WTS-Boston is celebrating Pride Month in June and recognizes the advancements made to protect LGBTQ+ people in the workplace; we also recognize where legal protections fall short. This month, we want to provide individuals with some resources on how they can support their LGBTQ+ colleagues.

On June 15, 2020, the U.S. Supreme Court ruled that LGBTQ+ employees could not be discriminated against based on their gender identity or sexual orientation. Prior to this decision, it was legal in more than half of the states to fire workers for being gay, bisexual, or transgender. Such a decision, however, does not resolve questions about access to public restrooms and locker rooms, places where transgender and gender non-conforming people can face harassment and physical harm. It also does not address sports, religious employers, or access to health care.

This landmark decision still has a tangible impact on the lives of LGBTQ+ people in the workplace, including the ability to sue if their employer fails to use their personal pronouns as a violation of one of the federal laws prohibiting sex discrimination.

What are personal pronouns and why do they matter?

First, “a pronoun is a word that refers to either the people talking (I or you) or someone or something that is being talked about (like she, it, them, and this). Gender pronouns (he/she/they/ze etc.) specifically refer to people that you are talking about.” Personal pronouns matter because they represent how someone identifies and when used correctly, “is a way to respect them and create an inclusive environment, just as using a person’s name can be a way to respect them.”

You can support your LGBTQ+ colleagues by:

• Not assuming someone’s gender based on their name or appearance, as these assumptions are not always correct and are based on harmful gender expectations or stereotypes.
• Sharing your own personal pronouns when meeting someone for the first time and asking for theirs if they are comfortable sharing.
• Adding your personal pronouns to your email signature and encouraging your employer to add personal pronouns as a company/organization email signature policy.

Resources:

Lesbian, Gay, Bisexual, Transgender, Queer Plus (LGBTQ+) Resource Center, University of Wisconsin Milwaukee

MyPronouns.org, Resources on Personal Pronouns

Human Rights Campaign (HRC), Resources for Equality and Inclusion