The Power of Pronouns

In a world where trans and non-binary rights are under constant scrutiny and there is a rise in anti-2SLGBTQIA+ hate, it is essential for employers to actively advocate for and take concrete action in allyship. Understanding and using pronouns correctly is a crucial step in this advocacy, as it plays a fundamental role in respecting and affirming each individual’s gender identity and gender expression. Pronouns, such as “he,” “she,” “they,” and many more, go beyond grammar; they are deeply intertwined with personal identity and expression.

In Canada, both gender identity and gender expression are protected grounds under the Canadian Human Rights Act, ensuring that every person has the right to be recognized and respected. In the workplace, this protection translates into an obligation to create an environment where all employees feel seen and valued. Using someone’s correct pronouns not only acknowledges their identity but also cultivates a culture of inclusion and respect. It opens doors to deeper, more meaningful connections and relationships, and demonstrates a commitment to recognizing and celebrating the diverse experiences of individuals.

Infographics from the Pride at Work Canada’s Transitioning Employers report.

Case Study: Optimizing Inclusion in Tech with “Pronouns Month”

In the tech industry, where innovation drives rapid growth, companies are increasingly recognizing that inclusivity is not just a moral imperative but also a strategic advantage. To promote respect for gender identities and expression, a leading company implemented an initiative called “Pronouns Month”. The initiative, launched on Trans Day of Remembrance, aimed to normalize the sharing of pronouns within the workplace. This case study highlights the impact of this initiative, providing insights for other companies in the tech sector and beyond looking to enhance inclusion efforts.

The initiative was designed to offer support to 2SLGBTQIA+ individuals within the company, acknowledging the challenges they face, particularly those whose identities intersect with other marginalized groups. From a business perspective, the initiative aligned with broader diversity metrics that are increasingly scrutinized by venture capitalists and companies (see Nasdaq’s board diversity rules). The normalization of pronoun sharing was seen as a positive step in recruitment and company culture.
The Pronouns Month initiative encouraged team members to add their pronouns to email signatures and Slack profiles for 30 days. The goal was to foster an environment where gender identities and expression are respected and to create a platform for meaningful conversations about pronoun usage. The initiative was introduced through a series of internal communications, starting with an announcement in the company’s diversity channel on Slack. The project was entirely optional, allowing employees to participate at their own comfort level.

Executive sponsorship played a crucial role, with senior leaders visibly supporting the initiative, signaling its importance to the organization. A list of resources such as The 519’s Creating Authentic Spaces Toolkit and QueerTech was also shared to educate employees on the importance and correct usage of pronouns.

Infographics from The 519’s Creating Authentic Spaces Toolkit.

Results & Impacts:

1. Engagement: The initiative achieved a 67% participation rate, with two-thirds of the team adding pronouns to their email signatures and Slack profiles. This engagement level not only sparked discussions about pronoun usage but also laid the groundwork for future diversity, equity, and inclusion (DEI) projects.
2. Diversity Metrics: The initiative provided the company with up-to-date diversity metrics, which proved invaluable when responding to a board request and during an awards application process. Having this data readily available allowed the company to present a more accurate and inclusive picture of its workforce.
3. Recruitment: The initiative positively influenced the company’s recruitment strategy. By demonstrating a commitment to inclusivity, the company was able to attract a broader pool of talent, particularly from underrepresented groups.
4. Team Morale: The initiative also contributed to a noticeable increase in team cohesion and morale. Employees expressed excitement about the company’s commitment to inclusivity and looked forward to future initiatives, such as those planned around International Women’s Day and Lunar New Year.

Strategic Insights:

• Measurability: Tracking participation rates, conversation levels in diversity channels, and external mentions provided tangible evidence of the initiative’s impact and helped to build a strong case for its success.
• Executive Sponsorship: Having visible support from senior leadership was crucial in driving engagement and ensuring the initiative’s success. This also set a precedent for future DEI projects, emphasizing the need for top-down support.
• Catalyst: The success of Pronouns Month has set the stage for additional DEI initiatives. The company plans to build on this momentum with more programs aimed at fostering inclusivity and supporting diverse identities within the workplace.

At Pride at Work Canada, we like to celebrate innovative practices. Certainly, pronouns are only a small step in trans-inclusion, but they are an important one. By engaging the staff as a whole in the initiative, on a voluntary basis, this pronouns month promoted a shift in company culture. This initiative also takes the labour off of trans employees and towards everyone to contribute.

To learn more about pronouns and the evolving landscape of gender identity and expression in the workplace, consider booking one of our training sessions such as Trans and Non-Binary Inclusion in the Workplace. To learn more about policies and practices for trans inclusive workplaces, check out our report: Transitioning Employers. And, if your organization is seeking hands-on assistance with developing or reviewing trans-inclusive policies and practices, our team is well-positioned to provide expert consulting services tailored to your needs.