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Pride Month

A guide to gender identity terms.

Laurel Wamsley

"Pronouns are basically how we identify ourselves apart from our name. It's how someone refers to you in conversation," says Mary Emily O'Hara, a communications officer at GLAAD. "And when you're speaking to people, it's a really simple way to affirm their identity." Kaz Fantone for NPR hide caption

Issues of equality and acceptance of transgender and nonbinary people — along with challenges to their rights — have become a major topic in the headlines. These issues can involve words and ideas and identities that are new to some.

That's why we've put together a glossary of terms relating to gender identity. Our goal is to help people communicate accurately and respectfully with one another.

Proper use of gender identity terms, including pronouns, is a crucial way to signal courtesy and acceptance. Alex Schmider , associate director of transgender representation at GLAAD, compares using someone's correct pronouns to pronouncing their name correctly – "a way of respecting them and referring to them in a way that's consistent and true to who they are."

Glossary of gender identity terms

This guide was created with help from GLAAD . We also referenced resources from the National Center for Transgender Equality , the Trans Journalists Association , NLGJA: The Association of LGBTQ Journalists , Human Rights Campaign , InterAct and the American Psychological Association . This guide is not exhaustive, and is Western and U.S.-centric. Other cultures may use different labels and have other conceptions of gender.

One thing to note: Language changes. Some of the terms now in common usage are different from those used in the past to describe similar ideas, identities and experiences. Some people may continue to use terms that are less commonly used now to describe themselves, and some people may use different terms entirely. What's important is recognizing and respecting people as individuals.

Jump to a term: Sex, gender , gender identity , gender expression , cisgender , transgender , nonbinary , agender , gender-expansive , gender transition , gender dysphoria , sexual orientation , intersex

Jump to Pronouns : questions and answers

Sex refers to a person's biological status and is typically assigned at birth, usually on the basis of external anatomy. Sex is typically categorized as male, female or intersex.

Gender is often defined as a social construct of norms, behaviors and roles that varies between societies and over time. Gender is often categorized as male, female or nonbinary.

Gender identity is one's own internal sense of self and their gender, whether that is man, woman, neither or both. Unlike gender expression, gender identity is not outwardly visible to others.

For most people, gender identity aligns with the sex assigned at birth, the American Psychological Association notes. For transgender people, gender identity differs in varying degrees from the sex assigned at birth.

Gender expression is how a person presents gender outwardly, through behavior, clothing, voice or other perceived characteristics. Society identifies these cues as masculine or feminine, although what is considered masculine or feminine changes over time and varies by culture.

Cisgender, or simply cis , is an adjective that describes a person whose gender identity aligns with the sex they were assigned at birth.

Transgender, or simply trans, is an adjective used to describe someone whose gender identity differs from the sex assigned at birth. A transgender man, for example, is someone who was listed as female at birth but whose gender identity is male.

Cisgender and transgender have their origins in Latin-derived prefixes of "cis" and "trans" — cis, meaning "on this side of" and trans, meaning "across from" or "on the other side of." Both adjectives are used to describe experiences of someone's gender identity.

Nonbinary is a term that can be used by people who do not describe themselves or their genders as fitting into the categories of man or woman. A range of terms are used to refer to these experiences; nonbinary and genderqueer are among the terms that are sometimes used.

Agender is an adjective that can describe a person who does not identify as any gender.

Gender-expansive is an adjective that can describe someone with a more flexible gender identity than might be associated with a typical gender binary.

Gender transition is a process a person may take to bring themselves and/or their bodies into alignment with their gender identity. It's not just one step. Transitioning can include any, none or all of the following: telling one's friends, family and co-workers; changing one's name and pronouns; updating legal documents; medical interventions such as hormone therapy; or surgical intervention, often called gender confirmation surgery.

Gender dysphoria refers to psychological distress that results from an incongruence between one's sex assigned at birth and one's gender identity. Not all trans people experience dysphoria, and those who do may experience it at varying levels of intensity.

Gender dysphoria is a diagnosis listed in the Diagnostic and Statistical Manual of Mental Disorders. Some argue that such a diagnosis inappropriately pathologizes gender incongruence, while others contend that a diagnosis makes it easier for transgender people to access necessary medical treatment.

Sexual orientation refers to the enduring physical, romantic and/or emotional attraction to members of the same and/or other genders, including lesbian, gay, bisexual and straight orientations.

People don't need to have had specific sexual experiences to know their own sexual orientation. They need not have had any sexual experience at all. They need not be in a relationship, dating or partnered with anyone for their sexual orientation to be validated. For example, if a bisexual woman is partnered with a man, that does not mean she is not still bisexual.

