Gendered language and self-identity struggles

#LinkedIn has become quite popular - especially since the start of the pandemic. However, for #transgender people like myself, there can be a significant amount of #fear and uncertainty surrounding disclosing one's #GenderIdentity. Despite some progress in #inclusivity and #diversity, due to the rise of anti-trans #legislation and hateful rhetoric, there is a fear that sharing one's gender identity on LinkedIn can negatively impact one's #career, although it should not. 1. We fear potential #stigma, #discrimination, and #bias when disclosing our gender identity on LinkedIn. The uncertainty of how #colleagues, #employers, potential employers, clients, and potential clients may react can be a significant barrier. This fear can stem from a lack of awareness, education, or misconceptions about trans people, ultimately impacting our #professional opportunities. 2. Deciding to disclose one's gender identity on LinkedIn can and does have real consequences for career progression. Due to biases or #prejudices, some may harbor negative perceptions about us, affecting promotional opportunities, #job security, or client relationships. This can create an atmosphere of fear that hampers personal growth and stifles professional aspirations. 3. While the fear of sharing one's gender identity is understandable, it is vital to remember that #authenticity and self-expression should be celebrated, not feared. By embracing and sharing our true selves, we pave the way for a more inclusive and accepting #workplace #culture. Encouraging transparency and visibility for trans professionals can contribute to breaking down barriers and dispelling misconceptions. 4. Creating a safe environment where we can thrive requires the active involvement of #allies and #organizations. Employers and potential employers can promote inclusive policies, educate employees, and foster an environment of inclusion and belonging. Allies play a crucial role by actively supporting trans colleagues, advocating for our rights, and challenging discriminatory practices. 5. While fear may be a natural response, it's important to remember that there is strength in numbers. Building supportive networks, both online and offline, can provide a sense of community and empower us to share our authentic selves on LinkedIn. It is understandable to have fears about sharing your gender identity on LinkedIn. I struggle with my fears about this frequently. However, it is vital to challenge these fears and embrace authenticity (if you feel safe doing so), paving the way for a more inclusive and #equitable professional environment. By fostering understanding, education, and acceptance, we can all work towards breaking down barriers and ensuring that gender identity does not impact anyone's career progression. Remember, your true identity is a strength; sharing it can inspire others while creating a more diverse and inclusive workplace for all.

In my efforts to be gender-affirming and identity-affirming, which can foster psychological safety, I often begin the session by sharing my pronouns. I also intentionally ask the person I am holding space for if they use pronouns that they would like me to be aware of and honor during our time together. I don’t ask, “What are your pronouns?” because I’ve learned that not everyone chooses to use pronouns as another imposed label, and I respect that. I also avoid saying, “What are your preferred pronouns?” because I’ve learned that for some people who are gender-minoritized and frequently misgendered, pronouns are not a preference, but rather an integral part of who they are. I respect this nuance. When someone says, “I use we and thay,” I understand this as a way of distancing themselves from the “he” in “she/they,” just as there is male in female. This response sparks curiosity in me, without ridiculing or trivializing their way of self-identifying. I have also met people who use all pronouns as a way of rejecting the gender binary, and I respect that too. If I don’t fully understand something, I ask questions so that I can avoid making the wrong assumptions or misaddressing them. We don’t have to wait for #PrideMonth to humanize and normalize conversations about psychological safety. We cannot authentically cultivate safe therapeutic alliances if we do not respect people’s self-determination to identify in ways that are meaningful and empowering to them. It doesn’t always have to make sense to us as service providers and we don’t have to demonize what we don’t fully understand. Our job is to hold space and bear witness, not to center ourselves or trivialize others’ identities. What are your thoughts about pronouns? How do you approach the topic? P/S: Please only engage if you can dialogue with non-judgmental compassion, respect, humility, and conscious curiosity. My space has zero tolerance for willful ignorance and bigotry, and it’s also not a space for deflection and projection. In Communal solidarity, Shayla S. Dube, MSW, RCSW-S Wellness Empowered Counselling & Consulting Inc

Language matters. I was at a business dinner last night where a director repeatedly referred to the women in his organization as "girls." It irritates me because you rarely hear men of any age called "boys" in a professional setting. This isn't trivial. The words we use subtly shape how we perceive ourselves and others. "girl" implies child "woman" signifies an adult When women are consistently called "girls," it sends a message that undermines our maturity, professionalism, and capabilities. This kind of gendered language, intentional or not, impacts: - how women are viewed - how women view themselves - ultimately, our career progression Even seemingly small linguistic choices have a significant ripple effect. Our words have influence. Please choose consciously.