For some of us, the idea of Equality and Inclusivity measures feel overwhelming when putting things into practise. Multiple factors lead us to this point; family dynamic, socioeconomic background, lack of exposure etc. As a community we are constantly talking about articles such as Equality Act 2010[1] but we believe that we often don’t understand how this translates into terms that everyone is able to action.
What can we do?
Within this day and age the world has progressed passed the idea of genders fitting the binary of male and female. This isn’t something that can be discussed or debated upon; this is the way of the world.
As an Employer there are lots of ways that you can accommodate all genders in your workplace.
Pronouns
As little as five years ago, the respect for pronouns was not what it is today. However, the active use and understanding of pronouns within the work place is arguably one of the most vital changes that should be made within your business.
- Ask About Pronouns. As an Employer of a Small Business, realistically it should not take much time to communicate with your staff and safely pose the question “What are your preferred pronouns? I’m wanting to make sure that I am addressing everyone correctly and creating a safe space for us all.” By creating a safe environment to have conversations such as these, it allows those who don’t identify with pronouns that might be associated to their appearance to finally have confidence to state these within the workplace.
- Display Pronouns. There is no legal obligation to display pronouns within the workplace, so you cannot enforce this upon your Employee’s. Although, there are strong benefits to doing so. By having pronouns displayed on websites, email signatures and Zoom names it shows awareness and understanding to not only your own business but those around you. Internal benefits such as accommodating the wants of your Employees addresses to be respected can in turn lead to productivity and a wellbeing amongst your staff.
Some Examples: He/Him, She/Her, They/Them
Pronouns can also be a combination of the above, depending on how the person identifies such as He/They, They/She.
No matter how someone identified, you must respect their chosen pronouns.
- Respect Pronouns. If someone wants to be referred to as different pronouns that what you have been doing beforehand, respect them. To not adhere to their wishes and disrespect an Employee, they do have the right to claim discrimination due to gender. It is our right as people, not Business Owners, to respect the wishes of other human beings.
[1] (Equality Act 2010: guidance, 2021)
Need more help for your Small Business?
If you want to put equality and inclusivity measures at the centre of your business but aren’t sure where to start – Get in touch with the team today on 01454 538 888 or complete our contact form and we can discuss how we can support you.
