Employment: Difference between revisions
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* providing one or more gender-neutral [[bathrooms]].<ref name="FP2020"/> | * providing one or more gender-neutral [[bathrooms]].<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.<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> | * 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}}</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> | ||
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> | 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> | ||