Sexual orientation is separate from gender identity. As GLAAD notes , "Transgender people may be straight, lesbian, gay, bisexual or queer. For example, a person who transitions from male to female and is attracted solely to men would typically identify as a straight woman. A person who transitions from female to male and is attracted solely to men would typically identify as a gay man."

Intersex is an umbrella term used to describe people with differences in reproductive anatomy, chromosomes or hormones that don't fit typical definitions of male and female.

Intersex can refer to a number of natural variations, some of them laid out by InterAct . Being intersex is not the same as being nonbinary or transgender, which are terms typically related to gender identity.

The Picture Show

Nonbinary photographer documents gender dysphoria through a queer lens, pronouns: questions and answers.

What is the role of pronouns in acknowledging someone's gender identity?

Everyone has pronouns that are used when referring to them – and getting those pronouns right is not exclusively a transgender issue.

"Pronouns are basically how we identify ourselves apart from our name. It's how someone refers to you in conversation," says Mary Emily O'Hara , a communications officer at GLAAD. "And when you're speaking to people, it's a really simple way to affirm their identity."

"So, for example, using the correct pronouns for trans and nonbinary youth is a way to let them know that you see them, you affirm them, you accept them and to let them know that they're loved during a time when they're really being targeted by so many discriminatory anti-trans state laws and policies," O'Hara says.

"It's really just about letting someone know that you accept their identity. And it's as simple as that."

Getting the words right is about respect and accuracy, says Rodrigo Heng-Lehtinen, deputy executive director of the National Center for Transgender Equality. Kaz Fantone for NPR hide caption

Getting the words right is about respect and accuracy, says Rodrigo Heng-Lehtinen, deputy executive director of the National Center for Transgender Equality.

What's the right way to find out a person's pronouns?

Start by giving your own – for example, "My pronouns are she/her."

"If I was introducing myself to someone, I would say, 'I'm Rodrigo. I use him pronouns. What about you?' " says Rodrigo Heng-Lehtinen , deputy executive director of the National Center for Transgender Equality.

O'Hara says, "It may feel awkward at first, but eventually it just becomes another one of those get-to-know-you questions."

Should people be asking everyone their pronouns? Or does it depend on the setting?

Knowing each other's pronouns helps you be sure you have accurate information about another person.

How a person appears in terms of gender expression "doesn't indicate anything about what their gender identity is," GLAAD's Schmider says. By sharing pronouns, "you're going to get to know someone a little better."

And while it can be awkward at first, it can quickly become routine.

Heng-Lehtinen notes that the practice of stating one's pronouns at the bottom of an email or during introductions at a meeting can also relieve some headaches for people whose first names are less common or gender ambiguous.

"Sometimes Americans look at a name and are like, 'I have no idea if I'm supposed to say he or she for this name' — not because the person's trans, but just because the name is of a culture that you don't recognize and you genuinely do not know. So having the pronouns listed saves everyone the headache," Heng-Lehtinen says. "It can be really, really quick once you make a habit of it. And I think it saves a lot of embarrassment for everybody."

Might some people be uncomfortable sharing their pronouns in a public setting?

Schmider says for cisgender people, sharing their pronouns is generally pretty easy – so long as they recognize that they have pronouns and know what they are. For others, it could be more difficult to share their pronouns in places where they don't know people.

But there are still benefits in sharing pronouns, he says. "It's an indication that they understand that gender expression does not equal gender identity, that you're not judging people just based on the way they look and making assumptions about their gender beyond what you actually know about them."

How is "they" used as a singular pronoun?

"They" is already commonly used as a singular pronoun when we are talking about someone, and we don't know who they are, O'Hara notes. Using they/them pronouns for someone you do know simply represents "just a little bit of a switch."

"You're just asking someone to not act as if they don't know you, but to remove gendered language from their vocabulary when they're talking about you," O'Hara says.

"I identify as nonbinary myself and I appear feminine. People often assume that my pronouns are she/her. So they will use those. And I'll just gently correct them and say, hey, you know what, my pronouns are they/them just FYI, for future reference or something like that," they say.

O'Hara says their family and friends still struggle with getting the pronouns right — and sometimes O'Hara struggles to remember others' pronouns, too.

"In my community, in the queer community, with a lot of trans and nonbinary people, we all frequently remind each other or remind ourselves. It's a sort of constant mindfulness where you are always catching up a little bit," they say.

"You might know someone for 10 years, and then they let you know their pronouns have changed. It's going to take you a little while to adjust, and that's fine. It's OK to make those mistakes and correct yourself, and it's OK to gently correct someone else."

What if I make a mistake and misgender someone, or use the wrong words?

Simply apologize and move on.

"I think it's perfectly natural to not know the right words to use at first. We're only human. It takes any of us some time to get to know a new concept," Heng-Lehtinen says. "The important thing is to just be interested in continuing to learn. So if you mess up some language, you just say, 'Oh, I'm so sorry,' correct yourself and move forward. No need to make it any more complicated than that. Doing that really simple gesture of apologizing quickly and moving on shows the other person that you care. And that makes a really big difference."

