Why invest in knowing “pronouns” of your employees?

Knowing and using an employee’s preferred pronouns is an essential part of creating a respectful, inclusive, and equitable workplace. This practice signals to all employees that they are seen and valued for who they are, which enhances their sense of belonging and security at work. When employees feel respected and included, they are more likely to be engaged and productive.

Additionally, this commitment to inclusivity can enhance your company’s reputation, making it more attractive to prospective employees, customers, and partners who value diversity and inclusion. Moreover, it helps ensure compliance with anti-discrimination laws and policies, reducing the risk of legal issues. Ultimately, investing in this area fosters a positive workplace culture that can drive innovation, employee satisfaction, and retention, benefiting the company’s overall performance and success.

Will it really make any difference to employees? 

Yes, it will. A study by the Human Rights Campaign found that 46% of LGBTQ+ workers say they are closeted at work, and of those, one in five reported staying closeted because they were afraid of being stereotyped. Using correct pronouns can significantly contribute to a more inclusive environment where LGBTQ+ employees feel safe and accepted, which can lead to increased job satisfaction and engagement.

In addition to the growing feeling of being included and recognised openly, it also translates into business outcomes. According to research from McKinsey & Company, companies with more diverse workforces perform better financially and are more competitive in attracting top talent. Recognizing and respecting pronouns can be an important part of creating a diverse and inclusive environment that appeals to a broad range of prospective employees.

The conversation of pronouns is not limited to mere she/he/they alone It goes deeper to the psychological safety and comfort that an individual experiences in a workplace. Research published in the “Journal of Vocational Behavior” suggests that LGBT-supportive policies, including those that encourage the use of correct pronouns, are linked with a decrease in discrimination, lower levels of employee turnover, and increased job commitment. A study in the “American Journal of Public Health” found that transgender individuals who can use their chosen name in places such as work, school, or home, experienced a significant decrease in symptoms of severe depression and suicidal ideation.

According to various global surveys and studies, the percentage of individuals who identify as LGBTQ+ can range from about 3% to 10% of the population. This variation is largely due to differences in cultural, legal, and social acceptance that influence whether individuals are willing to identify as LGBTQ+ in surveys. The data collected at Ungender’s end on its Culture SaaS platform also showcases a similar number.

The distribution of pronoun preferences visualized in the chart from Ungender’s culture SaaS platform highlights, Conduct, and how organizations are actively embracing diversity and inclusion. The chart provides a clear record of employees’ gender pronouns, promoting understanding and visibility within the workplace. This visibility serves as an educational tool, enhancing personalized interactions among team members and building a foundation of trust and cooperation. The inclusion of non-binary pronouns, although relatively small, reflects broader social changes and an evolving understanding of gender identities.

Such data is invaluable for tailoring corporate policies and training programs to ensure all employees feel supported, from recruitment to daily interactions. Moreover, by deliberately including pronoun choices in employee data, the organization underscores its commitment to equity and inclusivity. This not only improves job satisfaction and attracts diverse talent but also enhances team dynamics and the overall health of the organization, making it a reflection of an evolving culture that values and respects each individual’s identity.

Is it relevant to curate policies for <2%? 

Yes, it is generally considered worthwhile to invest in understanding and respecting the preferred pronouns of employees, even if it directly impacts a relatively small percentage of the workforce. Here are a few reasons why:

1. Principle of equality: Commitment to equality means ensuring that all employees are treated with respect and dignity, regardless of how many people belong to a particular group. Recognizing the preferred pronouns of even a small number of employees reinforces the principle that every individual is valued equally.
2. Legal and ethical standards: Compliance with anti-discrimination laws is necessary regardless of the number of affected employees. These laws often require employers to prevent and address discrimination based on gender identity. Ethically, it’s important to uphold standards that protect all employees.
3. Cultural ripple effects: Actions that promote inclusivity, such as acknowledging preferred pronouns, can have positive ripple effects across the entire organization. They can help foster a more welcoming and inclusive culture that benefits all employees, not just those whose pronouns have been recognized.
4. Retention and productivity: Employees who feel respected and valued are more likely to remain with a company and perform well. This is true even if the specific inclusivity measures directly impact only a small number of employees. The overall workplace environment plays a crucial role in employee satisfaction and productivity.
5. Reputation and branding: A company’s commitment to diversity and inclusion can significantly enhance its reputation. This can attract not only potential employees but also customers and business partners who prioritize doing business with companies that demonstrate social responsibility.

