{"id":1814,"date":"2019-09-19T10:08:07","date_gmt":"2019-09-19T17:08:07","guid":{"rendered":"https:\/\/ascentblog.org\/?p=1814"},"modified":"2019-09-17T10:10:02","modified_gmt":"2019-09-17T17:10:02","slug":"preferred-gender-pronouns-in-the-workplace","status":"publish","type":"post","link":"https:\/\/ascentblog.org\/preferred-gender-pronouns-in-the-workplace\/","title":{"rendered":"Preferred Gender Pronouns in the Workplace"},"content":{"rendered":"\n<p>Cultural acceptance is far greater today than ever before, but\ndespite an era of openness, unintentional bias can still occur. A prime example\ninvolves transgender identity in the workplace. Regardless of how well-meaning\nwe are, it\u2019s easy to inadvertently offend or upset a transgender\nperson\u2014especially when it comes to using gender pronouns.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Gender Identity as a Civil Right <br> <\/h2>\n\n\n\n<div class=\"wp-block-image\"><figure class=\"alignright is-resized\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/ascentblog.org\/wp-content\/uploads\/2019\/09\/gender.jpg\" alt=\"Woman and man cutouts \" class=\"wp-image-1815\" width=\"587\" height=\"388\" srcset=\"https:\/\/ascentblog.org\/wp-content\/uploads\/2019\/09\/gender.jpg 640w, https:\/\/ascentblog.org\/wp-content\/uploads\/2019\/09\/gender-300x198.jpg 300w\" sizes=\"auto, (max-width: 587px) 100vw, 587px\" \/><\/figure><\/div>\n\n\n\n<p>\u201cTransgender\u201d is a blanket term that refers to anybody whose\ngender identity, expression or behavior differs from what is typically\nassociated with their assigned sex at birth. Non-binary, gender-fluid and\ngenderqueer individuals all fall under the term, but problems arise because not\nall non-binary people identify themselves as transgender. Some favor\ngender-neutral pronouns such as they\/them\/theirs or ze\/hir\/sie over more\ntraditional ones like he\/him\/his or she\/her\/hers.&nbsp;<\/p>\n\n\n\n<p>This can cause discomfort in the workplace, or worse, outright\ndiscrimination, especially from those who consider transgender people who\ninsist on the use of non-traditional pronouns as attention-seekers or\ntrend-followers. These same individuals are usually cognizant about avoiding\nnegative remarks about race or religion, and yet, perceive the issue of\ntransgender differently. What they fail to understand is that preferred\npronouns are essential to the transgendered person\u2019s very identity in exactly\nthe same way as race and religion.&nbsp;<\/p>\n\n\n\n<p>This can pose serious legal issues for employers. The Civil\nRights Act of 1964 prohibits workplace discrimination on the basis of race,\ncolor, religion, sex and national origin. Title VII of the Equal Employment\nOpportunity Commission specifically bans discrimination based on gender\nidentity or sexual orientation. Therefore, it is the civil right of\ntransgendered people to be called by their preferred pronouns. Prohibited acts\ninclude \u201cintentionally and persistently failing to use the name and gender\npronoun that correspond to the gender identity with which the employee\nidentifies, and which the employee has communicated to management and\nemployees.\u201d Detailed information can be found in the EEOC\u2019s publication, <a href=\"https:\/\/www.eeoc.gov\/eeoc\/newsroom\/wysk\/enforcement_protections_lgbt_workers.cfm\" target=\"_blank\" rel=\"noreferrer noopener\"><em>What\nYou Should Know About EEOC and Enforcement Protections for LGBT Workers<\/em><\/a><em>.\n<\/em>There has been some argument about whether or not Title VII\nprohibits discrimination on the basis of gender identity; the U.S. Supreme\nCourt is poised to rule definitively on the issue in an upcoming court\ncase.&nbsp;<\/p>\n\n\n\n<p>Regardless, Title VII stands as law currently. Even if the\nruling is overturned, it\u2019s in the employer\u2019s best interest to avoid\ndiscrimination in today\u2019s more enlightened society. Doing so involves\ninstituting a couple of key steps: from an operational perspective, human\nresource information systems, forms, and portals should undergo a thorough\naudit and be revised so they are built on non-binary gender identity platforms;\nand culturally speaking, employers should promote inclusivity in the workplace\nand foster a better understanding about gender identity through training for\nboth management and employees.&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Cultural acceptance is far greater today than ever before, but despite an era of openness, unintentional bias can still occur. A prime example involves transgender identity in the workplace. Regardless of how well-meaning we are, it\u2019s easy to inadvertently offend or upset a transgender person\u2014especially when it comes to using gender pronouns.&nbsp; Gender Identity as&#8230;<\/p>\n","protected":false},"author":3,"featured_media":1815,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"schema":"","placeID":"","no_match":false,"name":"","company":"","review":"","address":"","city":"","state":"","zip":"","lat":"","lng":"","phone1":"","phone2":"","fax":"","mon1":"","mon2":"","tue1":"","tue2":"","wed1":"","wed2":"","thu1":"","thu2":"","fri1":"","fri2":"","sat1":"","sat2":"","sun1":"","sun2":"","hours-note":"","footnotes":""},"categories":[6],"tags":[],"class_list":["post-1814","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-practice-advice"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v24.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Preferred Gender Pronouns in the Workplace | ASCENT: Administrator Support Community for ENT<\/title>\n<meta name=\"description\" content=\"ASCENT: Administrator Support Community for ENT | Cultural acceptance is far greater today than ever before, but despite an era of openness, unintentional bias can still occur. 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