“Why are your pronouns in your email?”
“My name is Andrew and you can use he/him pronouns to refer to me.”
This is often how I introduce myself at trainings, workshops, and meetings with folks who don’t know me. It may seem unorthodox for people to introduce themselves using their pronouns in Singapore, but it is becoming more common. You may also have noticed a growing trend in email signatures and Zoom names, where people will add their pronouns. These seemingly small gestures are actually a meaningful step towards greater inclusion for folks who identify outside of the gender binary, as genderqueer, and/or as transgender.
Pronouns aren’t something we are used to being asked for/about. Generally, people will look at a person and use visual cues to decide whether to refer to them as “she” or “he” and will often only consider these two pronouns as viable options. However, this method relies on assumptions, which can often be wrong. A person’s name or visual appearance doesn’t necessarily signify their gender identity. Many folks do not connect with or feel represented by the binary pronouns of “he” and “she”- they may use “they” pronouns, or multiple pronouns, or other variations such as “zie” or “hir.” If we rely on assumptions to determine someone else’s pronoun usage, we may be mis-gendering them and inadvertently causing them hurt or distress.
It is commonly seen as an inclusive practice to include sharing of pronouns during introductions at various kinds of events. This can definitely be one step towards inclusion- however, it can also put people on the spot to make difficult decisions about disclosing their pronouns verbally and publicly. Various factors, such as feeling of safety in the space, length of time in the organization, and placement in the hierarchy may impact a person’s choice to share their pronouns. Someone who uses “they” pronouns, for instance, may find that many new assumptions and judgments are made about them if they choose to share this information. I will often add the caveat to share pronouns only if comfortable, so that everyone feels they have a choice in the matter.
Which brings me back to email signatures and Zoom names. Encouraging the practice of adding pronouns provides an opportunity for folks to share their pronouns without being put on the spot or asked directly. It also signifies to staff, both current and future, that their identities will be welcomed and embraced.* It gives others the opportunity to learn the pronouns of their colleagues and to see it in a visual way as well. This may seem small and insignificant to some, but it is small steps like these that can add up to an overall sense of inclusion and equity in your organization.
To summarize, here are some simple steps you can take towards gender identity inclusion in your organization:
1. Include your pronouns in your email signature/Zoom name and encourage others to do the same (I would not advise requiring this, but simply encouraging, as again, a requirement might force people to share at a time when they aren’t ready)
2. Refer to people by their name if you aren’t sure what pronoun they use
3. Let people know they can share their pronouns during introductions, if they are comfortable
If this topic interests you, or you would like more information about promoting inclusion in your organisation, please reach out to Trident Training & Consulting at andrew@tridenttraining.co.
*This is a step towards inclusion, but should be noted as only one step of many. Broader company policies should also be inclusive of various gender identities (for instance, employees being able to choose the name reflected on their email & staff cards). Topic for another day!
