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> Some research has shown "that being out as a nonbinary transgender person has different effects [...] based on [[sex assigned at birth]], with those assigned male at birth tending to be discriminated against in hiring but those assigned female at birth more likely to experience differential treatment once hired."<ref>{{cite journal|date=2016|last=Davidson|first=Skylar|url=https://www.tandfonline.com/doi/full/10.1080/23311886.2016.1236511|title=Gender inequality: Nonbinary transgender people in the workplace|journal=Cogent Social Sciences|volume=2|issue=1}}</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> Some research has shown "that being out as a nonbinary transgender person has different effects [...] based on [[sex assigned at birth]], with those assigned male at birth tending to be discriminated against in hiring but those assigned female at birth more likely to experience differential treatment once hired."<ref>{{cite journal|date=2016|last=Davidson|first=Skylar|url=https://www.tandfonline.com/doi/full/10.1080/23311886.2016.1236511|title=Gender inequality: Nonbinary transgender people in the workplace|journal=Cogent Social Sciences|volume=2|issue=1}}</ref> | ||
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* editing documentation to utilize [[gender neutral language]] and [[singular they]] rather than using phrases like "his/her paycheck".<ref name="Hendrick">{{Cite web |title=“M,” “F,” Or “X”? Nonbinary Gender Designations In The Workplace |last1=Hendrick|last2=Meneghello|last3=Behymer |work=Fisher Phillips |date=1 January 2018 |access-date=19 June 2020 |url= https://www.fisherphillips.com/resources-newsletters-article-m-f-or-x-nonbinary-gender-designations}}</ref><ref name="FP2020">{{Cite web |title=An Update On Nonbinary Gender Designations In The Workplace |last1=Brenton |first1=M.|last2=Evans|first2=K. |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> | * editing documentation to utilize [[gender neutral language]] and [[singular they]] rather than using phrases like "his/her paycheck".<ref name="Hendrick">{{Cite web |title=“M,” “F,” Or “X”? Nonbinary Gender Designations In The Workplace |last1=Hendrick|last2=Meneghello|last3=Behymer |work=Fisher Phillips |date=1 January 2018 |access-date=19 June 2020 |url= https://www.fisherphillips.com/resources-newsletters-article-m-f-or-x-nonbinary-gender-designations}}</ref><ref name="FP2020">{{Cite web |title=An Update On Nonbinary Gender Designations In The Workplace |last1=Brenton |first1=M.|last2=Evans|first2=K. |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> | ||
* 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]] in computer systems.<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. | * allowing/encouraging 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="FP2020" /> and including information about nonbinary genders in any anti-harassment training activities.<ref name="Smith2018">{{Cite web |title=How to Accommodate | * 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> | ||
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==Tips for employees/job seekers== | ==Tips for employees/job seekers== | ||
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===While job-seeking=== | ===While job-seeking=== | ||