Non-Polarizing Approaches to Gender Messaging

To save trans inclusion efforts, let's stop chasing bad actors and instead leverage the following strategies to de-polarize Trans inclusion and improve outcomes for all: 🎬 First, when it comes to programming, let's leverage storytelling more than we leverage hard facts/data. Hitting a skeptical leader over the head with the suicidality rate for Trans youth is not going to make them wake up. In fact, it will likely make them double down on their existing beliefs because someone in polarization (your Uncle Bob for example) can only take in facts and data that support their ~existing~ world view. It's much easier to see ourselves in someone's personal story. This explains the power of a strong Coming Out Panel. We need stories from trans people but also stories from parents who have trans kids, straight white men who are working to disrupt toxic masculinity and anyone who is disrupting conventional gender expectations. By building an intersectional coalition of people negatively impacted by gender norms, we can better advocate for the outcomes we want. 💇♀️ Second, we need to provide opportunities for non-LGBTQ people to explore their own gender rather than another vocab lesson about pronouns. My most successful facilitation question is "Tell me about the first time you performed gender incorrectly?" When you give men and women the space to explore how their family of origin, school system and culture set them up with restrictive gender expectations, it helps them realize that, "Oh, this isn't about trans people. This is about my right to define who I am and express who I am without consequences. I have something at stake here." ⛓️ Third, we need to tie Trans inclusion into our organization's core values. If our values are "excellence" and "innovation," then Trans team members being excluded from contributing our talents and ideas fully due to intentional misgendering, hiring and advancement bias and being unable to access healthcare aren't just instances of trans exclusion, they invalidate who we say we are as an organization. Leaders need to see that THEY are living out of alignment with THEIR stated core values. By helping leaders go into that moral and cognitive dissonance, the desire to change and the desire for action emerges 🌎 Finally, we need to connect Trans inclusion to the systems that need to change to improve outcomes for ALL employees. I guarantee you that Trans people are not the only group who worry about fair promotions. When we set a broader goal of "eliminating bias in performance reviews by implementing structured rubrics and training managers on providing feedback" we can build systems that are free of bias for ALL employees. By leveraging these approaches we shift the goal from "how to we stop those 1 or 2 bad actors" to "how do we create a workplace where everyone has what they need to thrive." I find the latter to be much more exciting and well within our reach. ❤️

How to Share GBV Data Without Reinforcing Harmful Norms I just received this message from a Nigerian colleague: “You commented on the Anglophone West Africa Social Norms Learning Collaborative's post on how research shows that kind of messaging is reinforcing the normalization of violence against women. Please share tips on how we share data on GBV without reinforcing the normalization of violence.” Here is what I think: Sharing data about gender-based violence (GBV) is crucial for raising awareness, but it’s equally important to ensure that the messaging doesn’t unintentionally normalize violence. Here are some strategies to share GBV statistics effectively while promoting positive change: Avoid Solely Highlighting Prevalence: Instead of focusing only on numbers, pair data with evidence of successful interventions. For example: “While one-third of women globally experience GBV, programs engaging faith and cultural leaders have significantly reduced violence, showing change is possible.” Frame Messages Around Change: Highlight shifts in norms and behaviors to inspire action. For instance: “More men in Nigeria are embracing non-violence as a core value, rejecting harmful gender norms.” Promote Positive Alternatives: Share stories of individuals or communities that have adopted non-violence and gender equity. Positive role models inspire collective action. Contextualize in Cultural and Faith Values: Tailor messages to local beliefs that align with non-violence. Example: “Religious teachings emphasize respect and love, making violence incompatible with faith values.” Publicize Norm Shifts: Share evidence of progress, like: “70% of men in Cross River State recently pledged to support non-violence, signaling a community-wide rejection of GBV.” Mind Your Language: Avoid stigmatizing survivors or reinforcing stereotypes. Instead, emphasize resilience, agency, and rights. There are probably many other better approaches available. These may also be useful. By using these approaches, it may be possible to ensure GBV data fosters understanding and inspires action without unintentionally perpetuating harmful norms. Take the a look at the attached DFID guidance note, which first noted the important of not highlighting prevalence of violence against women. #SocialNorms #GBVPrevention #GenderBasedViolence #CommunityEmpowerment #NormShifting #FaithBasedInterventions #PositiveMessaging #GenderEquity #WestAfrica #BehaviorChange

GENDER OUT, MINDSET IN: - Skincare is no longer just for women. - Cars are no longer just for men. - Toys are no longer just for boys or girls. The world is changing. Hamleys found that 25-30% of their sales targeted at one gender were bought by the opposite gender. They removed gender-based sections in their stores in India. “We’ve definitely seen a shift, with more men taking an active interest in skincare. It’s no longer a space confined to one gender.” - Mohit Yadav, Founder, Minimalist Oud, the world's most expensive fragrance, is seeing massive acceptance by women. Yet, it’s still marketed only to men. Brands need to catch up. In 2021, Lego pledged to remove gender stereotypes. They stopped marketing toys distinctively to boys or girls, ensuring their products are gender-neutral. Toy startup Smartivity focuses on STEM toys and ensures that their packaging features both boys and girls. They follow a gender-neutral approach in all their marketing materials. Brands must discard outdated assumptions based on static segmentation and focus on real-time behavioral segmentation. While we have moved the needle on sexist stereotypical messaging in India, true gender fluidity is a far more ambitious goal. Source: Brand Equity #marketing #genderneutrality #branding #consumerbehavior #digitalmarketing

𝐆𝐞𝐧𝐝𝐞𝐫𝐞𝐝 𝐏𝐡𝐫𝐚𝐬𝐞𝐬 𝐭𝐨 𝐀𝐯𝐨𝐢𝐝 𝗪𝐡𝐞𝐧 𝐒𝐩𝐞𝐚𝐤𝐢𝐧𝐠 𝐭𝐨 𝐚 𝐆𝐥𝐨𝐛𝐚𝐥 𝐀𝐮𝐝𝐢𝐞𝐧𝐜𝐞:⁣ ⁣ 📌 "Ladies and gentlemen" ⁣ 📌 "He or she" (e.g., "He or she must do XYZ") ⁣ 📌 "Him or her"⁣ ⁣ ⁣ Effective communication goes beyond just speaking or teaching—it’s about connecting with your audience, and this is where "Homiletics" comes in. It's the art of communicating clearly and inclusively.⁣ ⁣ ⁣ While certain gendered phrases might still be common in Africa, in a global context, using them could lead to misunderstandings or even make you seem less aware of global standards.⁣ ⁣ ⁣ Today, we recognise that gender is not just male or female. Some people identify differently, and it’s important to be mindful of this, especially in diverse settings. You may not know who’s in your audience or what their identity is, and in some countries, their gender identities are legally recognised.⁣ ⁣ ⁣ For inclusivity, it’s better to use "they" or "them" instead of "he or she" or "him or her." Similarly, replace "ladies and gentlemen" with gender-neutral greetings like "distinguished guests," "everyone," or simply "hello."⁣ ⁣ ⁣ It’s not about whether you believe in different gender identities. It’s about demonstrating "social awareness" and being respectful of people's interests.⁣ ⁣ ⁣ Without this understanding, you may struggle to connect with global audiences and limit yourself to local contexts.⁣ Lady Pat Communications Consultant. #Publicspeaking #Effectivecommunication #Genderneutrality #Culturalawareness #Socialintelligibility