Gender Inclusion in Workspaces
The article you are about to read is one that I originally wrote in July 2021.
I hope you can forgive me for the familiar content if you have read it before, and if not – I welcome you first time reader.
Reposting my own content is part of a reclamation process I am going through to reclaim my agency, my property, and my power as a proud Queer and Racialized Social Worker, Therapist, and Human Being.
- Lewis
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With emerging understanding and exploration of the gender spectrum, it is time to do away with the workspaces of yesterday that maintain the gender binary.
Folks work so hard in their personal lives to surround themselves with like-minded thinkers, safe people, and comfortable spaces. Why should the workspace (where we arguably spend most of our time) be any different?!
Whether remote or in person, we all want to feel like we can bring our full selves into our workspaces – let’s face it, masking or hiding is exhausting. Let’s all face another truth here, that efficiency, teamwork, and productivity go out the window when someone’s focus is pulled away from the workspace. Nobody wants to be in that situation.
If you’re the manager, supervisor, boss, etc. reading this, you too have a vested interest in making sure your staff can and do bring their full selves into their workspace. The aforementioned efficiency, teamwork, and productivity are presumably the keys to maintaining success in business. Likely you heavily rely on your staff to make sure these key characteristics exist, just as much as they rely on you to lead.
When it comes to having a gender inclusive workspace, everyone has a roll to play. Below are some helpful ways you can start making your workspace inclusive and representative of today!
1. Do away with the old application packages and intake forms that nobody has looked at in years – or just get rid of the “male/female” checkbox.
My mechanic or employer likely don’t really need to know my gender, and if they really do, I should be given the option to write it in. A simple: __________________ , goes a long way.
The takeaway here? Know what you’re asking, why you’re asking, keep it relevant, and if you aren’t prepared to put a checkbox for every gender identity, a fillable line it is.
2. Check. Those. Policies.
You know that thick binder or several hundred-page document you briefly looked over that one time? Your policies should include things like a commitment to serving and hiring gender diverse (also otherwise diverse) folks, the use of gender-neutral language, human rights information as it pertains to grounds of discrimination and recourse for discrimination, and mandatory trainings.
3. Look at your signage and what the public sees.
Do staff and consumers alike know that they are represented and welcomed in your workspace? How do they know this? Does your signage and advertising material represent a diversity of people? Do you promote yourself as a safe space or as practicing allyship?
4. Be critical about your hiring and retention practices.
Who do you have on staff, keep on staff, and why? Is it a diverse group? If not, start asking yourself why you are not appealing to gender diverse folks – something must be missing and something must need to change. Imagine the talent that could be gained just by changing a few small things.
Is this short guided going to be the be all end all for gender inclusive workspaces? Absolutely not. However, it may be a good space for you to start as a business owner, boss, manager, employee, or consumer.
Congratulations! You have either started or continued what is a lifelong education process, and I hope you realize that it is so worth it. Go out there, educate, and better someone’s experience today!