Small Steps Achieve Big Gains for Inclusivity

Written by: Natasha Savoline & Hannah Tarr

The Paris Olympics have been exciting but have had their share of controversy, including about gender inclusivity.

A male commentator was fired after remarking about a female swim team being slow to leave a pool deck, “you know what women are like… hanging around, doing their make-up.”

Algerian boxer Imane Khelif broke down in tears after winning a match following a week of unrelenting attacks and disparagement by countless social media keyboard warriors for not conforming with stereotypical female gender norms in her appearance. Even one of Khelif’s opponents joined the bullying, posting an image meant to depict Khelif as a hypermasculine and muscular beastlike creature.

Closer to home and in the workplace context, earlier this year the Canadian Human Rights Commission awarded $18,000 to a transgender man for discrimination based on gender identity and expression. The owner and a co-worker repeatedly misgendered Bilac by:

• continually and knowingly referring to him using female pronouns

• repeatedly deadnaming him, and

• subjecting him to comments and questions about being trans, like asking if he had hair on his buttocks, the owner claiming his religion did “not allow for transsexuality,” and asking “how two women have sex.”

The Ontario Human Rights Code likewise protects employees against discrimination and discriminatory harassment based on gender expression and gender identity.

These stories reinforce the need to be gender inclusive and gender responsive and to weave it into our everyday interactions and workplace policies and practices. For those unfamiliar with ‘gender responsive’, put simply it means being mindful of gender stereotypes and the different experiences, opportunities – or lack thereof – we each have had in the world based on our genders.

Women, transgender and non-binary individuals more often face stigma, prejudice and bias in the workplace with lasting impacts on career satisfaction and opportunities.

Here are some ways to boost gender inclusive and responsive practices at work:

• Challenge stereotypes – Be an Upstander by speaking up against policies, practices or views that perpetuate gender stereotypes. Blatant or unintentional, gender stereotypes can oppress and stifle gender inclusivity and people’s ability to live their chosen gender identity.

• Language matters – Communication is measured at the listener’s ear, not the speaker’s mouth. It’s about impact, not intention. Avoid gender-specific language. Replace man-centred words like mankind, spokesman and chairman with gender inclusive words like humankind, spokesperson or chairperson. Use folks or everyone instead of “guys,” and partner instead of terms presumptive of gender like husband, wife, boyfriend or girlfriend.

• Use chosen pronouns – Use and respect someone’s chosen pronouns. Offer employees the option to include gender pronouns in email signatures and names in virtual meetings.

• Ask – If you are unsure about someone’s preferred pronouns, ask. You can also use “they” instead of “he” or “she”. Open the conversation for employees to provide suggestions on how the organization can do even better with gender inclusivity and responsiveness.

• Make a plan – If an employee is transitioning, work together to plan how the organization can best support them and address any communication to others about the transition.

• Gender inclusive facilities – Be proactive in having washroom facilities that are accessible to all genders and gender non-conforming individuals. Don’t wait until someone asks for them.

• Update policies – Ensure policies use gender neutral and inclusive language, prohibit discrimination and harassment based on sex, and gender identify and expression, and don’t facilitate systemic practices that discriminate based on those grounds.

• Educate – Knowledge is powerful. Stereotypical attitudes, biases, and discrimination sometimes stem from a mere not knowing or fear of something unknown. Train and raise awareness about gender inclusive and responsive rights, expectations and practices.

• Be an ally – Not being party to harassment or discrimination is no doubt important. But being an ally or friend to those who may be experiencing mistreatment, judgement or ostracizing adds much more to inclusiveness.

• AAA – If you misstep, by misgendering someone for example, follow the AAA approach: acknowledge, apologize and act. Acknowledge your mistake, provide a meaningful apology and act to address the issue to avoid repeating it.

• Take a check on discomfort – If someone suggests they are uncomfortable with a transgender or transitioning employee or gender inclusive workplace practices, seek why. Is it lack of awareness, a belief it conflicts with their creed, or discriminatory views? No matter the reason, be mindful that the most uncomfortable person in the room is usually the transgender or transitioning employee.

Small steps like these are easy ways to achieve big gains towards an inclusive workplace.