Day 18 - Exploring Gender Language
Today I am challenged to explore boundaries (self-imposed or externally imposed) that are keeping me confined to outdated gender roles. This challenge is interesting because I was thinking about this very thing recently.
When applying for jobs over the past six months, I encountered inconsistencies in being able to accurately report my gender. Every job application I submitted over the past six months asked me if I’d like to report my gender, but most applications did not provide a gender nonconforming / nonbinary option.
Instead, I was provided with the following three options: (1) male, (2) female, and a variation of (3) I choose not to disclose my gender.
I am a gender nonconforming individual; I identify as nonbinary and for nearly two years I have used the pronouns she, her, hers and they, them theirs. Each time that I was obliged to select the third option during the application process, I became a little more disheartened because I felt excluded, before ever clicking the ‘submit application’ button.
By providing a gender nonconforming / nonbinary option, businesses can display their commitment to ensuring an applicant’s sense of inclusion. Especially for organizations who are posting DEI (diversity, equity, inclusion) oriented job listings.
I started writing this blog while I was in the airport on layover between home and my destination for the weekend: the 2023 Chapter Leadership Retreat for GLSEN, taking place in Nashville, Tennessee. I’m so grateful to my chapter for selecting me as a conference participant this year.
One of the focuses of GLSEN is ensuring LGBTQIA+ K-12 students have a safe and inclusive learning environment. My passion for the work I do in the LGBTQIA+ space leads me to seek out and identify opportunities to improve inclusion efforts in every interaction. I believe it’s relevant to today’s challenge because Middle School and High School kids are looking for jobs.
And think how great it will be for young adults, new to professional work environments, individuals who have high expectations of employers from the get-go, to experience acceptance and inclusion from the moment they begin to pursue employment at an organization.
Businesses searching for ways to entice younger generations to stay and help grow our local communities have the chance to make a difference by committing to action. Small adaptations, like updating gender options on a job application, have the potential to create lasting positive change.
Stock image provided by Unsplash.
