Pronoun Practice Guide & Ally Toolkit: Fostering Inclusivity for Pride Month and Beyond

Want to build a more inclusive workplace culture? Start with pronouns.

As part of our ongoing commitment to diversity, equity, inclusion, and belonging, we’re excited to share a Pronoun Practice Guide and Ally Toolkit designed to support LGBTQ+ individuals and empower allies through everyday, practical actions. Whether you’re celebrating Pride or striving to lead with inclusion year-round, this guide offers meaningful ways to foster a safer, more affirming environment.

Why Pronouns Matter in the Workplace

Respect and Recognition

Using someone’s correct pronouns communicates more than respect—it validates their identity and reinforces a sense of belonging.

Psychological Safety

Normalizing pronoun sharing helps reduce misgendering and builds trust. When inclusive language becomes part of your workplace culture, employees feel seen and supported.

Genuine Allyship

Small, consistent actions—like including pronouns in your email signature or Teams profile—demonstrate intentional, ongoing support of your LGBTQ+ colleagues.

Who This Toolkit Is For

• LGBTQ+ individuals seeking tools to confidently share and affirm their pronouns
• Allies and coworkers committed to respectful and inclusive communication
• Managers, HR teams, and DEI leaders aiming to integrate inclusive practices into workplace culture

Pronoun Reference Chart

*Note: Some individuals prefer “themselves” instead of “themself.”

Practice tip: Fill in the final row with your pronouns—or a colleague’s—and use them in a sentence.

Example: “Alex uses they/them pronouns. Please refer to Alex as they when speaking.”

Ally Best Practices for Pronoun Inclusion

1. Model Pronoun Sharing

Lead by example in meetings, email signatures, and virtual platforms.

Example: “Hi, I’m Jordan (they/them).”

2. Ask, Don’t Assume

Use inclusive language and open-ended questions:

“What pronouns do you use?”

“How would you like me to refer to you?”

3. Normalize (But Don’t Require)

Encourage pronoun sharing during introductions or onboarding, but always make it optional.

4. Correct Gently and Move Forward

If you make a mistake, correct it simply and continue the conversation.

“Sorry, I meant she/her—thanks for your patience.”

If you hear someone else misgendering, kindly correct them:

“Just a quick reminder—Alex uses they/them pronouns.”

5. Respect Privacy

Never share someone’s pronouns, name, or gender identity without their explicit permission.

Additional Resources on Pronouns and Allyship

• Pronouns.org
  A comprehensive guide to pronouns, respectful usage, and inclusive language.
• Human Rights Campaign: Why We Ask Pronouns
  A practical explainer on why pronouns matter in professional and personal settings.
• The Trevor Project: Understanding Gender Identities and Pronouns
  A clear, informative article designed to build understanding and foster inclusion.

Building an Inclusive Culture, One Habit at a Time

Creating a culture of inclusion doesn’t require grand gestures. It starts with small, daily actions—like using someone’s correct pronouns, asking respectfully, and setting a thoughtful example for others.

This Pride Month and beyond, let’s continue the work of allyship by embracing identity-affirming practices and cultivating a workplace where everyone feels respected, seen, and valued.