Could use of pronouns or names that are inconsistent with an individual’s gender identity be considered discrimination or harassment?
In certain circumstances.
Gender identity and related topics are so important that in June 2022 the EEOC introduced a nonbinary gender marker for people to use during the intake process, reasoning that “presenting only ‘male’ and ‘female’ options does not reflect the full range of gender identities.
In this 60-minute webinar, FELTG President Deborah Hopkins will explain how and why proper pronoun use, name use, and recognition of employee gender identity in the workplace is more than just a liability issue for your agency. From the statutory bases through precedent-setting decisions on sexual orientation and gender identity, to President Biden’s Executive order on Preventing and Combating Discrimination on the Basis of Gender Identity or Sexual Orientation, this issue is prevalent in every workplace in America.
Attendees will learn how to:
- Define key terms and concepts related to gender identity, including gender identity, confirmation, sex/gender stereotyping and more.
- Recognize microaggressions and other harassment related to gender identity.
- Identify situations when misuse of an employee’s pronoun would constitute sex-based discrimination and/or harassment.