Employment: Difference between revisions
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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=" | 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> | ||
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" | |||
* updating forms and software to allow more gender options than male and female, and offer gender-neutral [[honorifics]] such as [[Mx]] | |||
* 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." | |||
* revising anti-discrimination/anti-harassment policies to include nonbinary gender as a protected characteristic<ref name="FP">{{Cite web |title=An Update On Nonbinary Gender Designations In The Workplace |author= |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> | |||
* providing one or more gender-neutral [[bathrooms]] | |||
* 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> | |||
==References== | ==References== | ||
{{reflist}} | {{reflist}} | ||
[[Category: Practical resources]] | [[Category: Practical resources]] | ||
Revision as of 23:25, 23 September 2020
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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.[1]
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"
- updating forms and software to allow more gender options than male and female, and offer gender-neutral honorifics such as Mx
- 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."
- revising anti-discrimination/anti-harassment policies to include nonbinary gender as a protected characteristic[2]
- providing one or more gender-neutral bathrooms
- when appropriate (i.e. when it will not "single out" a trans/nonbinary employee), have people introduce themselves with their name and pronoun[3]
References
- ↑ Out & Equal (2018). "BEST PRACTICES FOR NON-BINARY INCLUSION IN THE WORKPLACE" (PDF). Retrieved 23 September 2020.
- ↑ "An Update On Nonbinary Gender Designations In The Workplace". Fisher Phillips. 2 July 2020. Retrieved 23 September 2020.
- ↑ GLAAD (11 June 2019). "The Right Way to Use Gender Pronouns at Work". Oprah Magazine. Retrieved 23 September 2020.