Discussions surrounding inclusivity and respect have become increasingly prevalent in workplaces. However, recent findings from a workplace study shed light on a concerning trend: some business leaders are rejecting the use of workers' preferred pronouns, citing confusion as a primary reason. 

In a recent workplace study conducted by Resume Builder, concerning statistics emerged regarding business leaders' reluctance to acknowledge and utilise workers' preferred pronouns. The study, which surveyed nearly 900 leaders, revealed that approximately 15 per cent of them are unwilling to adopt they/them pronouns, while 10 per cent outright refuse to use transgender employees' preferred pronouns.

These findings may come as a shock in an era where companies are increasingly focused on fostering inclusivity and meeting the diverse needs of their workforce. With discussions around boosting inclusivity and retention gaining momentum, the refusal to acknowledge preferred pronouns raises concerns about workplace equality and respect.

The debate over pronouns has even transcended the workplace and entered the realm of U.S. law. The U.S. Equal Employment Opportunity Commission (EEOC) recently implemented workplace bias protections, ensuring the rights of transgender employees to use their preferred pronouns and bathrooms. Additionally, these protections extend to workers who have undergone abortions, safeguarding them against discrimination within the workforce.

Traditional views appear to be the primary driver behind business leaders' opposition to they/them pronouns, with 64 per cent of the surveyed leaders expressing disbelief in the concept of choosing one's pronouns. Furthermore, 40 per cent cited confusion as their rationale for rejecting these pronouns.

As companies navigate the evolving legal landscape and seek to adapt to the new protections, it is likely that workplace guidelines regarding pronouns and gender identity acceptance will undergo revisions.

Julia Toothacre, Resume Builder's Resume and Career Strategist, emphasized the importance of clear workplace guidelines in fostering a respectful environment. She noted that evolving guidelines could potentially enhance the comfort of transgender individuals in the workplace and facilitate the reporting of discriminatory behavior.

Despite the legal protections in place, challenges persist for transgender employees, particularly concerning bathroom usage.

According to the report, 16 per cent of companies prohibit transgender employees from using bathrooms aligned with their gender identity, while 30 per cent offer only unisex facilities. 

Additionally, one in four business leaders oppose granting transgender employees access to bathrooms corresponding with their gender identity, underscoring ongoing issues with workplace inclusivity.

For job seekers encountering employers who refuse to acknowledge their gender pronouns, HR consultant Brian Driscoll offered straightforward advice: "Run." Driscoll emphasised that such refusal reflects a fundamental disregard for individual identity and workplace respect, posing risks from both legal and employee retention perspectives.

Refusing to acknowledge an employee's pronouns carries legal ramifications, potentially resulting in lawsuits and business penalties, as per EEOC guidelines. Moreover, it can lead to employee turnover and tarnish a company's reputation, making it challenging to attract top talent.

Driscoll highlighted the disparity between businesses' willingness to adapt to technological advancements and market trends compared to their reluctance to acknowledge gender identity. He emphasized that learning employees' preferred pronouns should be no different from learning their names, urging employers to prioritize respect and inclusivity in the workplace.