Employment: Difference between revisions

← Older edit

Employment (edit)

Revision as of 07:34, 6 March 2025

495 bytes added , 7 months ago

m

→‎Further reading/resources

Mitchc

1

edit

@@ 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" />
 * 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 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" />
-* 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>
 * Make efforts to include coverage for transition-related services in employee [[health insurance]].<ref name="Moore-Beyond" />
@@ Line 46: / 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=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}}
+*[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==