What are workplace pronouns?
Gender pronouns reflect how individuals identify and wish to be addressed. Examples include he/him, she/her, they/them, and more.
For cisgender individuals, pronouns often align with traditional gender roles, like she/her or he/him. Non-binary individuals, however, may use pronouns like they/them, reflecting their identity beyond the binary framework. Gender-diverse employees challenge stereotypes and may prefer pronouns like they/them. Acknowledging their choice fosters inclusivity and trust. Similarly, honorifics like Ms. and Mr. should be complemented by Mx. for gender-neutral preferences.
Using an employee's preferred name and pronouns conveys respect and promotes workplace equity. This practice applies across settings—meetings, email signatures, business cards, and more. Respect for every employee’s gender identity is non-negotiable. Misgendering not only disrespects individuals but can also lead to stress and burnout.
What are the four gender pronouns?
Gender pronouns are used to reference individuals in the third person, such as “She enjoys basketball.” Some people prefer pronouns beyond traditional gender terms, like they or zem. Explore the significance of gender pronouns in the workplace and how to use them respectfully.
Binary pronouns like he/him and she/her refer to masculine or feminine identities, while nonbinary pronouns reflect individuals on the gender spectrum without aligning with male or female categories.
When using preferred pronouns, familiarize yourself with their subject, object, possessive, and reflexive forms. Below are examples of nonbinary pronouns:
- ze/hir/hir/hirself
- ze/zem/zir/zirself
- they/them/their/themselves
- ey/em/eir/emself
- xe/xem/xyrs/xyrself
- per/per/pers/herself
- Name only (no pronoun)
For workers who prefer no pronoun, use their name consistently instead of substituting it with pronouns. For example:
“Emily has gone to a football game because Emily loves football.”
This approach respects individual preferences and reinforces inclusivity.
She/her meaning in the workplace:
In the workplace, she/her pronouns are used to refer to individuals who identify as female and choose these pronouns as part of their gender identity. Using someone’s correct pronouns, including she/her, is a meaningful way to respect their identity and affirm their place in an inclusive work environment.
Acknowledging and using the pronouns an employee shares fosters a sense of belonging, demonstrates respect, and promotes equity. It’s a simple but powerful act that supports LGBTQ+ inclusivity and helps create a workplace where everyone feels valued and recognized for who they are.
What does it mean when someone puts she/her in their bio?
Including she/her in a bio signals the pronouns someone uses to describe themselves and how they wish to be addressed by others. It’s a way of openly sharing their gender identity, helping to avoid assumptions based on appearance, name, or voice. This practice encourages respect and clarity in communication, especially in diverse or virtual workplaces where making assumptions can be problematic. For many in the LGBTQ+ community, sharing pronouns can also signify solidarity and create a safer, more inclusive environment by normalizing the practice of stating pronouns.
Why are pronouns important in the workplace?
Pronouns are deeply tied to a person’s identity, and using them correctly shows respect for who they are. In the workplace, honoring someone’s pronouns signals that they are seen and valued as an individual. This is especially important for transgender, nonbinary, and gender-diverse employees, who may often face misgendering. When organizations respect pronouns, they foster a culture of inclusion, helping employees feel safe, respected, and empowered to contribute their best work. Such an environment strengthens workplace equity and demonstrates a commitment to diversity and allyship with the LGBTQ+ community.
Who would use she/her pronouns?
She/her pronouns are typically used by individuals who identify as female or align with a feminine gender identity. However, it’s important to recognize that pronouns don’t always align with societal assumptions about gender. For example, someone might present in a way that others perceive as masculine or androgynous but still use she/her pronouns. By asking and respecting someone’s stated pronouns, you ensure you’re addressing them authentically, showing that you honor their individuality and identity without making assumptions.
What should you do if someone gets pronouns wrong at the workplace?
If someone uses incorrect pronouns, it’s important to approach the situation with empathy and a commitment to do better. For instance, if you notice a colleague misgendering someone, you can respectfully correct them with a quick statement like, “Actually, [Name] uses [correct pronouns].” This helps reaffirm respect for the individual without drawing unnecessary attention to the error.
If you make a mistake, own up to it with a simple apology, correct yourself, and move forward without over-apologizing, which can make the situation more uncomfortable. For example, you might say, “I’m sorry, I meant [correct pronoun],” and then continue the conversation. Consistently making an effort to use correct pronouns demonstrates genuine respect and helps build an inclusive environment where everyone feels valued and understood.
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