, we all need space to care for ourselves. When I feel the weight of stress, a professional '''[https://aqamassige.com massage]''' helps me unwind and restore balance between body and mind. '''[https://www.winteranma.com Massage]''' is not just about relieving physical tension; it’s a powerful tool for self-care, especially when I need to reconnect with myself.		At times, we all need space to care for ourselves. When I feel the weight of stress, a professional '''[https://aqamassige.com massage]''' helps me unwind and restore balance between body and mind. '''[https://www.winteranma.com Massage]''' is not just about relieving physical tension; it’s a powerful tool for self-care, especially when I need to reconnect with myself.

Eunseolee: /* References */ Gender Freedom: Finding My Own Path

2025-02-20T03:33:06Z

References: Gender Freedom: Finding My Own Path

← Older revision		Revision as of 03:33, 20 February 2025
Line 49:		Line 49:

	==References==		==References==
	{{reflist}}		{{reflist}}For a long time, I didn’t fit into the binary labels of male and female. I wanted to break free from society's expectations and find my own identity. When I discovered the concept of non-binary, I felt like I could finally accept myself for who I truly am.

			Living as non-binary hasn't been easy. Sometimes, the world still looks at me through a binary lens. But I am certain that this is the path I need to walk. Gender is just a spectrum between male and female, and none of them should be treated as absolute standards.

			At times, we all need space to care for ourselves. When I feel the weight of stress, a professional '''[https://aqamassige.com massage]''' helps me unwind and restore balance between body and mind. '''[https://www.winteranma.com Massage]''' is not just about relieving physical tension; it’s a powerful tool for self-care, especially when I need to reconnect with myself.

			I hope for a world where everyone can express themselves freely, beyond gender norms, and find their true self. To anyone on a similar journey, remember that you are beautiful and valuable just as you are.
	[[Category: Practical resources]]		[[Category: Practical resources]]

TXJ: /* Tips for employers */

2024-12-28T18:06:37Z

Tips for employers

← Older revision		Revision as of 18:06, 28 December 2024
Line 13:		Line 13:
	* 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\|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>
	* providing one or more gender-neutral [[bathrooms]].<ref name="FP2020"/><ref name="Moore-Beyond" />		* providing one or more gender-neutral [[bathrooms]].<ref name="FP2020"/><ref name="Moore-Beyond" />
	* 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>		* 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>
	* 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>		* 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>
	* Make efforts to include coverage for transition-related services in employee [[health insurance]].<ref name="Moore-Beyond" />		* Make efforts to include coverage for transition-related services in employee [[health insurance]].<ref name="Moore-Beyond" />

TXJ: /* Further reading/resources */

2024-12-28T18:04:58Z

Further reading/resources

← Older revision		Revision as of 18:04, 28 December 2024
Line 46:		Line 46:
	*{{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)		*{{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)
	*{{cite web\|url=https://youtu.be/sBEU5zJwt_Y\|title=Gender Identity Discrimination in Job Applications & Hiring Processes (video)\|author=Simmons, Ames\|date=4 October 2023}}		*{{cite web\|url=https://youtu.be/sBEU5zJwt_Y\|title=Gender Identity Discrimination in Job Applications & Hiring Processes (video)\|author=Simmons, Ames\|date=4 October 2023}}
			*[https://www.hrc.org/resources/corporate-equality-index Human Rights Campaign: Corporate Equality Index]. A resource where you can look up the LGBTQ+ inclusivity practices of different companies.

	==References==		==References==

TXJ: /* Further reading/resources */

2024-12-28T18:03:20Z

Further reading/resources

← Older revision		Revision as of 18:03, 28 December 2024
Line 45:		Line 45:
	*{{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}}		*{{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}}
	*{{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)		*{{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)
			*{{cite web\|url=https://youtu.be/sBEU5zJwt_Y\|title=Gender Identity Discrimination in Job Applications & Hiring Processes (video)\|author=Simmons, Ames\|date=4 October 2023}}

	==References==		==References==

TXJ: /* Tips for employers */ Merging two bullet points that both cover similar topic

2023-11-04T19:21:29Z

Tips for employers: Merging two bullet points that both cover similar topic

← Older revision		Revision as of 19:21, 4 November 2023
Line 9:		Line 9:
	* 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]] on forms and in computer systems.<ref name="FP2020" />
	* ~~allowing~~/~~encouraging~~ employees to list their [[pronouns]] on email signatures/name tags/etc~~., as well as having employees introduce themselves with their pronouns when speaking to people~~.<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>		* 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>
	* 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\|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>
	* providing one or more gender-neutral [[bathrooms]].<ref name="FP2020"/><ref name="Moore-Beyond" />		* providing one or more gender-neutral [[bathrooms]].<ref name="FP2020"/><ref name="Moore-Beyond" />
	* 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/\|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>
	* 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>		* 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>
	* 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>		* 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>

BinaryBot: Bot: adding archive links to references (error log).

2023-07-17T12:59:00Z

Bot: adding archive links to references (error log).

imported>TXJ: /* Further reading/resources */

2022-08-10T18:13:57Z

Further reading/resources

← Older revision		Revision as of 18:13, 10 August 2022
Line 45:		Line 45:
	*{{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}}		*{{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}}
	*{{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}}		*{{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}}
			*{{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}} (Available in English and Spanish)

	==References==		==References==