Originally published here.

Cultivating an inclusive workplace culture is rooted in understanding your employees. What inspires. What demoralizes. What challenges. What engages. Do LGBTQ2+ people flourish in your organization? Are they able to bring their whole self to work, to show their true colours?

Sexual identification and gender identity (SOGI) give metrics you can relate to the recruitment, promotion and retention of queer folk. It arms you with concrete numbers to advocate to leaders and set tangible goals.

Rather than start from scratch, FE.MIN.UITY’S  Diversity, Equity and Inclusion (DEI) specialists Dr. Sara Saska – who uses the pronouns she/her/hers, and Keith Plummer – who uses they/them/their, advocate using proven policies and practices to guide your own. Here are 22 top tips and best practices Saska and Plummer recommend:

Honour and normalize people’s gender identification

1. When choosing an HR information system make sure there’s some level of customization on your end or the vendor’s that allows you to include some of the gender designations that go beyond the traditional gender binary.

2. Anytime you put out a self-identification inquiry include fields so people can clarify aspects of their gender ID. This can include anything from job application forms and corporate communique to employee benefits, and equal employment opportunity reporting.

3. When collecting data on prefixes and titles in HR documentation or for your sales and marketing databases or any sort of conference or event requiring registration, include the honorific Mx. alongside Mr. Mrs. and Ms.

4. Include fields to list pronouns and chosen name/s – which may be different from an individual’s legal name.

5. Remember that behind every pronoun is a person. Using someone’s pronouns is one of the best ways to show validation, dignity and respect. Encourage leaders and employees to include their pronouns in introductions, email signatures, video conferencing usernames, nametags and company bios. Commit to correcting your colleagues when they misgender someone.

6. Use the singular “they” or rephrase the language that you use to avoid using he/she on forms, employee handbooks, written policies, and the likes. In cases where using “they” may have a liability associated with plurality, consider alternative words like the applicant, the employee, the individual, or the person.

You can read the complete article here.