Why are pronouns typically given in the format "she/her" or "they/them" rather than just "she" or "they"?

The different iterations reflect that pronouns change based on how they're used in a sentence. And the "he/him" format is actually shorter than the previously common "he/him/his" format.

"People used to say all three and then it got down to two," Heng-Lehtinen laughs. He says staff at his organization was recently wondering if the custom will eventually shorten to just one pronoun. "There's no real rule about it. It's absolutely just been habit," he says.

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But he notes a benefit of using he/him and she/her: He and she rhyme. "If somebody just says he or she, I could very easily mishear that and then still get it wrong."

What does it mean if a person uses the pronouns "he/they" or "she/they"?

"That means that the person uses both pronouns, and you can alternate between those when referring to them. So either pronoun would be fine — and ideally mix it up, use both. It just means that they use both pronouns that they're listing," Heng-Lehtinen says.

Schmider says it depends on the person: "For some people, they don't mind those pronouns being interchanged for them. And for some people, they are using one specific pronoun in one context and another set of pronouns in another, dependent on maybe safety or comfortability."

The best approach, Schmider says, is to listen to how people refer to themselves.

Why might someone's name be different than what's listed on their ID?

Heng-Lehtinen notes that there's a perception when a person comes out as transgender, they change their name and that's that. But the reality is a lot more complicated and expensive when it comes to updating your name on government documents.

"It is not the same process as changing your last name when you get married. There is bizarrely a separate set of rules for when you are changing your name in marriage versus changing your name for any other reason. And it's more difficult in the latter," he says.

"When you're transgender, you might not be able to update all of your government IDs, even though you want to," he says. "I've been out for over a decade. I still have not been able to update all of my documents because the policies are so onerous. I've been able to update my driver's license, Social Security card and passport, but I cannot update my birth certificate."

"Just because a transgender person doesn't have their authentic name on their ID doesn't mean it's not the name that they really use every day," he advises. "So just be mindful to refer to people by the name they really use regardless of their driver's license."

NPR's Danielle Nett contributed to this report.

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DOL Policies on Gender Identity: Rights and Responsibilities

Since the Department of Labor's (DOL's or the Department's) earliest years, it has been committed to promoting equal opportunity in employment. This commitment, which has grown significantly over time, necessarily extends to all DOL employees and applicants for DOL employment. In 2020, the Supreme Court ruled in Bostock v. Clayton County , 140 S. Ct. 1731, that discrimination based on sexual orientation or gender identity constitutes discrimination "because of . . . sex" in violation of Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e-2(a)(1). On January 20, 2021, President Biden reaffirmed and applied these protections by issuing an Executive Order on Preventing and Combating Discrimination on the Basis of Gender Identity or Sexual Orientation. 1

Why do the Department's policies explicitly prohibit discrimination and harassment based on gender identity?

The Department's policies reaffirm DOL's commitment to fair treatment of, and equal opportunity for, all people. Policies prohibiting discrimination based on transgender status, gender identity, or gender expression create the reasonable expectation of an environment where all employees and applicants for employment are evaluated by their performance, rather than by their gender identity or expression or others' perceptions thereof.

Further, DOL's policies are consistent with the policies of other Federal agencies, such as the Equal Employment Opportunity Commission (EEOC), Department of Justice (DOJ), and Office of Personnel Management (OPM), including OPM's Guidance Regarding the Employment of Transgender Individuals in the Federal Workplace . 2 DOL's policies also comport with Executive Order 13672 and 13988, which further prohibit discrimination in the civilian federal workforce on the basis of gender identity.

Discrimination, including harassment, based on gender identity or expression is sex discrimination. In 2020, the Supreme Court in Bostock v. Clayton County affirmed this interpretation, cementing protections for transgender and non-binary workers.

Studies have shown that transgender and non-binary people face disproportionate amounts of discrimination in all areas of life, notably in employment. A 2015 study by the National Center for Transgender Equality indicated that 77% of transgender respondents who had a job in the preceding year reported taking steps to avoid mistreatment at work, such as hiding their gender transition at work or quitting their job. 3 In this same study, nearly half (47%) said they did not ask their employer to refer to them with correct pronouns (such as he, she, or they) out of fear of discrimination. Non-binary respondents (66%) were nearly twice as likely to avoid asking to be referred to by their correct pronouns compared to transgender men and women (34%). These statistics underscore the importance of the Department creating a safe environment for all of its employees.

