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Juliette Baxter

Special to the Globe and Mail

Published February 1, 2022

Supporting gender diversity and referring to coworkers by their chosen gender pronoun is no longer the exception but the norm in the modern workplace.

Still, gender discrimination persists, and there can be consequences for companies that don’t comply.

Last fall, for instance, server Jessie Nelson was awarded $30,000 from Buono Osteria, their former employer, after the B.C. Human rights tribunal found they were discriminated against and terminated based on their non-binary gender identity and preference for the pronouns they/them.

In addition to the payout, the restaurant was ordered to provide training in human rights, including an employee’s right to choose their pronouns.

Caitlin Downie, who leads the equity and inclusion office for the regional municipality of Wood Buffalo in Fort McMurray, Alta., says stories like these are too common.

“These incidents demonstrate the need for employers to take pro-active actions to foster inclusive and safer workplaces for employees,” says Ms. Downie, who is also chair of the Canadian Commission for UNESCO’s Coalition of Inclusive Municipalities.

She applauds Nelson for their bravery. “Undertaking a human rights complaint is difficult to navigate and it takes a toll emotionally and financially; so, it is encouraging to see the decision from the B.C Human Rights Tribunal upholding the protection of gender rights.”

Ms. Downie understands that introducing pronouns into the workplace can feel overwhelming and she advises organizations to take small steps at first.

“Employers can begin with normalizing the usage of pronouns by leaders and champions to create a shift in the culture,” she says.

Adding pronouns to corporate signatures is a good place to start, along with more education, adds Michael Bach, founder and chief executive officer of The Canadian Centre for Diversity and Inclusion.

“It doesn’t have to be a half-day training with me,” Mr. Bach says. “It’s as simple as here’s some great articles about the importance of pronouns … and making sure your people understand why we’re doing this.”

He suggests seeking out information from organizations such as the National Institutes of Health and other online resources that explain gender identity terms such as trans, non-binary and intersex.

Mr. Bach, who consults on gender-inclusive policies for companies such as global legal firm Dentons and business consulting firm Accenture Canada, also says to expect missteps while your workplace embraces new gender pronouns.

“As long as you’re being thoughtful, you’re on the right track…But if you do nothing, that’s worse than making a mistake.”

- Michael Bach, CEO, Canadian Centre for Diversity and Inclusion

If you do misgender someone in conversation or in an e-mail, Mr. Bach suggests apologizing, correcting it and learning from your mistake.

“You don’t want to make a big deal about it. The person who is on the receiving end doesn’t want to make a big deal of it either. They just want to go on with their lives, too,” he says.