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Employment: Difference between revisions
→Tips for employers: Merging two bullet points that both cover similar topic
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* 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" /> | ||
* | * 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" /> | ||
* 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> | ||