My husband wants to go he feels as if he’s already missed out on too much family time. The party will be held indoors, and the number of guests will exceed the current limit on indoor gatherings in our state. They say they don’t want to upset their mother. Her adult children are having a birthday celebration for their children, but my nieces (the hosts) are refusing to tell invitees whether they are vaccinated or will be by party time. Christoph Niemann No Protocols? No Party. (For many, an employer’s direct request means: “Do it - or else!”)Ĭredit. A better guideline would ask you to consider including your pronouns. It may also make it easier for some trans and nonbinary people to come out. Including pronouns may not suddenly change people’s minds, as you say, but it’s a useful reminder to avoid making assumptions and to address people correctly. Now, your firm’s intentions are clearly good. (I’ll come back to your sales pitches.) For trans or nonbinary people who aren’t ready to come out, though, this policy is problematic: It pressures people to either out themselves before they’re comfortable or lie. For cisgender people - whose gender identity matches the sex they were assigned at birth - there is practically no cost to including pronouns. You and I have different concerns about your firm’s policy. And I don’t think leaving off my pronouns would offend anyone. My email signature isn’t suddenly going to make anyone more welcoming to nonbinary people. But this interaction made me wonder about the risks and rewards of my company’s policy. Today, a potential customer replied: “Not interested.” He said he was “turned off by the unnecessary pronoun thing.” I support inclusivity. So, I did: “He/him/his.” I am in sales and send out hundreds of outreach emails every week. My firm asked all employees to add our pronouns to our email signatures to promote inclusivity.
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