- Conference
- 2024 National LGBT+ Conference
- Date
- 17 July 2024
- Decision
- Carried
Pronouns and gender identity are fundamental aspects of a person’s identity. They are not just words or labels; they reflect how individuals see themselves and wish to be seen by others. For many, particularly those who are trans, non-binary, or gender diverse, the ability to choose their pronouns and gender identity is a crucial aspect of their dignity and respect in the workplace. The recognition and affirmation of these choices are essential for their well-being and inclusion.
Despite the importance of self-determination of gender identity and pronouns, there has been an increase in attacks on the right to do so. This has ranged from social and political backlash to outright refusal by some people to acknowledge or respect an individual’s gender identity or pronoun choice. Such resistance is not just a matter of disrespect; it creates a hostile and unwelcoming environment.
The ability for one’s gender identity and pronouns to be respected and normalised is empowering. It allows individuals to assert their identity and ensures they are addressed correctly and respectfully. This choice is a simple yet powerful acknowledgment of their existence and rights. It fosters an inclusive and supportive culture, which is beneficial for all workers.
Many employer databases, forms, and systems for staff currently restrict gender options to ‘male’ or ‘female’ and pronoun options to ‘she/her’ or ‘he/him’. This binary approach erases the identities of those who do not fit within these categories. It strips individuals of the right to self-identify and be recognised as they truly are, leading to feelings of exclusion and disrespect.
Conference welcomes the diligent work of the national LGBT+ committee in raising awareness about the importance of self-identification and pronouns. Their efforts in producing informative factsheets and advising members and branches on this critical topic are commendable and have laid a strong foundation for further advocacy.
However, it is evident that many employers are still failing to respect the rights of staff to choose their pronouns. The lack of inclusive gender and pronoun options on staff systems and forms is a significant issue that particularly impacts our trans, non-binary, and gender diverse members.
Conference notes that many public services rely on nationally governed forms and employee management systems to support their daily operations. It is imperative that these systems evolve to reflect the identities of their workforce.
Conference calls upon the national LGBT+ committee to consider:
1)Working with the national service group executives to apply pressure within national bargaining structures for employer/staff systems to reflect the gender identities of their workers.
2)Producing resources for branches on how they can effectively advocate for gender-inclusive options on locally managed employer/staff systems.
3)Working with Labour Link to extend our campaigning efforts to ensure inclusive practices are adopted across all public services.
By taking these steps, we can ensure that all employees, regardless of their gender identity, are treated with the respect and dignity they deserve.