Gender Diversity and Pronouns

Sharing your pronouns can help create trust and understanding. Encourage pronoun sharing in meetings, when making introductions, and classes.

Class lists do not contain pronouns and may not always show preferred names. It is very important to know that you cannot visually tell someone’s gender. This means that you can also not visually tell if someone is transgender, non-binary, genderqueer, gender non-conforming, gender-variant, etc.

Sharing and asking for pronouns can prevent emotional distress from happening, and sets an example of respect. For example:

• “My name is JP, I use the pronouns she/they. Would you like to share your pronouns?”
• “Let’s all take turns introducing ourselves. Feel free to share your pronouns.“

You can consider adding pronouns to your email signature after your name in brackets.

If you use Microsoft Teams at BCIT, you can share your pronouns with others by doing the following:

1. Launch the desktop version of Teams and click on your profile picture in the upper right corner.
2. Click on your name/email address on your profile card.
3. On your profile card, select + Pronouns or the pronouns listed below your name.
4. To add or change your pronouns, select from the examples (only available in English), or enter your own in your prefer language.
5. ​​​Select Save to update your profile. Changes are updated and reflected on your profile card immediately after you select Save.

For further information on how to edit your pronouns on Teams or Microsoft 365, access Pronouns on your profile in Microsoft 365.

When uncertain about someone’s pronouns or when their gender is irrelevant, using ‘they’ as a gender-neutral pronoun is a respectful practice. Instead of saying ‘guys and girls’, you could consider using a word like ‘folks’ that doesn’t assume other people’s genders or pronouns. Practising this approach in your everyday communications is important to ensure you are not misgendering someone based on assumptions.

As people explore and understand their gender identity, their pronouns might change. It’s important to stay respectful and adaptable to these changes.

It’s also important to recognize that some people may choose different pronouns for different settings due to their comfort level, personal safety, or intersectional identity. Respecting this choice is crucial for their identity affirmation.

If you mistakenly use the wrong pronoun or name, apologize, correct yourself, and move on. It’s an important part of the learning process. Making excuses can be frustrating for the person being misgendered. Most people prefer only an apology and reassurance that you will try better. The best solution is to practice when possible.

Some people may not want a lot of attention drawn to them. Some people may not want someone else standing up for them. Others may appreciate your assistance. If you hear someone using the incorrect pronouns or name for someone else, first check in with the affected person about how they would like you to respond or support them, and then gently correct the person who made the error when appropriate to do so. This helps educate others, while at the same time, demonstrating solidarity.

While it is important to take an active role, whether it is through educating yourself, asking about a person’s name or pronouns, or correcting yourself and others who make mistakes, it is also important to do this at the comfort level of the trans person with whom you are interacting. Do not ask about a person’s body, their former names, their gender, why or how they know they are a certain gender, their sexual practices, or any other questions that are invasive unless the person invites you to ask.

Intentional, ongoing, or repeated refusal to use someone’s requested name or gender is not only disrespectful but may be considered harassment or discrimination. Anyone who observes or experiences this can report it to someone in authority. In most cases the first step would be for BCIT to take an educational approach to address the harm and prevent future occurrences. However, if the situation is not corrected or resolved discipline may occur.