Employment: Difference between revisions

Latest revision as of 19:21, 4 November 2023

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.^[1] 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."^[2]

Some jurisdictions, such as the state of California, have laws explicitly protecting nonbinary people from discrimination in the workplace and elsewhere.^[3]

Tips for employers[edit | edit source]

It is recommended that employers take actions to show nonbinary inclusivity, such as:

editing documentation to utilize gender neutral language and singular they rather than using phrases like "his/her paycheck".^[4]^[5]
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".^[5]
offering gender-neutral honorifics such as Mx on forms and in computer systems.^[5]
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.^[6]^[7]
revising dress codes to eliminate gender-related restrictions, and "[r]eplace them with simplified instructions guided by principles of general professionalism."^[5]
revising anti-discrimination/anti-harassment policies to include nonbinary gender as a protected characteristic^[5] and including information about nonbinary genders in any anti-harassment training activities.^[3]
providing one or more gender-neutral bathrooms.^[5]^[6]
Consider workplace recognition of holidays such as International Nonbinary Day, Trans Day of Visibility, and International Pronouns Day.^[8]
Workplace policies related to gender transition should not require a specific timeline or "pathway" for transition to follow.^[9]
Make efforts to include coverage for transition-related services in employee health insurance.^[6]

It is best to begin making these changes even before the employer has any employees who are openly nonbinary.^[10]^[11]

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".^[12]^[13]

Tips for employees/job seekers[edit | edit source]

This section lacks significant content. You can help the Nonbinary wiki by completing it!
Note to editors: remember to always support the information you proved with external references!

While job-seeking[edit | edit source]

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.

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.

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,^[6] or inquiring about the employer's approach to diversity/inclusion.^[14]

While employed[edit | edit source]

References[edit | edit source]

↑ Out & Equal (2018). "BEST PRACTICES FOR NON-BINARY INCLUSION IN THE WORKPLACE" (PDF). Archived from the original (PDF) on 17 July 2023. Retrieved 23 September 2020.
↑ Davidson, Skylar (2016). "Gender inequality: Nonbinary transgender people in the workplace". Cogent Social Sciences. 2 (1). Archived from the original on 17 July 2023.
↑ ^3.0 ^3.1 Smith, Allen (16 February 2018). "How to Accommodate 'Gender-Nonbinary' Individuals—Neither Men nor Women". SHRM. Archived from the original on 17 July 2023. Retrieved 23 September 2020.
↑ Hendrick; Meneghello; Behymer (1 January 2018). ""M," "F," Or "X"? Nonbinary Gender Designations In The Workplace". Fisher Phillips. Archived from the original on 17 July 2023. Retrieved 19 June 2020.
↑ ^5.0 ^5.1 ^5.2 ^5.3 ^5.4 ^5.5 Brenton, M.; Evans, K. (2 July 2020). "An Update On Nonbinary Gender Designations In The Workplace". Fisher Phillips. Archived from the original on 17 July 2023. Retrieved 23 September 2020.
↑ ^6.0 ^6.1 ^6.2 ^6.3 Moore, Emily (11 October 2019). "Beyond the Binary: Navigating the Workplace as a Gender Nonconforming Individual". Glassdoor. Archived from the original on 17 July 2023. Retrieved 28 August 2021.
↑ GLAAD (11 June 2019). "The Right Way to Use Gender Pronouns at Work". Oprah Magazine. Archived from the original on 17 July 2023. Retrieved 23 September 2020.
↑ "Employment law and non-binary people: what employers need to know". Lewis Silkin. 15 September 2020. Archived from the original on 17 July 2023. Retrieved 23 October 2020.
↑ Zheng, Lily (20 November 2020). "Transgender, Gender-Fluid, Nonbinary, and Gender-Nonconforming Employees Deserve Better Policies". Harvard Business Review. Archived from the original on 17 July 2023. Retrieved 21 November 2020.
↑ Allen, Samantha (11 September 2018). "Workplaces Need to Prepare for the Non-Binary Future". The Daily Beast. Archived from the original on 17 July 2023. Retrieved 23 September 2020.
↑ "Appendix C: Best practices checklist". Ontario Human Rights Commission. 14 April 2014. Archived from the original on 17 July 2023. Retrieved 23 October 2020.
↑ "How To Complete EEO-1 Report With Non-Binary Employees". Fisher Phillips. 23 August 2019. Archived from the original on 17 July 2023. Retrieved 23 September 2020.
↑ "EEOC FREQUENTLY ASKED QUESTIONS (FAQs)". Archived from the original on 18 December 2019.
↑ Moore, Emily (9 July 2020). "8 Interview Questions to Evaluate If A Company is *Really* Inclusive". Glassdoor. Archived from the original on 17 July 2023. Retrieved 28 August 2021.

