Non-binary acceptance

With visibility and acceptance of gender non-conforming individuals, things are getting a little more equitable in the workplace.

With a growing awareness of non-binary people in work environments, many companies and organisations are making efforts to be inclusive. That often begins with gender-neutral language – swapping out phrases like “ladies and gentlemen”, not assuming someone’s pronouns (many non-binary people use “they/them” or other words rather than “he” or “she”), and making pronouns visible via staff badges and email signatures.

Then there’s the physical workplace: moving to gender-neutral closed lavatory cubicles is already something that’s been adopted widely in universities, the UK public service and the restaurant industry. This is a more economic and efficient use of toilet real estate, and more sympathetic for gender non-conforming people than a single gender-neutral cubicle next to segregated facilities. The collateral upsides of all-gender neutral facilities include shorter waiting periods for women (anyone who’s ever tried to use the Ladies at the interval of a gig knows the great injustice of traditional toilet allocations) and better, fairer access to toilet facilities for disabled people.

This shift toward non-binary acceptance isn’t just a matter of practicality and comfort ­– it’s a way in which architects and planners can have a real impact on unnecessary gender divisions in the workplace. And that is at the heart of making the workplace easier to navigate as a gender non-conforming person: culture change is required, and is happening – albeit slowly. Beginning LGBT education and training programmes, teaming up with LGBT organisations such as Stonewall and even putting up the rainbow flag during Pride Month, inclusion has to start with hearts and minds (no matter the toilet situation).

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Image credit: Piero Zagami and Michela Nicchiotti.