Employees' and Applicants' Rights

Who is protected from discrimination based on gender identity or expression? Discrimination based on gender identity or expression can affect anyone. Policies barring these forms of discrimination not only protect those who openly identify as transgender, femme, masc, or non-binary, but they also protect anyone who might express their gender in any way that does not conform to preconceived notions about how people of a particular gender should express themselves. Over 30 years ago, the Supreme Court in Price Waterhouse v. Hopkins ruled that these policies 4 also protect people against sex stereotyping – for instance, women who some people think are "too masculine" or men who some people think are "too feminine."

DOL policies barring discrimination and harassment on the basis of sex protect employees and applicants for employment from being harassed, denied employment or promotion, or otherwise subjected to adverse treatment because they do not conform to societal gender expectations.

What are my rights under DOL's gender identity policies? DOL employees and applicants for employment have the right to experience a workplace free of discrimination, including harassment. If you believe you are being subjected to harassing conduct, please contact your Agency Workplace Equality Compliance Office (WECO), which processes allegations of harassing conduct in accordance with DOL's policy and procedures with the goal of stopping the harassing conduct before it becomes severe or pervasive, and a violation of the law. If you believe that you have experienced unlawful disparate treatment or a hostile work environment (harassing conduct that is severe or pervasive), you should contact the Civil Rights Center (CRC) , which is responsible for ensuring nondiscrimination within the Department and processing discrimination complaints in accordance with the Federal Sector Equal Employment Opportunity (EEO) Complaint Processing Regulations, found at 29 C.F.R. Part 1614. A complaint filed with your Agency WECO is not the same as filing a complaint with CRC. The two processes are distinct and serve different purposes. The mission of your Agency WECO is to serve as an agency-support mechanism, including by advising agency managers on EEO issues and preventing harassing conduct from becoming so severe or pervasive as to constitute a hostile work environment. The mission of CRC is to serve as a neutral agency within the Department and to promote justice and equal opportunity by acting with impartiality and integrity in enforcing various civil rights laws. CRC's Office of Internal Enforcement (OIE) administers the Department's EEO program by counseling, facilitating mediation, investigating, adjudicating, and remedying complaints of alleged discrimination filed by DOL employees and applicants for DOL employment. CRC may be reached by phone at (202) 693-6500 (voice) or (800) 877-8339 (Relay), or by e-mail at [email protected].

Workplace Equality Compliance Office (WECO)

When to contact.

Contact if you believe you are being subjected to harassing conduct 5
Initial incidents that are unwelcome and unprofessional and based on a protected category
Conduct that may violate the harassing conduct policy, is not necessarily a violation of the law and would rise to the level of a Hostile Work Environment that is severe or pervasive
Support agency, including in compliance, settlement/alternative dispute resolution (ADR), and training
Advise and guide agency managers on EEO issues
Inquire into allegations of harassing conduct
Prevent harassing conduct from becoming severe or pervasive
Cessation of harassing conduct
Reassigning or relocating alleged harasser/victim
Altering work hours or telework schedules to avoid contact
Any interim measures must not unduly burden alleged victim
Contact if you believe that you have experienced unlawful disparate treatment or a hostile work environment (within 45 days of the alleged action)
Unlawful Disparate treatment includes the denial of terms, conditions, and privileges of employment, such as, termination, suspension, denial of leave, poor performance appraisal, nonselection/nonpromotion, or denial of a reasonable accommodation
"Hostile work environment" means harassing conduct that is severe or pervasive; it can also mean a single egregious incident occurred.
Egregious and offensive conduct
Retaliation for opposing discriminatory or harassing conduct
Single use of a highly charged epithet that dredges up the history of discrimination
Maintain neutrality; subject to oversight from the EEOC
Authorized to order findings of discrimination against the Department, including ordering corrective relief
Promote justice and equal opportunity
Administer Department's EEO program
Non-pecuniary damages attributed to emotional pain and suffering
Pecuniary damages attributed to losses caused by discriminatory conduct
Attorney fees
Restoration of leave
Other forms of equitable relief

Responsibilities of Managers and Supervisors

Communicate clearly. Managers should talk and set a good example with employees about what type of behavior is lawful and appropriate in the workplace. They should make clear that employees should respect the gender identity and expression of all coworkers and customers. To that end, managers should discuss appropriate behavior with employees like using correct pronouns for coworkers and customers and speaking up if transgender and non-binary coworkers are demeaned because of their gender identity or expression. Managers should also make clear what consequences employees will face if they violate the law, up to and including removal.

Encourage your staff to report attempts at mockery, harassment, or otherwise prohibited conduct, including misgendering.

