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A few years ago, my mother was submitting an online job application and mentioned to me that one of the questions asked whether the applicant was a visible minority. She told me that she left the answer blank so that she wouldn’t be used as a “token” to “check a box” – literally and figuratively
As awareness and understanding of gender diversity grows, more transgender, non-binary, and gender non-conforming persons are feeling supported and empowered to express their gender identities in the workplace.
It is readily acknowledged that the origins of “Pride” started on June 28, 1969, when police officers raided New York City’s Stonewall Inn in Greenwich Village, beating and harassing bar patrons and arresting 13 employees who were considered in violation of various gendered state legislation.
Je me suis récemment penchée sur la question de la féminisation des titres de professions et métiers divers. En premier lieu, il y a longtemps que je me demande si, en tant que personne s’identifiant de sexe féminin, mon emploi est celui d’un enquêteur, d’une enquêtrice ou encore d’une enquêteuse?
As workplace investigators, it is important to be mindful of how you frame your questions when interviewing parties to an investigation. Framing is even more important when engaged in discussions about an individual’s identity (e.g., sexual orientation, race, nationality, religion, etc.).
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