[OutEqual-1] Out & Equal (2018). "BEST PRACTICES FOR NON-BINARY INCLUSION IN THE WORKPLACE" (PDF). Archived from the original (PDF) on 17 July 2023. Retrieved 23 September 2020.

[2] Davidson, Skylar (2016). "Gender inequality: Nonbinary transgender people in the workplace". Cogent Social Sciences. 2 (1). Archived from the original on 17 July 2023.

[Smith2018-3] 3.0 ^3.1 Smith, Allen (16 February 2018). "How to Accommodate 'Gender-Nonbinary' Individuals—Neither Men nor Women". SHRM. Archived from the original on 17 July 2023. Retrieved 23 September 2020.

[Hendrick-4] Hendrick; Meneghello; Behymer (1 January 2018). ""M," "F," Or "X"? Nonbinary Gender Designations In The Workplace". Fisher Phillips. Archived from the original on 17 July 2023. Retrieved 19 June 2020.

[FP2020-5] 5.0 ^5.1 ^5.2 ^5.3 ^5.4 ^5.5 Brenton, M.; Evans, K. (2 July 2020). "An Update On Nonbinary Gender Designations In The Workplace". Fisher Phillips. Archived from the original on 17 July 2023. Retrieved 23 September 2020.

[Moore-Beyond-6] 6.0 ^6.1 ^6.2 ^6.3 Moore, Emily (11 October 2019). "Beyond the Binary: Navigating the Workplace as a Gender Nonconforming Individual". Glassdoor. Archived from the original on 17 July 2023. Retrieved 28 August 2021.

[Oprah-GLAAD-7] GLAAD (11 June 2019). "The Right Way to Use Gender Pronouns at Work". Oprah Magazine. Archived from the original on 17 July 2023. Retrieved 23 September 2020.

[lewi_Empl-8] "Employment law and non-binary people: what employers need to know". Lewis Silkin. 15 September 2020. Archived from the original on 17 July 2023. Retrieved 23 October 2020.

[Zheng-9] Zheng, Lily (20 November 2020). "Transgender, Gender-Fluid, Nonbinary, and Gender-Nonconforming Employees Deserve Better Policies". Harvard Business Review. Archived from the original on 17 July 2023. Retrieved 21 November 2020.

[Allen-10] Allen, Samantha (11 September 2018). "Workplaces Need to Prepare for the Non-Binary Future". The Daily Beast. Archived from the original on 17 July 2023. Retrieved 23 September 2020.

[ohrc_Appe-11] "Appendix C: Best practices checklist". Ontario Human Rights Commission. 14 April 2014. Archived from the original on 17 July 2023. Retrieved 23 October 2020.

[FP2019-12] "How To Complete EEO-1 Report With Non-Binary Employees". Fisher Phillips. 23 August 2019. Archived from the original on 17 July 2023. Retrieved 23 September 2020.

[13] "EEOC FREQUENTLY ASKED QUESTIONS (FAQs)". Archived from the original on 18 December 2019.

[Moore-Inclusive-14] Moore, Emily (9 July 2020). "8 Interview Questions to Evaluate If A Company is *Really* Inclusive". Glassdoor. Archived from the original on 17 July 2023. Retrieved 28 August 2021.

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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>
-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>
+Some jurisdictions, such as the state of California, have laws explicitly protecting nonbinary people from discrimination in the workplace and elsewhere.<ref name="Smith2018" />
+==Tips for employers==
 It is recommended that employers take actions to show nonbinary inclusivity, such as:
-* 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>
+* 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>
 * 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]].<ref name="FP2020" />
+* offering gender-neutral [[honorifics]] such as [[Mx]] on forms and in computer systems.<ref name="FP2020" />
-* allowing employees to list their [[pronouns]] on email signatures/name tags/etc.
+* 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 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>
+* 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"/>
+* 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/}}</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}}</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" />
+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>
+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>
+==Tips for employees/job seekers==
+{{incomplete|section=yes}}
-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><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}}</ref>
+===While job-seeking===
-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>
+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.
-Some jurisdictions, such as the state of California, have laws explicitly protecting nonbinary people from discrimination in the workplace and elsewhere.<ref name="Smith2018" />
+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.
+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>
+===While employed===
 ==See also==
 *[[Coming out]]
 *[[Template letters]]
+==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 }}
+*{{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}}
+*{{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)
+*{{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}}
+*{{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)
 ==References==
 {{reflist}}
-==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}}
-*[https://erinrwhite.com/coming-out-as-nonbinary-at-work/ Coming out as nonbinary at work] (includes example letter)
 [[Category: Practical resources]]