Lead by example. The most effective way for a manager to set the tone in the workplace is to lead byexample. Treat transgender and non-binary employees, customers, and others with whom you may come in contact with dignity and respect. If an employee or customer approaches you regarding being transgender or non-binary, or if other employees learn that a co-worker, customer, or other person with whom they interact is transgender or non-binary, there are many ways in which your words and actions can lead to a welcoming and safe atmosphere. Some specific examples:

Names and Pronouns. Refer to each person by the name and the pronoun(s) by which the person wants to be referred . If you don't know, ask in a tactful and respectful way. For example, you can say, "what pronouns do you use?" or you can introduce yourself with the pronouns you use, which may prompt someone to share the pronouns they use. Continued intentional misuse of a person's name and pronouns – also known as misgendering – may breach the person's privacy, may put them at risk of harm, and in some circumstances, may be considered harassment.

Inclusive Language: Whenever possible, use gender-neutral language to avoid assumptions about employees' sexual orientation or gender identity. For instance, use words like "spouse" instead of gender-specific terms like "husband" or "wife," or the singular third-person pronoun "they" instead of "he or she" when referencing a hypothetical or anonymous person, or when you don't know the individual person's pronouns. In addition, be mindful in referring to individuals' identity, gender, partners, and relationships. Someone's sexual orientation or gender identity is one aspect of their identity, but not what may fully define them.

Confidentiality and privacy .A person's transgender or non-binary status should be treated with sensitivity and confidentiality, just as one would treat any other personal life experience. A transgender or non-binary employee may or may not want to discuss their gender identity or expression with co-workers. Respect the wishes of the employee.

Even if a transgender or non-binary employee has disclosed their gender identity or other personal information, such as information about their transition, they still may wish to keep other personal information private. Respect the wishes of the employee, and do not share information about the employee's status without their permission. In addition, remember that medical information about individual employees is legally protected, and disclosure should be limited. Do not ask the employee questions about their medical information or treatment unless such questions are necessary to address any workplace issues that may arise with the employee's medical plans.

Regardless of the level of disclosure that a transgender or non-binary employee is comfortable with, do not permit employees to engage in gossip or rumor-spreading about any employee and especially not about personal issues like gender identity or expression.

Train employees . Managers should offer resources for employees to educate themselves about treating all of their colleagues, customers, and others with dignity and respect. Trainings enable employees to ask questions in a moderated space and are an effective way of preventing discrimination. Trainings should inform employees that it is their responsibility to report acts of discrimination or harassment and to address derogatory language, jokes, and behavior.

Provide support . Managers and supervisors should also provide support for transgender and non-binary employees in other ways:

Dress and appearance. As part of a transition process, an employee might alter their clothing style. Additionally, their physical appearance may change. Agencies should not maintain dress codes that restrict employees' clothing or appearance on the basis of gender. Dress codes must not interfere with a person's expression of gender identity. Transgender and non-binary employees must be allowed to comply with dress codes in a manner consistent with their gender identity or gender expression.

Restroom access. The Department is guided by OSHA on the use of sanitary and related facilities by transgender and non-binary employees in the federal workplace. 6 OSHA's guidance says employees should be permitted to use the facilities that correspond with their gender identity. That decision should be left to the employee to determine the most appropriate and safest option for them.

Employees should not be required to undergo, or provide proof of, any medical procedure to use facilities designated for use by a particular gender. Under no circumstances may an agency require an employee to use facilities that are unsanitary, potentially unsafe for the employee, or located at an unreasonable distance from the employee's work station. To ensure equal access, all single-stall restrooms in buildings or facilities controlled by DOL should be accessible to all employees and have gender-neutral signage.

Identity documentation. Consistent with the Privacy Act, the records in an employee's Official Personnel Folder (OPF) and other employee records (pay accounts, training records, benefits documents, etc.) should be changed to show the employee's updated gender marker and legally changed name, consistent with the employee's gender identity. Employees should also be permitted to change any identity documentation, such as ID badge, email account, etc. as well upon obtaining a legal name change. Less formal identity documentation such as business cards or name plates may be changed without legal documentation.

To initiate a name change, employees will need (1) a copy of their driver's license or other legal photo identification and (2) their social security card, or confirmation from the Social Security Administration that their name has legally been changed, and initiate the name change action with the Office of Human Resources. Employees are encouraged to talk with their employee benefits specialist in the Office of Human Resources or review the guidance about name changes on LaborNet.

Sick and medical leave. Employees receiving medical treatment as part of their transition may use sick leave under DOL regulations. Employees who are qualified under the Family Medical Leave Act may also be entitled to take medical leave for gender-affirming care.

During the hiring process, hiring managers and supervisors should be sensitive to the possibility that applicants may have updated their legal documents to reflect their gender identity . The name and gender marker on the application should correspond with the person's current usage or legal status; however, background or suitability checks may disclose a previous name that is typically associated with a particular gender that appears different from the one the applicant is currently expressing. In such cases, hiring managers should tactfully ask whether the applicant was previously known by a different name and confirm with the applicant the name and pronouns that should be used when checking their references.