The investment in recognizing and respecting employees’ preferred pronouns, regardless of the size of the impacted group, can contribute to creating a respectful, compliant, and inclusive workplace culture. This investment supports the broader goals of employee satisfaction, legal compliance, and positive external branding.

In today’s business landscape, companies across the globe, from multinational corporations (MNCs) to Indian firms and innovative startups, are recognizing the importance of fostering an inclusive workplace culture. Global giants like Google and IBM have long led the way in integrating respect for preferred pronouns and broader diversity initiatives into their corporate ethos, setting a strong example for others to follow. Indian companies, including Tata Steel and Godrej, have also embraced these practices, demonstrating a commitment to creating environments where all employees are valued equally.

Similarly, startups like Asana and Zerodha are at the forefront of adopting inclusive practices, often embedding progressive policies right from their inception. This universal shift towards inclusivity not only enhances employee engagement and satisfaction but also boosts retention and productivity, while significantly improving a company’s reputation and appeal to a diverse pool of talent and customers. Whether global or local, large or small, these organizations illustrate a powerful trend towards more equitable and respectful workplaces worldwide.

Are there any good practices for collecting pronouns? 

Collecting and using pronouns appropriately in the workplace is an important step towards creating an inclusive environment. Here are some best practices for collecting pronouns effectively and respectfully:

1. Always make the sharing of pronouns voluntary. Employees should never feel pressured to disclose their pronouns. Making this an optional part of introductions, profiles, or forms ensures that everyone feels comfortable with the level of personal information they share.
2. Provide training and educational resources about why pronouns matter and how they can affect a person’s identity and sense of belonging. This helps foster an environment of understanding and respect, making employees more comfortable with sharing their pronouns.
3. Incorporate pronoun fields in email signatures, internal profiles, and during meetings or introductions as a standard practice. For example, when employees introduce themselves in meetings, they can state their pronouns along with their names and roles.
4. Ensure that once collected, pronouns are treated with respect and confidentiality. Any misuse or mockery of pronouns should be addressed immediately as part of the organization’s commitment to an inclusive workplace.
5. Modify HR systems, databases, and documents to include an option for employees to list their pronouns. This ensures that the information is integrated into the company’s communication systems and can be updated as needed.
6. Encourage leadership to share their pronouns and participate in training. Leadership involvement can set a positive tone and demonstrate the organization’s commitment to inclusivity.
7. Allow employees to update their pronouns easily as needed. People’s identities can evolve, so it’s important to provide a straightforward way for employees to make changes without hassle.
8. Solicit feedback on the process and its effectiveness. Be open to making changes based on employee experiences and suggestions to improve the system.
9. Normalize the practice by using pronouns in everyday business communication. This helps in making the sharing of pronouns a regular and expected part of workplace interactions.

Understanding and respecting employees’ preferred pronouns is more than just a progressive policy—it’s a fundamental aspect of fostering a respectful, inclusive, and equitable workplace. Companies around the world, from global multinationals to nimble startups, are recognizing the profound impact that such practices have on employee well-being, engagement, and corporate culture.

By adopting best practices for collecting and using pronouns, organizations not only comply with legal standards but also enhance their reputations, attract diverse talent, and promote a culture of acceptance and respect.

Need help in starting this journey? Write to us at contact@ungender.in and see how seamless this crucial step introduction can be with our SaaS tool. 

Author: Pallavi Pareek is the Founder and MD of Ungender. Having handled more than 6000 sexual harassment and workplace misconduct cases, she is an expert in the field of workplace sexual harassment laws and in building diverse and inclusive workplaces. Pallavi is also the leading advisor, trainer, consultant, and external member for some of India’s biggest organizations in these matters. Her approach is grounded in research, and she draws upon the latest insights and best practices to inform her work.