Addressing and Preventing Misgendering in the Modern Workplace

For employees who do not self-identify as female or male, misgendering can cause significant amounts of distress. This is especially true in the modern-day workplace.

As per the IT Salary Guide On Motion Recruitment, simply paying employees what they are worth is no longer a priority for many individuals. Work-life balance and colleagues and culture are critical, too. A culture of respect and collaboration involves clearly addressing misgendering in a bit to create an inclusive, welcoming and equitable environment. 

So, it is important that organization leaders understand misgendering and know what to do to prevent it in their workplace.  

Misgendering in the workplace

Misgendering occurs when someone refers to an individual with gender terms that don’t adhere to the subject’s self-identity. 

The act can be deliberate, accidental, or careless but the impact on the person in question is often the same regardless of the intent behind it. 

Gender identity in the workplace can be especially challenging, particularly if addressing people using honorifics, such as Mr/Mrs/Miss/Ms. However, in order to create a diverse and inclusive workplace, it is the duty of leaders and HR teams to help their teams to navigate around these challenges so that they can treat all colleagues in the way that they deserve. 

Addressing misgendering

The Title VII of the Civil Rights Act of 1964 legislates against discrimination in the workplace based in an individual’s religion, gender, color, race or national origin. Additionally, in 2020, the United States Supreme Court determined that discrimination based on an individual’s gender identity or sexual orientation were included within the Title. 

The first step to alleviating the potential ramifications of gender misgendering is to make sure that the situation is addressed clearly within company policy and procedure, so that people are protected, and that they are valued for what they can bring to their organization, rather than a protected characteristic.

Most people have misgendered someone at some stage by simply making an assumption based on preconceived societal norms. While the instinct may be to ignore it and move on, an inclusive approach means addressing the mistake at the time and apologizing accordingly. Be direct and clear about your correction, e.g.:

• “I am sorry, I realized that I used the wrong pronoun for you there. That won’t happen again.”

• “Thank you for pointing out my mistake, I will fix that moving forward.”

Preventing misgendering

Prevention is nearly always better than cure, and that is certainly the case for misgendering. This can be done by embedding a simple set of guidelines into all organizational communications, be they in person, written, or online.

1. Make a habit of choosing gender-neutral terms when possible (They/ them/ their).
2. If you are addressing a person directly, make sure that you use the appropriate name and pronouns. If you are unsure of them, check first to avoid embarrassment or distress to both parties. 
3. Wherever possible, avoid using gender-binary terms such as girls, boys, men, or women, opting instead for gender-neutral ones such as colleagues, students, people, they. 
4. If you are unsure about a person’s pronoun, use “they” until you are sure. However, once you know someone’s pronouns, make sure you use them correctly. 
5. If you notice someone misgendering an individual – even if the individual in person is not there – make sure you correct the person. If you are the most senior person there, something along the lines of “I am sorry, I noticed that your pronouns were used incorrectly there. We will all ensure that that doesn’t happen again.” If your senior makes the mistake, be sure to let them know so they can fix it as soon as possible; the way you do that will depend on your relationship with them. 
6. If you use honorifics, make sure you know each individual’s gender identity. If in doubt, use the gender-neutral “Mx”.
7. Allowing or even encouraging individuals to add their pronouns to their email signatures can help to avoid misgendering; however, be aware that some people may not be ready to come out to their colleagues yet, so it is not wise to make pronoun disclosure compulsory.
8. Avoid referring to pronouns as “chosen” or “preferred”. Gender identity is an immovable part of who an individual is and, as such, is neither preferred nor chosen. 
9. If you are unsure about someone’s gender, feel free to ask them. Approach the questions with respect and ask if there is a way that you should address them. A more discreet option is to offer someone your gender pronouns; if they want to let you know theirs, they will have the opportunity to do so, but if they would prefer not to, they don’t feel obligated.

Intentional misgendering

While most misgendering is accidental, intentional misgendering in the workplace is a disciplinary offence. It is essential that colleagues and managers ensure they are vigilant for, and quick to address and respond to, acts that could be perceived as misgendering.

At a time when people feel that they cannot freely express who they are for fear of judgment or mistreatment, it is vital that all people of all genders become allies to those for whom gender is a source of anxiety or distress. 

By creating an environment of respect, curiosity and camaraderie, managers can be sure that their staff are more likely to be happy and more productive. 

Bottomline

Businesses have a moral and legal obligation to protect employees from misgendering and gender identity. Misgendering of employees, whether by coworkers, supervisors, or customers, could contribute to a hostile work environment. So, it's important to address and correct the conduct promptly. 

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