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="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> | 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> | ||
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* allowing employees to list their [[pronouns]] on email signatures/name tags/etc. | * 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."<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=" | * 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> | ||
* 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> | ||
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> | |||
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> | 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> | ||
Some jurisdictions, such as the state of California, have laws explicitly protecting nonbinary people from discrimination in the workplace and elsewhere.<ref name="Smith2018" /> | |||
==References== | ==References== | ||
{{reflist}} | {{reflist}} | ||
==Further reading/resources== | |||
*[https://erinrwhite.com/coming-out-as-nonbinary-at-work/ Coming out as nonbinary at work] (includes example letter) | |||
[[Category: Practical resources]] | [[Category: Practical resources]] | ||