{"id":13610,"date":"2021-09-13T16:48:49","date_gmt":"2021-09-13T15:48:49","guid":{"rendered":"https:\/\/www.taipawb.org\/?post_type=blog&p=13610"},"modified":"2021-09-13T16:48:49","modified_gmt":"2021-09-13T15:48:49","slug":"pronouns-in-the-workplace-do-they-make-a-difference","status":"publish","type":"post","link":"https:\/\/www.taipawb.org\/cy\/news\/2021\/pronouns-in-the-workplace-do-they-make-a-difference\/","title":{"rendered":"Pronouns in the workplace: Do they make a difference?"},"content":{"rendered":"

I was recently asked by Newydd Housing Group whether Tai Pawb could deliver an inhouse session on using pronouns in the workplace and of course I said we absolutely could. We will always do our best to ensure our facilitators have lived experience, so I reached out to our friends at Trans Aid Cymru and we have partnered up to offer a new Let\u2019s Talk session on \u201c<\/strong><\/span><\/span>Trans Aid Inclusion and Safety<\/span><\/a><\/strong><\/span>\u201d<\/strong><\/span>, which is now available to all our members and delivered by a trans person (email me for more information\u00a0<\/span>vicki@taipawb.org<\/strong><\/span><\/span><\/a>)<\/span><\/span>\u00a0<\/span><\/p>\n

Adding pronouns to signatures and bio\u2019s is becoming more common place across social media and email signatures, the housing sector is no different and\u00a0it\u2019s\u00a0not just Newydd asking,\u00a0we have seen an increase in members asking for support\u00a0with the best approach for staff engagement and implementation\u00a0of this.\u00a0<\/span>\u00a0<\/span><\/p>\n

We know that adding pronouns in this way will not remove the inequalities faced by the\u00a0Trans and non-binary community\u00a0or\u00a0solve\u00a0transphobia,\u00a0but it\u00a0can\u00a0be\u00a0a\u00a0basic\u00a0and straightforward\u00a0step towards inclusivity, plus as\u00a0we\u2019ve\u00a0seen at Tai Pawb, it\u2019s a great way to\u00a0open up\u00a0conversations around gender\u00a0identity\u00a0and\u00a0Trans inclusion.<\/span>\u00a0<\/span><\/p>\n

Pronouns allow people to express how they would like to be addressed. They also show not only that you’re an ally but also that you don\u2019t assume anyone\u2019s gender based on how they look and act, furthermore it\u2019s useful for more gender-neutral names like Charlie, Sam, Alex and Vic for example.<\/span>\u00a0<\/span><\/p>\n

The \u201cthey\/them\u201d pronoun will usually be used by people who identify as non-binary, that is, they don\u2019t see themselves as definitively male or female. Famous celebrities who identify in this way are Sam Smith (singer), Demi Lovato (singer, actor) and Elliot Page (actor, who uses both he and they). It is also important to understand that someone\u2019s gender identity (how they feel inside) may not necessarily align with their gender expression (how they look) and also that their appearance (physically and aesthetically) may change over the course of time (just like anyone\u2019s can).<\/span> \u00a0<\/span><\/p>\n

\u00a0<\/span><\/p>\n

So why is this important?<\/span><\/b>\u00a0<\/span><\/h4>\n

From an inclusivity perspective, everyone deserves the right to be shown dignity and respect and to be addressed and communicated\u00a0with\u00a0in their preferred way, but the stats\u00a0present a picture\u00a0showing that this isn\u2019t always\u00a0the case,\u00a0with LGBTQ+ people and trans people\u00a0in particular\u00a0still\u00a0citing\u00a0discrimination,\u00a0lack of support and at worst bullying in their workplaces.\u00a0<\/span>\u00a0<\/span><\/p>\n

A report by Stonewall and YouGov\u2019s highlights just how much more progress needs to be made before every LGBTQ+ person in Britain feels accepted for who they are at work. The facts can really speak for themselves around this, particularly the experiences of trans people and here are a few:<\/span>\u00a0<\/span><\/p>\n

    \n
  1. 1 in 4\u00a0Trans people aren\u2019t open with anyone at work about being\u00a0Trans<\/span>\u00a0<\/span><\/li>\n<\/ol>\n
      \n
    1. 1\u00a0in\u00a08\u00a0Trans\u00a0people (12 per cent) have been physically attacked by customers or colleagues because of being\u00a0Trans<\/span>\u00a0<\/span><\/li>\n<\/ol>\n
        \n
      1. 1\u00a0in five\u00a0Trans people and a third of non-binary people don\u2019t feel able to wear work attire representing their gender expression.\u00a0<\/span>\u00a0<\/span><\/li>\n<\/ol>\n
          \n
        1. Almost\u00a01\u00a0in\u00a010\u00a0Trans people don\u2019t feel able to use a toilet that they feel comfortable with.\u00a0<\/span>\u00a0<\/span><\/li>\n<\/ol>\n
            \n
          1. 1 in 4\u00a0Trans people experience homelessness<\/span>\u00a0<\/span><\/li>\n<\/ol>\n

            \u00a0<\/span><\/p>\n

            So, whilst progress has undoubtedly been made, we still have a way to go.\u00a0\u00a0From a business perspective\u00a0it is\u00a0important\u00a0for employers to recognise\u00a0that\u00a0in order to\u00a0be successful they need their staff to feel confident and that they belong.<\/span>\u00a0<\/span><\/p>\n

            \u00a0<\/span><\/p>\n

            But, what if we get it wrong?<\/span><\/b>\u00a0<\/span><\/h4>\n

            Tai Pawb consistently hear that people\u00a0are scared of\u00a0getting things wrong, saying the wrong thing or causing offence (and unwittingly discriminating). From our perspective the only way to truly get trans inclusion right is to ask – it\u00a0shows respect\u00a0and that you want to learn.<\/span>\u00a0<\/span><\/p>\n

            There are some\u00a0behaviours that are\u00a0considered\u00a0transphobic, such as c<\/span>alling someone by their rejected birth name\u00a0(termed “deadnaming”)\u00a0and\u00a0wittingly\u00a0referring to a person in a way that does not reflect their gender identity\u00a0(called “misgendering”).\u00a0Further examples<\/span>,<\/span>\u00a0are questioning someone\u2019s gender,\u00a0whether they \u2018pass\u2019,\u00a0inappropriate questions about medical treatment, disclosing someone\u2019s trans identity or history without permission\u00a0(and\u00a0in some circumstances \u2013 this can be a\u00a0<\/span>criminal offence<\/strong><\/span>)<\/span><\/span><\/a>.\u00a0<\/span>\u00a0<\/span><\/p>\n

            \u00a0It is\u00a0important we look out for these behaviours in the workplace\u00a0to\u00a0safely\u00a0correct each other\u00a0and\u00a0have effective\u00a0channels\u00a0to educate, learn and support\u00a0people, all of which demonstrates\u00a0that\u00a0a person\u2019s\u00a0identity is taken\u00a0seriously.<\/span>\u00a0<\/span><\/p>\n

            As well as pronouns there are other\u00a0practical\u00a0steps\u00a0organisations\u00a0can take, such as:<\/span>\u00a0<\/span><\/p>\n