Gendered language refers to the use of words or phrases that imply a particular gender. This can include the use of gendered pronouns like "he" or "she," or gender-specific job titles such as policeman/policewoman, or congressman/congresswoman.

These gendered words shape our thinking about what is masculine and feminine, male and female. That is because, in our society, we have a gender binary system. In essence, a system of gender classification in which all people are categorized as being either male or female.

However, this is the traditional way of looking at gender. That is, you are either one gender or the other and you are expected to follow society’s expectations of either gender.

 The problem is that not all individuals identify with the rules of the gender binary, or the gender assigned to them at birth. And for those individuals, being referred to by the wrong pronoun can result in discomfort or anxiety and undermine their sense of identity.

Using the correct pronoun is an important aspect of affirming someone's gender identity and respecting their dignity.

 The good news is that, with some conscious effort and awareness, avoiding gendered language is indeed possible.

Understanding the Impact of Gendered Language in The Workplace

Let’s look at the use of gendered pronouns such as “he” or “she.”

Using “he” or “she” can be problematic because it implies a binary view of gender and it excludes individuals who identify as non-binary or transgender.

So, instead of using "he" or "she," use gender-neutral pronouns such as "they," "them," and "their." These pronouns are inclusive and do not assume or imply a particular gender.

I know. The grammarian in you is screaming at me that “they is plural!”

Our literature says otherwise, though. In fact, according to Interact, even famous authors, from Shakespeare to Jane Austen, have used the singular “they.” Indeed, according to The Guardian, Jane Austen uses “they” in the singular 75 times in Pride and Prejudice (1813).

 In the same way we need to pay attention to the pronouns we use, it is also important to pay attention to the language we use to describe certain behaviors at work. That is because they can reinforce gender stereotypes and lead to the perception that some individuals may be less qualified than others.

For example, when a man is assertive, that individual is often described as "confident," which can lead to a perception that the man is a strong leader. Assertive women, on the other hand, are often described as "bossy" or "abrasive." This contributes to their being seen as difficult to work with or lacking in leadership skills.

This type of bias can be subtle and may not be intentional, but it will have a significant impact on how employees are perceived in the workplace, which can limit their opportunities for advancement.

Strategies For Avoiding Gendered Language in The Workplace

1.  Use gender-neutral language. Instead of using gendered pronouns (i.e., he/she), use the gender-neutral alternative such as they/them. Understand that using someone’s correct personal pronouns is a way to respect them and create an inclusive environment. Likewise, use gender-neutral language such as "the candidate," or "the successful applicant" instead of "he" or "she" to refer to the person who will be filling the position. This will help avoid exclusion and ensure everyone feels included in the workplace.
2.  Avoid language that reinforces gender stereotypes. For example, instead of using "emotional" to describe a woman, use "expressive." In addition, ensure that job descriptions do not contain gendered language or stereotypes. Job descriptions should focus on the necessary skills and qualifications for the position such as strong communication skills or attention to detail, rather than gender-specific traits.
3.  Be mindful of job titles. Avoid using gender-specific job titles that may imply a specific gender such as salesman, stewardess, or waitress. Instead, use gender-neutral titles like sales representative, flight attendant, or server.
4.  Provide education and training to employees about the importance of avoiding gendered language in the workplace. This is essential because gendered language can affect the mental health and productivity of employees, create a biased and discriminatory environment, and impact morale. Such training is an excellent opportunity to raise awareness of the impact of gendered language and help employees avoid it in their communication.

What to Keep in Mind

Gendered language can have a significant impact on certain employees. The good news is that avoiding gendered language is possible with some conscious effort and awareness.

Start by paying attention to the gendered pronouns people use to refer to themselves and make an effort to use those pronouns when addressing them. Using someone’s correct personal pronouns is a way to respect them and create an inclusive environment.

Overall, by using gender-neutral language, avoiding gender stereotypes, being mindful of job titles and descriptions, and providing education and training to all employees, organizations can ensure an inclusive and respectful work environment for all.

Examples of Gender-Neutral Language