What are pronouns and neopronouns?

• Recruitment process: Encouraging candidates to choose their pronouns in a job application can greatly contribute to the feeling of acceptance and openness that gender nonconforming employees receive. Providing an "other" area so the candidate can be more forthcoming about who they are is also neutral. During the interview process, you can politely ask the candidate which pronouns they identify with, and share your own pronouns to corroborate their pronouns. Pronoun disclosure conveys the idea that gender is not presumptive. 
   
• Ways of working: Make sure all participants in communications, whether formal or informal, feel valued, secure, and included. All employees will be expected to be included as a result of this strategy. Companies should state in their personnel policies that staff members should anticipate that their coworkers will use the pronouns that they identify with. Employers can even go further by enacting self-identification codes and name regulations to encourage diversity and raise awareness.  

To promote an inclusive workplace culture, think about adding pronouns to name tags or work email signatures. Furthermore, think twice before writing your email pleasantries like "Dear ladies/gentleman" and instead use neutral language while remaining formal.