Inclusivity isn’t just a buzzword—it’s an essential aspect of effective management and building a thriving team. While many managers have taken steps to foster belonging, a lot of us still grapple with fostering meaningful gender inclusivity. As workplaces welcome increasingly diverse individuals, understanding gender identity and expression is not only critical for respect and equity but also for ensuring the systems in place work for everyone. At the end of the day, if we want our people to do and be their best, we must cultivate a workplace where everyone feels respected and valued.
Drawing from insights shared by Davey Shlasko, founder of Think Again Training and Consulting, this article offers practical strategies for managers aiming to make their teams more inclusive of transgender, nonbinary, and gender-diverse individuals.
The Basics Every Manager Should Know
Davey highlights the importance of understanding foundational gender-related terms to create a shared language within organizations. As managers, knowing the difference between gender identity and gender expression is crucial.
Gender Identity: How a person perceives themselves—be it as a man, woman, nonbinary individual, or another gender.
Gender Expression: The external manifestation of gender through clothing, behavior, or speech. While often aligned with identity, it doesn’t always correspond.
“Transgender” refers to anyone whose gender now differs from the one assigned at birth. “Non-binary” includes a broad spectrum of identities inclusive of anyone who does not subscribe to male or female. Recognizing these distinctions helps managers navigate conversations with empathy and respect.
Move Beyond Stereotypes and Assumptions about Trans and Non-binary People
Many workplaces are still steeped in binary assumptions about gender, which can alienate employees who don’t fit these norms. Davey points out that historically and globally, gender has never been a rigid binary. Instead, every individual experiences and expresses gender uniquely.
For example, managers may encounter employees whose gender expression (e.g., clothing choices) challenges traditional norms. Discomfort often arises when we encounter these differences because it goes against our expectations. Davey reminds us that discomfort is a feeling in us, not something put upon us by others. It’s up to us to explore the source of the emotions. While we may be confused or curious about someone’s identity or choices, don’t ask for more information if that knowledge doesn’t impact workplace dynamics or interactions.
Normalize Pronoun Usage
Pronouns, though seemingly small, carry immense weight in signaling respect. Davey suggests making it optional to share your pronouns during introductions, onboarding processes, or by including them in email signatures.
Davey also advises against making assumptions, especially about employees who identify as nonbinary. If you’re unsure of someone’s pronouns, Davey explains that it’s OK to use ‘they’ but it should apply universally, not just for people whose gender you’re unsure of. It’s also acceptable to ask what pronouns someone prefers in this context. Davey notes that asking for pronouns isn’t a personal question but rather a sign of respect. It’s also important to note which context those pronouns can be used. A person may prefer different pronouns when meeting with external customers, for example.
Learn the Historical Context of Pronouns
If you or others you know struggle with accepting ‘they’ as a singular term, remember that ‘they’ refers to a singular, nonspecific person as far back as the Canterbury Tales (1388-1400 CE). The current usage of they to refer to a singular specific person can feel jarring and grammatically incorrect, but it’s actually not.
While it may seem odd, this is not the first time a pronoun usage has shifted in the English language. Davey shared how the pronoun ‘you’ historically referred to plural or formal singular. While initially reserved for royalty, over time, the use of ‘you’ expanded to nobility, then anyone who was higher ranking, and so on. Eventually the singular ‘thee’ and ‘thou’ became reserved for the most intimate relationships until falling out of usage completely.
Given this moment in time, making mistakes with pronouns or names is natural, but over-apologizing can be counterproductive. Instead of apologizing profusely, Davey says a simple, acknowledgement is ideal. Correct yourself by restating the sentence using the appropriate pronoun and move on. This approach prevents the burden of emotional labor from falling on the person who was misgendered.
As workplaces evolve, managers have the unique opportunity to champion inclusivity. Gender inclusion is not about “getting it perfect” but about demonstrating genuine care and adaptability. By embracing the strategies discussed here—understanding gender terminology, normalizing pronouns, and fostering a culture of learning—you can create an environment where all team members, especially trans and non-binary people, feel valued and empowered.
Listen to the entire episode HERE.
Keep up with Davey Shlasko
- Grab a copy of Davey’s Trans Allyship Workbook here
- Visit Think Again Training for more information here
Guest Bonus: Free PDF Checklist on Inclusivity Best Practices
Davey is providing members of Podcast+ with a PDF checklist that will help you identify practices that are beginning to work toward inclusion, better practices for inclusion, and finally, “best practices.”
Get this guest bonus and many other member benefits when you join The Modern Manager Podcast+ Community.
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