We are NOT the Same
First, let’s establish a few facts. The sexes are different. Our sex is biological and clearly distinguishable at the time of birth (odds of ambiguous genitalia are 1 in 4500). Beyond the obvious, there are undeniable variances in the way our minds and bodies work. Women are more likely to experience pain. Women’s brains are smaller, but more densely packed. Men metabolize drugs more quickly.
The way we choose to present ourselves, often referred to as gender identity, does vary. These identities are shaped by our parents, our culture, biology and other factors. The Inquiries Journal defines these terms thusly:
“Gender and Identity: Gender is a learned social construct that will differ according to one’s individual cultural surroundings. Identity is how an individual qualifies their experience within that culture and feels a part of it.”
*I am not here to debate the validity of any sex/gender identity opinions. I will simply share a few tips that will help us all communicate better at work.
Gender Neutral Workplace Communication
Speaking of Groups
Studies have shown that when “man” is used generically to refer to all people, readers tend to picture men only. Phrases like “man’s origin” and “modern man” overlook women’s contributions. Man-made downplays women’s labor.
How can we better choose our words at work? Terms like businessmen, man-hours, man to man, chairman, and man power can be replaced with businesspeople, work-hours, face to face, chair or chairperson, and personnel or labor. Use parallel terms and avoid terms that denote the inferiority of a gender.
Gender Neutral Roles
Many jobs were traditionally reserved for either men or women and titled accordingly. Fireman, stewardess, and policeman are three examples. This kind of language is not harmless. It subordinates women. When we remodeled our living room, we found newspapers from the 1950s that had separate columns for men’s and women’s employment.
Jobs can be performed by women or men. Gender-neutral alternatives are preferred to archaic titles. We say firefighter, flight attendant, and police officer.
There is no need to add a gender qualifier to a nontraditionally filled role. Please don‘t say “woman doctor,” “male nurse,” or “female prosecutor.” These qualifiers highlight that these are default gender roles and, worse yet, show your own gender bias.
Update Policies and Documents
In many cases we can eliminate words that imply gender in our policies and official documents. For example instead of “whoever attains 15% greater sales than their quota will have his or her commission increased by 3.5% the following year” could simple by rendered “whoever attains 15% greater sales than their quota will have their commission increased by 3.5% the following year.”
Never Assume
Don’t make assumptions in regards to another’s sexual orientation. Avoid jargon, slang, and idioms that could be offensive. Keep in mind that jokes in regard to someone’s sexuality are never appropriate at work. You could easily cross the line to sexual harassment and may face legal repercussions for your insensitivities.
Global Gender Roles
Take a look at gender perspectives globally to broaden a narrow or regional view of what is “normal.”
The book, Gendered Lives by Julia T. Wood, highlights the following facts.
- Agta people in Philippines and Tini Aborigines in Australia see keen hunting ability as a feminine trait (Estioko-Griffin & Griffin, 1997)
- Tahitian men tend to be gentle, mild-tempered, and non-aggressive. It is entirely acceptable for them to cry, show fear, and express pain. (Coltrane, 1996)
- Mbuti pygmies in central Africa, don’t discriminate strongly between sexes. Males and females gather roots, berries, and nuts, and both hunt. (Coltrane, 1996)
You may also wish to read:
www.sciencedaily.com/releases/2018/08/180814075924.htm
https://promundoglobal.org/wp-content/uploads/2014/12/Men-Who-Care.pdf
https://www.sida.se/contentassets/0b57532e484543199b0485c0984d731a/gender_and_environment.pdf
