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in gender-neutral language, unconscious bias
by Linda Herzer,
Co-Founder,
Transformation Journeys Worldwide
If you want to understand the lens through which a person sees gender, listen for their use of
gender-neutral language. Not using it reveals a great deal of unconscious gender bias. Since
unconscious bias is something we’re all trying to mitigate, (its currently the topic of the second
most popular course on LinkedIn) let’s follow the lead of the President of Argentina and of the US
House of Representatives. President Alberto Fernández, when addressing citizens about the
COVID-19 lockdown, appealed not only to Argentinos and Argentinas, but also to Argentines,
“using a gender-neutral term that doesn’t exist in traditional Spanish grammar.” In Washington, the
House recently introduced gender-neutral language in its new rules for congress.
What is gender-neutral language, and why does it matter to you and your
organization?
The guidelines for using gender-neutral language created by the European
Parliament state: Gender-neutral language is a generic term covering the use of non-sexist
language, inclusive language or gender-fair language. The purpose of gender-neutral language is
to avoid word choices which may be interpreted as biased, discriminatory or demeaning by
implying that one sex or social gender is the norm. Using gender-fair and inclusive language also
helps reduce gender stereotyping, promotes social change and contributes to achieving gender
equality.
That’s a great definition which also addresses why we all need to care about this. Simply stated:
because language matters.
As a young, female seminarian, I was on the frontlines of this battle for gender inclusive language.
Those of us engaged in the struggle recognized that language both reflects and shapes how
we experience the world. As the European Parliament’s statement pointed out, the shift to
gender inclusive language actually did promote social change and it did contribute to achieving
greater gender equality… 40 years ago.
Evidence of this growing awareness is demonstrated by the 19 US States, and the District of
Columbia, which, along with the expected M or F, now offer their residents an “X” gender marker
option on their driver’s licenses. Globally, there are numerous countries which allow citizens a third
gender option on their passports as well.
In the same way that gender inclusive language began being used in the ‘80s to foster equity for
women, gender-neutral language is now emerging to promote equality for gender diverse people.
And more and more of the employees, students, patients, clients, customers or congregants that
you are looking to attract and retain are gender diverse. A client with just 300 employees recently
told us that while they have three gender diverse co-workers, they have at least six employees—
that they know of—with trans or non-binary children or loved ones. A 2018 Pew Research Report
showed that 12% of Baby Boomers personally knew someone who uses gender-neutral pronouns,
and this was true for 16% of Gen Xers, 25% of Millennials and 35% of Gen Zs. And gender
diversity is not just a US phenomenon. A 2018 survey of the United Kingdom’s LGBT community
received responses from 6,918 citizens who are trans men or trans women and from an additional
7,459 citizens who are non-binary.
One of the quickest ways a person can tell if they and their loved ones will experience inclusion
and belonging in your organization is by observing the language you use. Forms that offer only
two gender options, and policies and presentations that reference parents as only mothers and
fathers, children as only boys and girls, and employees as only men and women show a lack of
awareness of and respect for non-binary, agender and intersex people.
Recommended Resource for Creating Gender-Neutral Language
Guidelines for Your Organization
The APA’s Style Guide to Bias-Free Language has an excellent section on Gender which gives
many examples of gender-neutral language (and words to avoid). The Guide also provides helpful
explanations about why the recommended words are more inclusive. It is the perfect starting place
for organization’s seeking to implement their own gender-neutral guidelines.
Remember: the language you use matters. It can include or exclude. Your organization’s language
both reflects and shapes its viability and sustainability in our increasingly gender diverse world.