Article: LGBTQIA+ and pronouns: What managers need to know Written by Beth Gault Tuesday 07 June 2022 Share Share to LinkedIn Share to Facebook Share via email Using pronouns can signify allyship to the gender diverse community. Here’s how to make more space for pronouns in your organisation The Everyone Economy Report CMI’s plan for sharing work, opportunity and success The Everyone Economy report has now launched. Download the findings The gender diverse community is a significant part of the population. Yet, LGBTQIA+ staff continue to face barriers at work, such as that concerning pay and progression. CMI research also found that nearly a quarter of those who did not identify as heterosexual were not comfortable with being open about their sexual orientation in the workplace, and only 39% said they had visible LGBTQIA+ role models. “If you have no visible trans or non-binary people in your organisation, and you are a large organisation, then you’re not doing enough,” says Rachel Reese, founder of corporate trans and non-binary inclusion company Global Butterflies. Gender Gender is not the same as sex. Sex is assigned at birth, while gender is the masculine, feminine or other ways people can decide to express themselves (their ‘gender expression’). How someone experiences their gender is termed their ‘gender identity’. Someone’s gender expression doesn’t automatically match their gender. Trans, Transgender A term used for people whose gender doesn’t align with the biological sex they were assigned at birth. Non-binary A term used for people whose gender identity doesn’t sit comfortably with either ‘male’ or ‘female’. Each non-binary person’s identity can be different, as they decide which parts of the binary identity they reject or accept. Only got two minutes? Go straight to actions for managers In the past number of years there has been a shift – especially within Generation Z – and people are now demanding more inclusivity within the workplace. “What we’re seeing now is that Generation Z are expecting to give their pronouns during the talent attraction process, and if they can’t, they’ll probably walk away,” says Rachel. Keep reading to learn how to make more space for pronouns in your team Login or register below for Free Instant Access Login If you are already registered as a CMI Friend, Subscriber or Member, just login to view this article. Confirm your registration Login below to confirm your details and access this article. Sign in with email Email remember me remember Forget? Please confirm that you want to switch off the "Sign in with email" remember me feature. Yes No Register for Free Access Not yet a Member, Subscriber or Friend? Register as a CMI Friend for free, and get access to this and many other exclusive resources, as well as weekly updates straight to your inbox. You have successfully registered As a CMI Friend, you now have access to whole range of CMI Friendship benefits. Please login to the left to confirm your registration and access the article. Article Our extensive range of articles are designed to keep you in the loop with all the latest management and leadership best practice, research and news. Members See More CMI Members have access to thousands of online learning and CPD resources. Learn more about our membership benefits Join The Community CMI offers a variety of flexible membership solutions, tailored to your needs. Find out more and get involved in the CMI community today.