Should you have further questions, please contact CRC at (202) 693-6500 (voice) or (800) 877-8339 (Relay), or by e-mail at [email protected].

Gender Identity: Key Terminology 7

What is the difference between sex and gender? Sex ( i.e., male, female, or intersex) is assigned at birth based on a combination of a baby's biological characteristics, including chromosomes, hormones, and reproductive organs, and is originally documented on a person's birth certificate. The World Health Organization defines gender as the "socially constructed roles, behaviors, activities, and attributes that a given society considers appropriate" based on sex.

Agender: An identity under the nonbinary and transgender umbrellas. Some agender individuals have no gender identity, although some define agender as having a gender identity that is neutral.

Bigender: An identity under the nonbinary and transgender umbrellas. Bigender individuals identify with more than one gender.

Cisgender: A person whose gender identity matches with the sex they were assigned at birth.

Gender expression: How a person represents or expresses one's gender identity to others, often through behavior, clothing, hairstyles, voice, or body characteristics. All people have a gender expression.

Genderfluid: Refers to an identity under the nonbinary and transgender umbrellas. Genderfluid individuals have different gender identities at different times. A genderfluid individual's gender identity could be multiple genders at once, and then switch to none at all, or move between single gender identities. For some genderfluid people, these changes happen as often as several times a day, and for others, monthly, or less often.

Gender identity: A person's internal sense of being male, female, or something else such as agender, binary, gender fluid, gender nonconforming, genderqueer, or nonbinary. Since gender identity is internal, one's gender identity is not necessarily visible to others. All people have a gender identity.

Gender nonconforming (GNC) or Genderqueer: Terms for people whose gender identity and/or expression is different from societal expectations related to gender.

Gender-affirming care: An inclusive term for treatments and procedures that help an individual align their physical and/or other characteristics with their gender identity, often called transition-related care.

Intersex: Refers to a person who is born with sexual or reproductive anatomy that does not fit within the sex binary of male or female, encompassing a variety of sex expressions.

LGBT or LGBTQ: Shorthand for lesbian, gay, bisexual, transgender, and queer people.

Nonbinary: A term used by people who identify as neither entirely male nor entirely female. This can include people who are agender, bigender, genderfluid, gender nonconforming, and genderqueer, among others. Some nonbinary people identify as transgender, while others do not.

Pronouns: Terms used to substitute a person's name when they are being referred to in the third-person. Some common pronouns include he/him/his, she/her/hers, and they/them/their(s). A person's gender should not be assumed based on their pronouns.

Queer: An umbrella term which embraces a variety of sexual preferences, orientations, and habits of those who are not among the exclusively heterosexual and monogamous majority. Although the term was once considered derogatory and offensive, the community has reclaimed the word and now uses it widely as a form of empowerment. Younger generations tend to use the term "queer" for reasons such as the fact that it does not assume the gender of the queer person or the gender of any potential romantic partners, and/or in order to make a political statement about the fluidity of gender.

Sexual Orientation: A person's identity in relation to whom they are attracted to. All people have a sexual orientation. Sexual orientation, gender identity, and gender expression are distinct components of a person's identity. Sexual orientation should not be confused with a person's gender identity or gender expression.

Transgender: A broad term for people whose gender identity or expression is different from those typically associated with their sex assigned at birth. "Trans" is shorthand for "transgender." Note: Transgender is correctly used as an adjective, for example: "transgender people," "people who are transgender," "a woman who is transgender," etc. However, "transgenders" or "transgendered" are incorrect and disrespectful.

Transition: A broad term commonly used to refer to the ongoing process by which a person alters components of their gender expression and/or other personal characteristics to better align with their gender identity. A person's transition may or may not include a combination of social changes (e.g., name, pronouns, appearance and/or clothing), legal changes (e.g., legal name and/or legal gender markers), and medical changes (e.g., gender-affirming hormone therapy and/or surgeries). Note: Not all transgender and/or non-binary people want to transition or are able to access the resources necessary to do so. However, regardless of whether, how, or when a person takes any, some, or all of these actions, their gender identity is valid and should be respected and affirmed.

Transphobia: The hatred or fear of transgender, nonbinary, and gender nonconforming people. This sometimes leads to acts of violence and expressions of hostility. Transphobia is not confined to any one segment of society and can be found in people from all walks of life.

Two-Spirit: Contemporary umbrella term that refers to the historical and current First Nations people whose individual spirits were a blend of female and male spirits. This term has been reclaimed by Native American LGBTQ+ communities in order to honor their heritage and provide an alternative to the Western labels of gay, lesbian, or transgender.

