Page 2 - The Leadership Line: June 2022

Navigating alternative pronouns—what’s the big deal?

Pronouns Matter. Personal gender pronouns are the pronouns that a person identifies with and would like to
be called when their proper name is not being used. Examples include “she/her/hers,” “he/him/his,” and “they/
them/theirs.” For some queer, non-binary, transgender, and gender non-conforming (GNC) people, the most used
pronouns of he/him and she/her may not fit and if used incorrectly can cause anxiety and stress and may even place
them in physical danger.
Using someone’s proper pronouns makes a difference in the mental health and well-being of everyone, particularly
transgender/GNC individuals. When a transgender/GNC person is misgendered, it adds to the variety of challenges
they may regularly encounter. It can cause a range of difficult feelings.
Pronoun use is so embedded throughout everyday interactions, that it is easy to take for granted how much we rely
on signals and assumptions for statements such as the following:

» The meeting with Mr. Gonzalez is at 10:00 am. He requested time with the entire
team.

» Simone’s application looks great. Could we set up an interview with her next week?
» Pete was right when he said the client would ask for more time on this contract.

As a manager, gender-affirmative support can have a powerful, if not lifesaving, impact. Suicide Thoughts and
Attempts Among Transgender Adults: Findings from the 2015 U.S. Transgender Survey found that in the workplace,
for example, transgender individuals with supportive coworkers and work environments demonstrate lower rates
of suicide thoughts and attempts in recent studies. Furthermore, studies also demonstrate that gender-affirmative
support can also reduce depression, improve self-esteem, and create a better quality of life for transgender
individuals.

How can you make a difference to the people you lead? See them. Make MIL a place where discussions include
“they/them,” “she/hers,” or “he/him,” and are conducted with trust and a sense of safety. Lead with acceptance and
model to others what that looks, sounds, and feels like.

Best practices around pronouns

The following are tips from ADP’s video on YouTube entitled Best Practices for Using Pronouns in the Workplace:

1. Incorporate neutral language in greetings. Instead of 3. If you make a mistake and someone corrects you,
“Hey, guys!” or “Welcome, ladies!”, use “Welcome, say “Thank you” instead of “I’m sorry” to own
everyone!” to make sure all participants feel the responsibility for your mistake. Practice using
acknowledged, safe, and included. someone’s pronouns so that you can get this right

2. Incorporate gender-neutral language in formal and as soon as possible. Having to correct others who
informal communications. This approach shifts misgender them is exhausting for many transgender
the burden away from non-binary and LGBTQ+ and non-binary people.
employees and instead creates an expectation of 4. DON’T ask about an employee’s or a prospective
inclusion that applies to the entire workforce. employee’s gender at birth or ask any questions in an
employment interview that might give the impression
that the gender identity of the prospective employee
is unacceptable.