How to Support Non-Binary Employees in the Workplace

July 14 marks international Non-Binary People’s Day. This is an excellent time to review your company policies and procedures to ensure they support your non-binary employees. 

The number of people identifying as non-binary in gender is rising. Young people — Millennials and Generation Z — have more fluid perceptions of gender identity in general than previous generations, and many communities use non-traditional definitions and language to define gender. Employers need to build an environment of inclusion by moving away from binary, gender-specific language and facilities.

What Does Non-Binary Mean?

Non-binary gender identity refers to a person who does not identify as strictly male or female. The individual experiences of non-binary individuals are quite varied. Non-binary people may identify as both female and male or neither. They may have an unrecognized gender identity, a gender identity that varies over time, partial connection to a gender identity, be intersex (born with reproductive or sexual anatomy that is neither entirely male nor female), or even have a culturally specific gender identity that’s not recognized outside that culture.

Priorities For Workplace Inclusion

Whatever their specific non-binary identity, these individuals often face misunderstanding and discrimination. A supportive workplace, based on the following practices, can make a meaningful difference in their personal and professional lives.

Gender Pronouns At Work — Encourage Choice 

Using individuals’ correct pronouns is an important way to show respect. The best way to know what pronoun to use for someone is to ask. Provide opportunities at onboarding and introduce new employees with their names and personal gender pronouns. Include pronouns in email signatures.

Specifying pronouns should be voluntary, of course, and available to everyone. Explain the reason for the practice to all employees to improve understanding and acceptance. 

There are many gender-neutral pronouns in use today, and you should expect to see a variety of options used. If your company uses titles, allow employees to specify these, such as Mr., Ms., or gender-neutral Mx.  

Use Gender-Neutral Language in Company Documents and Marketing Materials

Remove gendered language from your policies, documents, and all internal and external communications. “They” is an acceptable and preferable substitute for “he” or “she.” You can also reconstruct sentences to avoid pronouns altogether. These changes in language usage have already gained traction in many industries, including marketing, journalism, education, etc.  

Create All Gender Bathrooms

Gendered bathrooms can make non-binary employees uncomfortable by forcing them to make choices they don’t believe are valid. An all-gender restroom shows that your company understands and supports differences. Be sure to use ADA-compliant signage with a non-gendered pictogram such as a toilet image to avoid unwittingly reinforcing gender roles. 

Make Dress Codes Gender Neutral

Whether you want your employees to dress professionally or casually, avoid categorizing your dress code rules by male and female. 

Establish Transgender/Non-Binary Employee Resource Groups

Employee resource groups (ERGs) ensure that you hear the voices of diverse employees and address their needs. In these groups, employees have an opportunity to talk to others who share their experiences, voice concerns in a safe space, propose changes, and educate coworkers. Offer these opportunities to all of your gender-nonconforming employees. 

Initiatives That Benefit Your Employees and Company

For companies to provide a supportive work environment and sustain their ability to attract high-level job candidates, they must adapt to changing attitudes toward gender identity. Younger employees put more emphasis than ever on the culture of places they are willing to work, and inclusion is highly valued. 

Kanarys is Your DEI Champion

At Kanarys, we are the diversity, equity, and inclusion people with the data-driven approach. Since 2018, Kanarys has aimed to change the world by creating equitable workplaces where everyone belongs. We guide your organization’s DEI path every step of the way with courage and collaboration. It starts with data, analytics and insights, and continues with recommendations and implementation. 

Our mission, as your partner and champion in the ever-evolving DEI journey: Help you understand what it takes to foster lasting, systemic change today and for tomorrow. Because when you succeed with DEI, your employees can thrive—and so can your organization.