Talking about gender pronouns in the workplace

In many different sectors, including architecture, employees are increasingly entering the workplace with gender identities and expressions that may challenge existing understandings and norms. In this blog, we explore how RIBA members can contribute to fostering positive and open discussions about gender, as we all work towards building a more inclusive profession.

While many transgender people identify on a binary scale – as either male or female – some do not, and may instead refer to themselves as “genderqueer,” “gender fluid,” “non-binary” or by using other terms. Such gender expansive identities are generally considered part of the greater transgender community.

These employees may opt to use gender expansive pronouns such as “they, them and theirs” instead of the gendered “he, him and his” or “she, her and hers.” In addition, gendered honorifics such as “Ms.” or “Mr.” may change to the more inclusive “Mx.”

Some key definitions:

• Transgender: Applies to a person whose gender is different from their "assigned" sex at birth
• Cisgender: Applies to someone whose gender matches their "assigned" sex at birth (ie someone who is not transgender)
• Non-binary: Applies to a person who does not identify as "male" or "female"
• Genderqueer: Similar to "non-binary" - some people regard "queer" as offensive while others embrace it, so it is important to be aware of context when using the word to identify others
• Genderfluid: Applies to a person whose gender identity changes over time

The way in which people refer to us through our name and pronouns is of course deeply personal. Using a person’s chosen name and pronouns is a form of mutual respect and basic courtesy. Everyone deserves to have their self-ascribed name and pronouns respected in the workplace.

The experience of being misgendered can be hurtful, angering, and even distracting. The experience of accidentally misgendering someone can be embarrassing for both parties, creating tension and leading to communication breakdowns across teams and with clients.

So, how can you create opportunities in the workplace for open discussion?

We recommend exploring opportunities where it might be appropriate to ask for or offer one’s pronouns. Here are some examples:

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