1 Exec. Order No. 13988, 86 C.F.R. 7023 (2021).

2 U.S. Office of Personnel Management (OPM), Guidance Regarding the Employment of Transgender Individuals in the Federal Workplace , available at https://www.opm.gov/policy-data-oversight/diversity-and-inclusion/reference-materials/guidance-regarding-employment-of-transgender-individuals-in-the-federal-workplace.pdf

3 National Center for Transgender Equality, 2015 U.S. Transgender Survey , (2015), available at https://transequality.org/sites/default/files/docs/usts/USTS-Full-Report-Dec17.pdf, at 13 & 154.

4 See Price Waterhouse v. Hopkins , 490 U.S. 228 (1989).

5 There is no prescribed timeframe for raising concerns under this Policy and procedures with the Workplace Equality Compliance Office (WECO), although prompt reporting is strongly encouraged. It is important to understand that it may be more difficult to investigate and address allegations that are aged. However, the Department will review all allegations in an attempt to stop any harassing conduct, which is the only remedy available under this Policy and procedures. Filing a complaint with an EEO Counselor of the Civil Rights Center (CRC), however, must occur within 45 days of the last alleged incident of discrimination. Any incidents that occurred beyond the 45 days would still be considered under a theory of a hostile work environment, but not as an allegation of unlawful disparate treatment if the conduct affects a term, condition, or privilege of employment.

6 Occupational Safety and Health Administration, Best Practices: A Guide to Restroom Access for Transgender Workers , available at https://www.osha.gov/sites/default/files/publications/OSHA3795.pdf .

7 National LGBTQ Task Force, LGBTQ+ Glossary of Terms , available at https://www.thetaskforce.org/wp-content/uploads/2019/06/Task-Force-LGBTQ-RJ-Glossary-of-Terms.pdf (last visited April 16, 2021).

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Gender Pronouns 101: How to Use Them and Everything You Need To Know

When I first came out as trans in 2016, gender pronouns felt like one of the little minefields I had to navigate in my daily life.

From small, stinging interactions, like being called “miss” and “ma’am” in grocery stores, to dicier situations, like deciding if it was worth fighting a family member for misgendering me after I’d already come out, I came to hate the ongoing pronouns battle in my head. Don’t get me wrong: pronouns aren’t even within the top ten problems I deal with as a trans person. But getting misgendered often was the feather that broke the camel’s back of an already shitty day early in my transition.

Pronouns are a part of everyday life for most English speakers, as they’ve always been an intrinsic part of the language. In fact, they, them, and theirs are gender-neutral pronouns that have been a part of English for centuries. While they’re nothing new, increasing trans visibility in mainstream media in the last decade has launched discussions on pronouns into the spotlight, from celebrities who use rolling pronouns to the ever-expanding array of neopronouns. Unfortunately, people who use gender pronouns beyond he and she are often still met with confusion, pushback, and flat out rejection, especially as trans life is increasingly politicized by the U.S. conservative right.

Microaggressions like being misgendered only add to the stress and anxiety that trans people already face. That’s why it’s so important for people, especially cisgender folks who think of themselves as allies, to educate themselves on pronoun usage. Trans people shouldn’t have to be the de facto gender educators of the world when we’re literally just trying to buy oat milk and survive.

From understanding how to use gender-neutral pronouns to knowing how to use the singular “they,” there are a number of ways cis people can show up for the trans people in their life simply by referring to us correctly. Read on to find a number of comprehensive guides to all things pronouns.

What are gender-neutral pronouns?

Simply put, pronouns are just a way of referring to someone without using their name in everyday life. Gender pronouns have been a part of the English language for centuries, including neutral ones like they , thon , and hir .

Gender-neutral pronouns first became popular in the late 1700s as newspapers searched for a way to publish stories without knowing a subject's gender. Variations of neopronouns like thon and hir were suggested as alternatives to he and she in such situations. In the late 20th century, they/them and neopronouns like ze/zir , xe/xem , and sie/hir were then embraced by queer and trans communities to self-describe as gender-expansive people.

It wasn’t until the mid-2010s, however, that gender-expansive pronouns truly stepped into the spotlight. As trans people became more visible, conversations on pronouns began to snowball. Well-known celebrities like Sam Smith , Janelle Monáe , and Lil Uzi Vert all came out as using they/them pronouns, and the singular they was named “word of the year” by Merriam-Webster Dictionary in 2019, made notable in part because of the sheer volume of people searching it online.

If you want to read more about the broad history of gender-neutral pronouns, check out this guide by Them contributor Devin-Norelle .

Gender Neutral pronouns like "Ze", "zim" "xe" "xim"

What are They/Them pronouns?

The gender neutral they has become somewhat synonymous with the larger conversation on gender-inclusive language in the U.S. and other English-speaking countries. While they/them pronouns can be used as a neutral way to refer to someone if you don’t know how they refer to themselves, they often do reflect a person’s specific gender experience.

If you want to read more about they/them pronouns and break away from the common misconceptions they come with, read this guide by Them community editor Wren Sanders.

