At the same time, supporters should realize that this major emphasis will likely distract from other established diversity efforts. The ratio of those employees helped versus those that will be disrupted make it difficult for this program to achieve a high ROI (when compared to other LGBTQ efforts). And because every employee will be directly impacted by having to list their pronouns. However, it’s important to note that all estimates of the size of this employee group place them at 5% below a company’s total workforce. It creates a great deal of disruption while you are only helping a small percentage of your employees - the primary goal of this gender pronoun effort is to help transgender employees make everyone aware of their current gender status.The most impactful problems created by implementing the typical gender pronoun program are listed below. The Top 10 Possible Downsides Of Most Preferred Gender Pronoun Efforts (PGP) And, of course, for the reader, a simple Google search will reveal the many positive aspects of such a program. Therefore, this article focusses on identifying and understanding those underreported downsides and problems.
Unfortunately, I have found that their enthusiasm has not been tempered or supported with sufficient research on the many downsides associated with implementing a Preferred Gender Pronoun (PGP) effort. Your opinions are welcome here.Īnd, if your company is ready to implement their use, Sullivan offers some important advice.Ī think piece - for increasing awareness of the negative problems associated with using gender pronouns.Įncouraging or requiring the use of gender pronouns has recently been enthusiastically supported by many corporate DEI leaders. It is for that reason that I’m sharing this article by HR guru John Sullivan. In fact, many of us have never considered them. Editors note: The use of preferred gender pronouns isn’t widely accepted (though the law requires the option to use them in California) yet, and the cons are rarely discussed.
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