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Creating Gender Identity Inclusive Environments

Adapted in part from the 2019 ALC Presentation

Diversity refers to the traits and characteristics that make people unique, while inclusion refers to the behaviors and social norms that ensure people feel accepted, validated and safe. It is typical now to hear about “Diversity and Inclusion” efforts in the workforce and volunteer roles. However, keep in mind that lumping them together may reduce the degree to which you can improve both.

The list of affinities that make each person unique and complex is long and growing.  Individuals don't fit into boxes -- even if you try to push them in -- and attempting to often make people feel marginalized, trapped or hated just for being themselves.  An individual may have many affinities, and even though social strides have been made to be more tolerant of the new affinities that have been able to emerge, people are still feeling pressure to choose between things like their gender identity, their race, their family and their culture.

Sex and gender (and gender identity) are not always the same.  Sex is the biological make-up of the body. Gender is socially constructed and therefore can be socially influenced, diverse and vulnerable.  It is essential to be ready to treat these attributes as separate and unique.

  • Transgender: A person whose gender identity/sense of self does not align with their sex assigned at birth.
  • Cisgender: A person whose gender identity matches their sex at birth
  • Gender Non-Conforming: A person who does not adhere to the traditional gender expression binary norm.
  • Genderqueer: A non-binary gender identity that expands beyond male/female gender roles.

Self-awareness is the genuine and most efficient place to start.  Take some time to learn the unique identities of those around you, and how they identify themselves.  Be careful with labels (even if you think you are being inclusive), ask questions and listen. Look at your behavior and ask yourself “Am I doing anything that might make someone feel excluded, discriminated against or alienated?”

Even if you think the answer is “no”, you may need to ask others around you whose honesty you trust.  Sometimes people are unaware of how they are making someone else feel despite the best of intentions.

The simple concept that you can apply to any individual is that a culture of inclusiveness is rooted in respect.  If the community lacks this it becomes toxic and hurtful and negative. First, identify what you want to be respected for and what you respect and appreciate about those around you.

  • When was a time your gender/sexuality was judged/corrected when in the past?
  • What’s one way you don’t conform to society’s expectations of your gender/sexuality?
  • What’s one way you do conform to society’s expectations of your gender/sexuality even though you don’t want to?

Using the wrong word (or the right one) can make a world of difference as far as the climate of acceptance that is generated.  It is also ok to make mistakes.  Admit them and always share a willingness to learn.

Pronouns are one of the ways individuals can state how they want to be identified and a way those around them can show that they acknowledge and accept that person's preference. You can’t always know what someone’s pronouns are by looking at them. Asking and correctly using someone’s pronouns is one of the most basic ways to show your respect for their gender identity. If you are unsure, use the gender-neutral pronouns: they, them, theirs.

Those seeking to build inclusion must intentionally create an environment where members feel they can safely express themselves and where specific concerns can be raised with transparency and confidence.  Work to establish a sense of belonging for all individuals.

There are a lot of unique gender identities that have emerged passed the binary pair at present.  But what we must be ready to do is accept all of those and continue accepting new identities forever.  Being ready to continually meet and accept people that are different. 

The best way to build and promote a welcome environment of inclusion is to get others involved.  This drives home the belief that the community really is accepting of diversity, not just one person.

It is the responsibility of every member of a community to show respect and acceptance to all of the others.  Talk to community members individually to make sure they are on board.  If someone has said or done something you know is hurtful to someone else, talk to that person privately to explain what you saw happen. 

If you are ready to build into your community sincere respect and a willingness to learn then inclusion will always follow.