Recruitment Software 2021

These systems are not about legal compliance, they are about creating an environment where employees can flourish regardless of their gender identity. The modern workplace is more inclusive than ever before, accomodating people of different ethnicities, cultures, gender identities, religions, sexual orientations, and abilities. By implementing systems and processes that foster sensitivity and acceptance, all types of individuals are finding themselves a home at work.

The modern workplace is one where employees should be safe and encouraged to actively and equally participate in company culture, regardless of differences—including gender. Leaving gender fields blank or including additional gender categories in both paper and online forms is another policy to promote the inclusion of non-binary individuals in the workplace. HR managers should include an inclusive list of pronouns and genders for administrative systems and forms. Field menus with drop-down arrows allowing HR personnel to add pronouns and genders in accordance with employees’ self-identification and gender expression, if set up correctly, will foster inclusion at the systems level.

Make clear during recruitment and onboarding processes that gender expression (ie. attire or hairstyle) and gender identity are protected and any infringements will be strictly responded to. As mentioned throughout this guide, lack of understanding and knowledge is a major contributing factor to the exclusion and mistreatment of non-binary individuals in the workplace. It is vital to engage staff and implement comprehensive sensitivity and anti-harassment training—from senior management to junior employees. Empower all employees to become allies and educate them to advocate for non-binary inclusion, both within the office setting and without. These initiatives may be part of pre-existing diversity and EEO compliance training or may be implemented separately. One suggestion is to invite non-binary community advocates or representatives to address management and employees.

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It is currently estimated that up to 40% of trans people identify as non-binary, meaning they do not identify as either male or female. While acceptance of trans individuals is improving, both in legislative and cultural spheres, non-binary individuals face particular challenges in the workplace that are unique from other LGBTQ employees. C-level leadership and HR leaders who want to provide a framework for processes and policies that signal a culture of inclusion and sensitivity must overcome these challenges.

Short term disability coverage following gender confirmation surgery should also be included in company health coverage. While in the previous generation 6% of Americans identified as trans or non-binary, 12% of millennials aged do not identify with the sex they were assigned at birth. Gen Z is likely to continue this trend, with more people empowered to express their gender beyond conventional expectations. As this demographic grows, it is vital to develop inclusion policies to ensure equal and fair treatment in the workplace. This is particularly egregious for non-binary and trans individuals who face disproportionate levels of aggression and exclusion in the workplace.

It is also important to note that trans-identifying individuals may be at various stages of transition in their gender expression. It is important to note that the difficult challenges facing non-binary individuals are even more radical for people of color, people living with disabilities, and undocumented people.

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While some trans men and women prefer gendered pronouns, some trans people and many non-binary people prefer neutral pronouns such as they/them, it/its or ze/hir. A lack of understanding and knowledge about the unique experiences of trans, non-binary, and gender non-conforming individuals is one of the main barriers to inclusion in the workplace. Although every individual gender identity journey is different, there are common practices and processes that employers can implement towards educating and facilitating acceptance.

• While acceptance of trans individuals is improving, both in legislative and cultural spheres, non-binary individuals face particular challenges in the workplace that are unique from other LGBTQ employees.
• The modern workplace is one where employees should be safe and encouraged to actively and equally participate in company culture, regardless of differences—including gender.
• Leaving gender fields blank or including additional gender categories in both paper and online forms is another policy to promote the inclusion of non-binary individuals in the workplace.
• C-level leadership and HR leaders who want to provide a framework for processes and policies that signal a culture of inclusion and sensitivity must overcome these challenges.
• It is currently estimated that up to 40% of trans people identify as non-binary, meaning they do not identify as either male or female.

Recruitment software is a tool that automates the tracking of the different steps involved in the recruitment workflow. The software lets you publish vacancies on job portals, screen resumes, schedule candidate interviews, conduct background checks, and extend offer letters. It can also capture candidate approvals from stakeholders, making the recruiting process highly efficient.

One of the most important ways to include non-binary employees is to adopt their chosen pronouns. By and large, binary pronouns like he/him or she/her are just how most people speak. However, for non-binary individuals, these two categories are insufficient. While some trans men and women prefer gendered pronouns, some trans people and many non-binary people prefer neutral pronouns such as they/them, it/its, or ze/hir. Not making assumptions about a person’s correct pronouns is vital to creating an inclusive workplace and should likewise be included in any sensitivity training.

