On the third Wednesday of October, organisations and companies across the globe mark International Pronouns Day with one common goal: "to make respecting, sharing, and educating about personal pronouns commonplace". Referring to the pronouns that a person determines for themselves is a basic form of dignity and respect.
One of RIBA’s core values is the value of difference – where we truly appreciate diversity of thought and background. By respecting individuals and how they wish to identify themselves, we can provide a welcoming place for all, and champion this form of inclusion amongst our members and wider profession.
As part of this initiative, we asked members of the built environment why pronoun inclusion is important to them. Their advice, particularly for allies, is simple: “add pronouns so that the people you meet feel comfortable, not just because your name or identity could be misconstrued”.
What is International Pronouns Day?
Started in 2018, International Pronouns Day aims to bring organisations and companies together to focus on internal practices and improvements that can be made to normalise the inclusion of pronouns within their day-to-day activities.
At RIBA, we encourage all our colleagues to include their pronouns in email signatures and in meeting introductions. This way, transgender, nonbinary, or gender-diverse people do not feel as though they are the only ones who have to make their pronouns clear when their cisgender colleagues have also made it common practice.
Do people have to share their pronouns if they don’t want to?
In certain contexts, not everyone may feel comfortable sharing their pronouns, especially if they are new to a group or how they identify has changed.
The key is making a habit of not presuming anyone’s pronouns, and if you’re unsure, it’s okay to ask: ‘How should I refer to you?’ or ‘Which pronouns do you use?’
Sharing your own pronouns first helps to create a culture where it's okay to make it part of the conversation. This challenges the idea that our assumptions are always correct. What’s more important than sharing your own pronouns though, is respecting the pronouns of others.
Why does sharing pronouns matter?
We asked people from across the built environment why respecting and sharing pronouns in the workplace is important to them. This is what they had to say:
Pippa Catterall, a Professor of History and Policy at the University of Westminster says: “When I finally plucked up the courage to transition, at last, my pronouns were something I could identify with and that represented me. They are part of me. Using them is about more than respect, it’s about recognition”.
Helen Iball is a Reader of Architecture at the Manchester School of Architecture, Manchester Metropolitan University. She highlights the important role that cisgender colleagues can play in helping others feel included: “For me, using my personal pronouns is about being a genuine ally, being approachable and being open to others. And about not making assumptions.”
Jennifer Kerr, an architect and University Teacher at the School of Architecture, Univerity of Sheffield believes that using pronouns is a powerful way of acknowledging someone as being who they are.
"This is even more profound when you use pronouns for a person who isn't present. For example, 'I met Jennifer today, she was talking about her work.' This sounds very simple but it is a critical move away from performative behaviour to a more authentic affirmation and establishment of your position as an ally."
How can architecture practices get involved?
Colin Briggs, Associate Director at Bowman Riley tells us how his practice is nurturing the talent of more diverse teams and creating an inclusive culture where everyone can thrive as part of their commitment to the RIBA Inclusion Charter.
“We know that for many people their electronic signatures, especially their names and pronouns, tell others about important aspects of their identities. They tell part of the story of their culture and background.
Getting a person’s name and pronouns right is one small but important way that we can help to consciously build a more inclusive workplace where everyone feels like they belong. It also fits with our core values.
We know that when people hear their name being mispronounced this can make them feel like an outsider. We are also aware that we can verbalise wrong assumptions about another person’s gender.”
How can I make sure I’m using people’s pronouns correctly?
Here are a few tips to help make pronoun inclusion a part of your daily practice culture. Eventually, these activities will become second nature.
You could try:
- asking everyone in meetings to introduce themselves – then listening carefully to everyone’s answers
- check with colleagues if you are unsure or need clarification
- take a few seconds to read their email footer, etc. before responding
- be an ally by helping to clarify for others if they are using the wrong pronouns for someone
- apologise if you realise you’ve made a mistake and move on. Making a big deal of the mistake might make the other person feel awkward for correcting you
Colin highlights that for those who are not used to providing their pronouns, it may initially feel awkward to proactively do so. However, by doing so, you are normalising pronoun sharing and helping to cultivate a more welcoming and inclusive environment for everyone, particularly for trans, non-binary and gender non-conforming colleagues.
“I accept that there may be occasions where cultural background may steer away from the acceptance of pronouns. However, I truly believe that if your opinion is neutral on the issue then what have you got to lose?
Even if the only impact it ever makes is that chance encounter your email signature reaches a new recruit, a work experience placement or a third-party connection, then your conscious effort to include a pronoun alongside your name has a place in making someone feel welcome and speaks volumes about your approachability and outlook on such an important aspect of their lives.”
How can I share my pronouns?
Sometimes, building new habits takes practice. Here are a few tips to help get used to pronoun inclusion for yourself.
You could try:
- mentioning your pronouns when you introduce yourself to someone eg “Hello, I’m Terri, my pronouns are she/her and I’m a building surveyor”
- write your pronouns on your name tag when attending an event eg “Leslie (they/them/their)”
- add your pronouns beside your name in your LinkedIn profile
Valuing diversity in the workplace
Colin advises that the implementation of pronouns should always be optional. Success doesn’t have to be 100% of colleagues adopting them, it just takes one positive interaction to have been worthwhile.
The work should not solely rely on those who will see the greatest benefit from its success. Diversity and inclusion practices are in everyone’s best interest, as a more intersectional workforce brings out more diverse ideas and achievements.
By integrating these simple habits into day-to-day activities, cisgender colleagues can help share the responsibility of the task at hand and make their school, practice, or workplace a welcoming environment where everyone is treated with dignity and respect.
