The importance of gender diversity and inclusive language

At Monash Health, we support inclusive policies and practices in our workplace. Since developing our Equity and Inclusion Strategy 2018-2023 (E&I), we have accomplished a great deal to promote Monash Health as a safe space for our employees to express themselves.

It shows our commitment to being more inclusive of gender-diverse people and proactive in our approach to supporting LGBTI+ employees and eradicating discrimination.

Gender can be expressed in many ways, such as through behaviour or physical appearance. Many people associate gender with their assigned sex at birth conforming them to male or female gender labels.

However, gender identity refers to a person’s internal and individual sense of gender which is not always exclusively masculine or feminine and may or may not correspond to their sex. For some people, their gender is a combination of these or neither. A person’s gender may also change over time.

Inclusive language increases awareness and acceptance

The language used to describe gender diverse, non-binary and intersex patients, visitors, employees, and volunteers is diverse and constantly evolving. Inclusive language is a way of acknowledging and respecting the diversity of everyone’s bodies, genders, beliefs, and relationships. Improved health outcomes are linked to the use of inclusive language.

Denise Owen, Chair of the LGBTI+ subcommittee, Director, Digital Health Training and Adoption, explains we should celebrate all forms of self-expression and diversity in our organisation and community.

“Understanding and using inclusive language helps promote informed choices and reduces incorrect assumptions people make about gender identity, expression, and pronouns,” she said.

Why using the correct pronouns is important?

Pronouns are a way people refer to themselves and each other. Some people use the pronouns ‘he/him’ or ‘she/her’, while others may prefer gender-neutral pronouns like ‘they/them’, or gender-neutral neo-pronouns such as ‘ze/hir’, ‘ze/zir’ or ‘xe/xem’. In some instances, pronouns may be context specific.

When using gendered and non-gendered pronouns, you may find the following table helpful:

Source: pridetraining.org.au 

Using a person’s correct pronouns is an important step and supports our aim to provide a safe, understanding and respectful environment for those who identify as part of the LGBTI+ community.

“Introducing and correctly using pronouns ensures that our LGBTI+ community feels comfortable, safe, and accepted at Monash Health,” Denise added.

It is important to show our support by using a person’s chosen pronouns. When in doubt, respectfully ask the person their preference, where possible, in private, or use their name.

By using a person’s correct pronoun, we minimise the risk of misgendering a person and causing any unintended associated negative emotional impact.

Correct pronoun use increases awareness and acceptance, providing a safe space for people to speak about and be addressed by their pronouns. It is also associated with positive workplace experiences and wellbeing improvement.

How to order your name badge with your pronoun

Name badges displaying your pronoun can now be ordered through iProc. To order a name badge with your pronoun, please select the item code number 186058.

If you choose to include your pronoun, please discuss this with your manager or supervisor who is responsible for ordering your name badge for you.

If you would prefer not to discuss your pronoun inclusion on your name badge with your manager, you can contact our LGBTI+ subcommittee via email, at lgbti@monashhealth.org. A member of our LGBTI+ subcommittee will be able to assist you with ordering your name badge.

We will also introduce the option to add your pronouns to your email signature block soon.

For more information refer to the LGBTIQ+ Inclusive Language Guide.

Approved by: Louise Kanis