Seeing Gender Beyond Black and White
Imagine people who see and express in color in a society that can only recognize black and white. Non-binary individuals do not identify exclusively with either one of the binary genders: male or female. As such, non-binary can be considered an identity category under transgender (as an umbrella term), although these labels and boxes are subject to discussion and should in no way be pushed onto anybody.
Transgender people do not identify with their gender assigned at birth, instead many identify with the opposite gender. This identification can be as strong and exact as it is for cisgender people (the majority of the population, who do identify as their gender assigned at birth). This is what we can call binary trans, which can help link to non-binary people. They are the trans individuals, who do not identify with their birth assigned gender, but also not the opposite gender, or at least not to a 100%.
Here we should remind ourselves of the color-blind analogy, that non-binary people see gender as not two mutually exclusive categories of existence (black or white), but rather as a spectrum (a palette of color). This way we will be able to better relate, because non-binary people are not confused, or do not know their gender, and they certainly are not aiming to kip over binary gender categories. It makes the whole thought process very human, because we need to imagine and understand a perception of the world which might be more nuanced than what we thought possible.
We might also start thinking about what that would have meant for our own lives, if there was anyone in our circle, amongst our family, even ancestors, who could have been somewhat non-conforming with their binary assigned gender. Maybe they did not or could not define themselves as anything beyond their male or female birth assignment, because there were no words for it, because there was no knowledge, no life examples around. Ok, nice, but what does that mean in practice?
The Diversity Within Non-Binary Identities
No One-Size-Fits-All
Non-binary identities can be very different, there is no universal description or stereotype, which also make the sensitivities and needs of non-binary people very individual. What is most important is to foster an environment which wants to live gender diversity, and is interested in learning about in how many different ways and forms gender can manifest itself, making gender identity unique, like a snowflake or a fingerprint.
Consideration, not Complication
Our goal is to allow non-binary people to feel safe and present as their authentic self, to help them maneuver at the workplace with their needs met at all times, and that their sensitivities are respected in every single interaction we have together as colleagues. It is not so complicated as it sounds, but you might be wondering what kind of complications this could mean in practical daily work. It does not and should not. With a little preparation and thinking, we can make our work organization and venues inclusive.
But before we can inventory what should be done to make a workplace non-binary friendly, let us go back to non-binary identities. It is important to ensure colleagues broadly understand the concept, and have some ideas about how it could manifest in real life. Many non-binary people will have some association with their gender assigned at birth, and might also navigate without any challenges in the binary system, needing more the recognition and respect towards their non-conformity to it.
Some on the other hand, will identify in-between the binary genders, maybe leaning more towards this or the other end of the spectrum, while some will consider themselves fluid or even genderless, as to no exisiting label is what they fit in or would like to be assigned with. Such non-binary individuals might find it extremely challenging to navigate the very strictly binary gendered society, perceiving it as constraining, causing them much frustration and distress. It is very important that we strive to minimize such at the workplace to all possible extent our systems, processes and facilities can allow.
In terms of presentation, there is also no singular description or example of a non-binary person. As with anybody else, presentation and self-expression are on very deeply rooted and intrinsic convictions of who we are (and who we are not), and is formed along our coming of age and socialization, as to how much we want to and dare to show of our inner personalities to the world. This therefore calls for utmost respect and appreciation for any kind of human expression and presentation.
Which does not mean that a non-binary person should not be weather, age, venue, and workplace appropriate, but within that, we should be expecting a blend of elements of clothing, accessories, body and behavioral expressions, which in the binary system would not be solely associable to either of the male or female genders. Please take a moment to process that. These expressions will strive for fashion, style and harmony in the very same way and to the very same extent as cisgender expressions are.
Please note and accept that the blend of the actual elements of the presentation might not be perceived as harmonic by you because of the crossing of the normative binary gender presentation borders. This you need to accept as just not something to your taste or liking, as if you like men to wear ties or women to wear high heels, or rather you prefer men not to wear ties and women to wear flat shoes. With a little getting used to, you will be able to recognize and appreciate the fine nuances of non-binary presentations.
Creating the Base for Non-Binary Inclusion
Now that we understand the concept of non-binary gender identities and non-binary gender presentations, we can imagine their relation to the strictly binary gendered world they need to exist in. This is where the responsibility of the workplace comes into picture, to minimize to the most possible extent the negative implications for their non-binary employees. This requires proactive thinking, flexibility and a lot of discussions with the employees.
Don’t Assume the Other Person’s Gender
Just as in any interaction, you will get to meet non-binary people, see their faces, get to know their names. This is where you should not continue to assume gender, especially if you suspect having encountered someone non-binary based on their expression. Not to worry, in this case after respectfully greeting them (like anyone else), you can politely ask for their pronouns and how they would like to be addressed.
From this point on it will be your responsibility to remember this information and keep up the right reference to the individual. This is something which might require a bit of effort and exercise, as we are mostly used to not having to remember this information in regards to everyone we interact with, we rather lean on our binary gendering. Please pay attention and demonstrate effort, but do not be afraid to make mistakes, as if they are honestly regretted and promptly corrected, nobody will have bad feelings if it happens occasionally, especially in the beginning.
Use Gender Neutral Language
Besides the title and pronouns please be prepared to use gender neutral language both in verbal form and in writing. This also needs some creative thinking, but can be quickly and easily introduced. „Dear Colleagues“ instead of „Ladies and Gentlemen“, „all genders“ instead of „male and female“ and „personnel“ instead of „men and women“ for example.
It is also very important to upkeep the gender inclusive language when you think binary non-conforming people are not around. This ensures that it becomes not an effort and an exercise to be performed only when deemed necessary, but becomes the natural standard. In addition, we should remind and correct each other when we make mistakes, and to be ready to praise each other as well by saying: „That was very nicely said.“, if something came out really inclusive.
