The notion of gender nonconformity has become one of the most sensitive and misunderstood subjects not just in the workplace, but in our collective society. In today\u2019s world, many people shy away from discussing \u201ctaboo\u201d topics like sexual orientation and gender identity for fear of saying or doing the wrong thing. This is especially true in the workforce\u2014for employers and employees alike. <\/p>\n\n\n\n
As many are unfamiliar and uneducated with the nuances behind gender nonconformity in the workplace, I felt compelled to bring clarity to this delicate topic. That\u2019s why I invited Jay Pryor, Chief Diversity Officer at Sugar Ink, to take part in this latest edition of our Talent Talk<\/strong> series. A transgender and gender-nonconforming advocate who identifies as \u201cthey,\u201d Jay is an educator for inclusivity and gender consciousness. They offered the following tips to HR and business leaders on how to develop plans that foster a greater sense of inclusion and belonging for all employees.\u00a0 View the full-length interview on our TalentRise YouTube page<\/a>!<\/p>\n\n\n\n Learn How to Drive an Improved Workplace Culture<\/a>.<\/p>\n\n\n\n The concept of gender nonconformity denotes a person whose behavior or appearance does not align with prevailing cultural and social expectations about what is appropriate to their gender. Examples of gender nonconformity include women wearing ties or men serving as stay-at-home dads. While societal gender norms indicate that ties are to be worn by men and women are to care for children, gender nonconformists know that living out these gender norms is an impossible task. They believe that these socially constructed standards and unwritten rules are meant to be broken. <\/p>\n\n\n\n Businesses from around the world are placing a greater priority on initiatives that promote diversity, equity, and inclusion (DEI) within their organizations. As the concept of gender nonconformity in the workplace continues to evolve, Jay believes that companies must follow suit and implement a plan that is suitable for all employees\u2014regardless of gender expression or identity.<\/p>\n\n\n\n \u201cPeople have this notion that their gender is dictated by your genitals\u2014and that\u2019s simply not the case,\u201d commented Jay. \u201cSome of your employees will identify as nonbinary and use they\/them pronouns. These people don\u2019t want to be put in a \u2018pink\u2019 or a \u2018blue\u2019 box. I think the workplace should be freeing everyone up around their gender expression.\u201d<\/p>\n\n\n\n It\u2019s evident that incorporating they\/them pronouns into one\u2019s everyday vernacular will prove to be a challenge. However, due to the evolution in our culture, people need to show a willingness to take our base language and modify or \u201cungender\u201d it. While incorporating they\/them pronouns into languages like French\u2014which are heavily reliant on masculine or feminine tenses\u2014might be a struggle, Jay thinks that we all can start making a difference on a smaller scale.<\/p>\n\n\n\n \u201cPhrases like \u2018ladies and gentlemen\u2019\u2026 there should be no reason why we can\u2019t shift away from these sayings because they aren\u2019t inclusive of people like me,\u201d said Jay. \u201cPeople have to be willing to make mistakes when using they\/them pronouns for the first time. But by starting this dialogue and working to ungender language in the workplace, we can include all people and help them feel like they belong.\u201d<\/p>\n\n\n\n When evaluating employers\u2019 efforts to be inclusive of the LGBTQIA community, there seems to be a faction of employees that are unsure of how to approach a coworker that identifies as trans or nonbinary because they\u2019re fearful of doing or saying the wrong thing. Due to this hesitancy, these workers choose to ignore or exclude their trans or nonbinary colleagues, rather than running the risk of \u201cslipping up\u201d in conversation. In Jay\u2019s eyes, embracing the initial growing pains is all part of the process.<\/p>\n\n\n\n \u201cJust like anything new, using they\/them pronouns will probably feel awkward at first,\u201d concluded Jay. \u201cBut just like riding a bike or playing an instrument, you need to train yourself. Be willing to push through the uncomfortableness and giving this person a chance to thrive in your culture. Everyone wants to be affirmed\u2014so we all should make a conscious effort to affirm our trans and nonbinary colleagues.\u201d<\/p>\n\n\n\n Similar to other large-scale change initiatives that organizations attempt to implement, support must come from the top-down. According to Jay, executive involvement is critical to rolling out a successful program on gender nonconformity and utilizing they\/them pronouns in the workplace. Companies must get their CEOs and leadership teams on board, which will trickle down to all aspects of their organization.<\/p>\n\n\n\n \u201cGetting the CEO involved in these efforts is what will ultimately lead to change in this area,\u201d they said. \u201cHR leaders can work with their executive teams to find a way to approach this topic that feels good and provides valuable education for their employees. About 25% of 18-to-34 year-olds identify as LGBTQIA today\u2014and 13% of that group recognize themselves as gender nonconforming. Helping these people feel included in your company isn\u2019t just the right thing to do\u2014it could serve as an effective talent attraction strategy, as well.\u201d<\/p>\n\n\n\n After growing up as a transgender nonbinary person in the Midwest, Jay\u2019s childhood was a constant struggle where they often felt afraid to showcase their authentic self. That\u2019s why Jay has such a passion for sharing their story, knowing that they can change the lives of America\u2019s youth by helping children to feel more comfortable in their own skin. In Jay\u2019s eyes, conversations such as this one are integral to creating not just a more positive workplace culture, but changing societal norms.<\/p>\n\n\n\n \u201cDid you know that suicide ideation can be decreased by up to 50% when calling trans or nonbinary youth by the right pronoun?\u201d asked Jay. \u201cMake these people feel welcomed. To be a nation\u2014and a world\u2014that includes all people that God made, we need to be more receptive to ideas that may be different from our own.\u201d To discover more about our featured Talent Talk contributor, Jay Pryor, connect with them on\u00a0LinkedIn<\/a>. You can also visit their website here<\/a>.<\/p>\n\n\n\n View the entire interview with Jay on our TalentRise Youtube page<\/a>!<\/p>\n\n\nWhat is gender nonconformity?<\/strong><\/h2>\n\n\n\n
An added emphasis on diversity, equity, and inclusion<\/strong><\/h2>\n\n\n\n
Speaking a different language<\/strong><\/h2>\n\n\n\n
Overcoming the uncomfortableness<\/strong><\/h2>\n\n\n\n
Coming from the top<\/strong><\/h2>\n\n\n\n
Proper pronouns save lives<\/strong><\/h2>\n\n\n\n