Creating a gender-neutral workplace is essential to the creation of an inclusive workplace. Doing so ensures all employees feel respected, supported and valued no matter their gender identity.
Research from Gartner shows that companies that have sustainable diversity, equity and inclusion (DEI) strategies in place have seen a 20% increase in inclusion, “which corresponds to greater on-the-job effort and intent to stay, as well as high employee performance,” the research and consulting firm writes.
To increase inclusion, there are six steps organizations should follow to create a gender-neutral workplace.
1. Develop a Comprehensive DEI Strategy
A gender-neutral workplace begins with a commitment to diversity, equity and inclusion (DEI). Companies should develop a comprehensive DEI strategy that includes specific goals and metrics for gender equity.
Fair360, formerly DiversityInc’s Top 50 survey helps companies evaluate, benchmark and set goals around gender parity in the workplace.
The survey asks several questions related to achieving or maintaining gender representation across different levels of management and leadership and assesses talent practices for the different dimensions of diversity.
Want to know how your organization measures up against the best? Take the survey and find out.
2. Eliminate Gender Biases in Recruitment and Hiring
To reduce gender bias in recruitment and hiring, companies can implement blind resume screening, write gender-neutral job descriptions and form diverse hiring committees.
There are several steps to follow when it comes to creating a diverse hiring panel. Creating a diverse hiring panel is essential. Panels should be built based on the skills and experiences required for the job, not just a cultural fit.
Subscribe to Fair360 Enterprise to read more about establishing diverse hiring panels.
Using gender-neutral language when writing job descriptions ensures that all people can find your job postings in search results. Glassdoor suggests avoiding terms like “rockstar,” “hacker” or “superhero” and using terms like “engineer,” “developer” and “project manager.” When describing tasks the person will be responsible for, use “S/he” and “you.”
3. Provide Gender-Neutral Restrooms and Facilities
Creating a safe workplace for all employees is important. Gender-neutral restrooms and facilities are a key step in achieving this. This applies to all employees, regardless of their gender identity.
The Occupational Safety and Health Administration (OSHA) states that limiting an employee’s restroom access based on gender identity is discriminatory. Similarly, segregating them from other workers by requiring them to use gender-neutral or specific restrooms is also discriminatory and isolating. It can cause employees to feel singled out and fear for their safety. These bathroom restrictions can lead to employees avoiding using restrooms altogether, which can result in serious physical harm or illness.
To make all employees feel safe, OSHA suggests considering these options for creating gender-neutral restroom facilities:
- Single-occupancy unisex facilities and multiple-occupant gender-neutral facilities with lockable single-occupant stalls
- Larger restroom space for multiple people of any gender to use, with individual stalls that can be locked for privacy.
4. Provide Gender-Neutral Pronoun Options
Using gender-neutral pronoun options in employee communication encourages other employees to use gender-neutral language when necessary and makes pronouns a part of company culture. Common pronouns include “she/her/hers,” “he/him/his” and “they/them/theirs.”
As a leader, it is important to use the correct pronouns when addressing your team. This can help to avoid causing anxiety and stress. Not doing so can make employees feel psychologically unsafe in the workplace.
Job descriptions should use gender-neutral language and human resource forms should give pronoun options. Communications should be addressed to each individual employee using their preferred pronouns.
According to ADP (No. 14 on Fair360, formerly DiversityInc’s 2022 Top 50 Companies for Diversity list), “pronouns are an important part of a person’s identity. Using someone’s correct pronouns demonstrates respect and inclusion.”
5. Offer Gender-Neutral Parental Leave Policies
Companies should offer gender-neutral parental leave policies that apply to all parents, regardless of gender identity. This could mean broadening the definition of pregnancy in the workplace, according to Samantha Erskine, Assistant Professor of Management at the University of Massachusetts Boston and a member of The PhD Project.
“I think a lot of people still refer to people who get pregnant as women,” she said. “It’s important for employers to reiterate that not all people who can become pregnant identify as ‘a woman,’ so broadening the definition of pregnancy and policies and practices to include people of all genders who might be affected by pregnancy-related conditions is important.”
This could mean extending gender-neutral facilities to include gender-neutral lactation rooms and other pregnancy accommodations.
READ: Beyond Maternity Leave: Prioritizing the Health and Well-being of Pregnant Workers
6. Foster a Culture of Respect and Inclusivity
It’s vital that companies create a culture of respect and inclusivity by providing education and training on gender-neutral language. Open communication should be encouraged. Additionally, companies should have a zero-tolerance policy for discrimination or harassment based on gender identity.
Erskine stressed the significance of having trans-inclusive policies.
“Provide trans-inclusive policies with clear guidelines for even addressing complaints in a way that feels psychologically safe to do so because often when people address their complaints, they experience retaliation or they experience apathy or gaslighting, so provide policies but also attend to the emotions that come with discrimination.”
Want to learn more about fostering a culture of inclusion and belonging? Register for our next webinar, “Instilling Gender-Neutral Practices in the Workplace.”