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Transgender, or trans, describes individuals who identify with a gender that is not the same as the one they were assigned at birth. As mentioned, up to 40% of trans people do not identify as male or female, while others do identify as one of the two binaries. Understanding the spectrum of identities will help acculturate management and colleagues to non-binary genders and prevent insensitive and potentially hurtful incidences.

This appalling state of affairs needs to be changed, and the surest way for this to happen is for employers to take initiative. Serious lags in the application of anti-discrimination legislation and the inadequacy of its scope do not stand in the way of building a better workplace—it is up to employers to implement policies and processes to promote inclusion. This guide offers comprehensive and concrete information to assist human resources departments across all sectors to promote non-binary inclusion and understanding. This benefits both the employees and the employers, as an inclusive workplace will attract and keep high-quality candidates who might otherwise not be hired or promoted. Legally, doctors, hospitals and insurance companies are not permitted to discriminate against trans or non-binary people in the provision of health care. Short-term disability coverage following gender confirmation surgery should also be included in company health coverage. Leaving gender fields blank or giving the option to add additional gender or pronoun categories in both paper and online HR forms and platforms is another policy to promote the inclusion of non-binary individuals in the workplace.

By offering applicants and employees the opportunity to designate their gender beyond the binary, your company is signaling a culture of acceptance and support. The discrimination and exclusion faced by non-binary individuals mean that it is necessary to take proactive measures to engage with potential employees that identify as non-binary. Evaluate your procurement process to ensure inclusion and publicize your socially responsible policies to attract highly-qualified candidates who are either non-binary or are seeking a more inclusive workplace. This will also likely attract customers who increasingly choose to support inclusive businesses. The 2017 Harris Poll for GLAAD found that nearly 70% of Americans would switch to a brand that is LGBT-friendly and most would actively avoid businesses that are less inclusive. As more consumers are stepping up to champion LGBT and non-binary rights in the workplace, there are utilitarian benefits to doing the right thing. Recruit better talent, keep employees happier and more productive, and build brand loyalty with inclusive workplace practices and policies.

Considering that until the middle of the last century, diversity and inclusion were foreign concepts and discrimination in the workplace was common practice, this is a welcome evolution. However, despite major strides taken towards fostering diversity and acceptance in the modern workplace, there is still more work to be done. An estimated 15% of nonbinary adults in the US are unemployed, three times the national average. In this sense, it is the best interest of employers to combat stigma and create opportunities for non-binary candidates. A lack of understanding and knowledge about the unique experiences of trans and non-binary individuals is one of the main barriers to inclusion in the workplace. Legally, doctors, hospitals, and insurance companies are not permitted to discriminate against trans or nonbinary people in the provision of health care. Health plans cannot exclude transition-related care and every individual must be treated according to their gender, without discrimination.

While many offices have dress codes, these should not exclude non-binary employees from presenting as their gender. Modify uniform clauses and apply them consistently to avoid perpetuating gender stereotypes and alienate non-binary team members. Another important way to protect gender expression is to give employees the ability to self-identify on HR platforms and systems. Field menus with drop-down arrows allowing the addition of pronouns and genders in coordination with employees’ self-identification and gender expression, if set up correctly, will foster inclusion at the systems level. And of course, with most companies transitioning into work-from-home structures, it would seem archaic not to foster inclusion using accurate and viable gender expression. By including non-binary protections in your company’s anti-harassment and non-discrimination policy, you will signal a culture of inclusion and support.

Research exploring employment barriers to trans and nonbinary individuals have found that lack of understanding and a failure to implement policies specific to nonbinary employees is a significant challenge to workplace inclusion. The organizational policy begins at the top and at the beginning, with managers and recruiters having a decisive impact on proactive cascading of company culture to front-line employees. Good practices will foster an environment of inclusion and support for non-binary employees for the benefit of all invested stakeholders. Familiarity breeds confidence, and confidence breeds decisiveness in combating discrimination. Lack of understanding and knowledge is a major contributing factor to the exclusion and mistreatment of non-binary individuals in the workplace. It is vital to engage staff and implement comprehensive sensitivity and anti-harassment training – from senior management to lay staff.