How do I use gender-neutral pronouns?

They/them pronouns may be the most commonly known gender-neutral pronoun, but they are far from the only ones people use to refer to themselves. From xe to ze to sie , neopronouns have always been a part of the English language.

If you want to read more about how to use gender neutral pronouns properly, check out this guide by Them contributor Devin-Norelle .

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Gender-Neutral Pronouns 101: Everything You've Always Wanted to Know

NIH Office of Equity, Diversity, and Inclusion

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What are Gender Pronouns? Why Do They Matter?

Words are powerful language tools that help us convey meaning and connect. We use words to communicate, characterize, and describe everything around us. Nothing may be more personal than the words people use to refer to us through our names and pronouns.

It is imperative that workplaces become more accustomed to these realities. More and more individuals are finding the language and support to identify as something other than their assigned sex at birth, and are then entering the workforce empowered to identify as transgender or gender-non-conforming. For example, recent studies show 1 :

Millennials are more than twice as likely to identify as LGBTQ (at a rate of 20 percent) than previous generations.
56 percent of Generation Z respondents , the most diverse generation in the US, know someone who uses gender neutral pronouns—a significant increase from previous generations.

Employees now have more opportunities to encounter a wider range of gender identities and expressions at the workplace 2 . While many transgender people identify on a binary scale – as either a man or a woman – some do not and may instead refer to themselves as "genderqueer," "gender fluid," "non-binary," or by other terms. These gender-expansive identities are generally considered part of the greater transgender community.

How should we use pronouns for gender-expansive employees? Traditionally, many languages use gender binary pronouns and suffixes; for example, “he/him/his” for men and “she/her/hers” for women. This binary reference of gender no longer applies to the broadening nomenclature of gender identities and expressions.

Gender-expansive employees – those who do not self-identify as male or female – often challenge existing understanding and norms around gender. They may opt to use gender-expansive pronouns such as "they/them/theirs" instead of the gendered examples listed above. Though they may be used less often, other options also exist, such as "ze/hir/hirs." Additionally, instead of gendered honorifics such as "Ms." or "Mr.", people may choose to use the more inclusive "Mx (pronounced mix). All of these examples reflect how people express their identities using languages which fail to include gender neutral pronouns . 3

Why does appropriate pronoun usage support inclusion? Properly using an individual's correct pronoun is an easy way to show respect. In an instance where a pronoun is not indicated or unknown, gender-neutral pronouns provide a useful option. Whether intentional or not, using the wrong pronouns can be hurtful, angering, and even distracting. Some might find it equivalent to being told they do not matter or deserve respect. Invalidating someone’s identity puts a strain on how a person moves about in society and how that individual interacts with others.

The experience of accidentally misgendering someone can be embarrassing for both parties, creating tension and leading to communication breakdowns across teams and with customers . 4

What can we do to make a more inclusive environment? Organizations need to be aware of the importance of pronouns in the LBGTQ community and explore appropriate solutions if they are seeking to be an inclusive workplace.

Organizations can encourage all employees, regardless of gender identity, to put their correct pronouns in their email signature, name tags, etc.; ask speakers for their pronouns when preparing conference materials, bios, and introductions; and make corrections when needed because we are a learning community.

You may have noticed that people are sharing their pronouns in introductions, on nametags, in email signatures, and when meetings begin. Learn more about ways to do this effectively.

These actions help make our workplace more inclusive of transgender, gender nonconforming, and gender non-binary people. Using appropriate pronouns is a first step toward respecting people's gender identity and creating a more welcoming space for people of all genders. Whatever approach we take to address pronouns, the bottom line is that everyone deserves to have their self-ascribed name and pronouns respected in the workplace . 5

By: Louis Choporis, Management Analyst, National Center for Advancing Translational Sciences; Gemma Martin, Postbaccalaureate Intramural Research Training Awardee, Griffith Lab, National Institute on Deafness and Other Communication Disorders; and Bali White, Strategist, Sexual & Gender Minority Portfolio, EEO Collateral Duty Counselor, Office of Equity, Diversity, and Inclusion

https://lp.bigeyeagency.com/hubfs/Gender_BeyondtheBinary.pdf
https://news.gallup.com/poll/234863/estimate-lgbt-population-rises.aspx
https://uwm.edu/lgbtrc/support/gender-pronouns/
https://www.hrc.org/resources/talking-about-pronouns-in-the-workplace
https://assets2.hrc.org/files/assets/resources/TalkingAboutPronouns_ones...

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A Guide To Gender Identity Terms

"Pronouns are basically how we identify ourselves apart from our name. It's how someone refers to you in conversation," says Mary Emily O'Hara, a communications officer at GLAAD. "And when you're speaking to people, it's a really simple way to affirm their identity."