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Perhaps the most important reason is to be an ally is simply because of how hard it is to be trans or gender nonconforming in our society...
INSIGHT
LGBTQ+ network news
How to be a good ally A
S part of Trans
Awareness Week 2021 (13-19 November), I presented at a CILIP webinar in my capacity
as a CILIP LGBTQ+ Network committee member.
The topic was “How to be a good ally to trans, non-binary and gender- variant people”, and I shared my ideas and suggestions for creating a safe, welcoming, and inclusive space for trans and non-binary people, whether they’re family members, friends or colleagues. I will here summarise the main points from my presentation. I’ve worked in libraries since 1996, and I’ve been involved in equalities work throughout my career, through trade unions and networks such as the LGBTQ+ Network. I’m also a trans non-binary and queer person, and I’ve given a lot of thought to how we can improve matters for everyone in the LGBTQ+ community.
Make things easier
Perhaps the most important reason to be an ally is simply because of how hard it is to be trans or gender nonconforming in our society, in our organisations and in our workplaces. Incidences of LGTBQ+ hate crimes are increasing with trans people particularly impacted. LGBTQ+ people not only feel unable to be themselves at work, they are also bullied, harassed and assaulted, and they don’t feel able to report it to their employers. Given how hard life is for trans and non-binary people, I think most would agree that we need to create inclusive and safe spaces, including our workplaces, for all people. There are many ways to be a good ally. For example, allies shouldn’t place the burden of education onto people
December 2021
in minoritised groups, but rather they should read, listen and learn themselves. Questions are allowed if they’re polite and respectful, and we should be careful to avoid asking intrusive and personal questions of people we don’t know well.
Words are important
The topic of pronouns may seem difficult but it’s really very simple. Everybody has and uses pronouns, it’s how we refer to each other when we’re not using a name, for example, he, she or they. Usually, we assume a person’s pronouns from their name or appearance, but this doesn’t always match a person’s identity, so it’s good practice to introduce yourself with your pronouns and to ask people to share theirs – that is, if they can and want to. We can also put our pronouns in our email signatures and online profiles, which has the double effect of signalling inclusion and encouraging others – especially trans and non-binary people – to feel comfortable enough to do the same. There are many things we can do in our workplaces or organisations, such as allowing for other names than only the official names on documents by including a “known as” option, and having processes in place for name changes, ensuring confidentiality. We should also try to use inclusive language everywhere – on websites, in documents and policies, and when greeting people. For example, instead of welcoming attendees at an event with “ladies and gentlemen”, we can just say “welcome everyone”. During Q&A sessions, we shouldn’t point out questioners by saying “the man in the red shirt” or “the lady in the green jacket” because we risk misgendering people and causing awkwardness or even upset. Instead, we can say “the person at the back”.
Binni Brynolf is a Digital Resources Librarian at Chatham House, a CILIP Trustee and a Committee Member of the CILIP Community, Diversity and Equalities Group (CDEG).
Our buildings and facilities should always be as accessible as possible, which includes providing gender neutral toilets and changing rooms. Most workplaces HR departments will have policies on parental leave, and anti-harassment and bullying, but they should make sure they avoid gendered language where possible, and they can also create specific LGBTQ+ inclusion policies such as ‘transitioning at work’ so that the HR team, managers and trans employees know what support is available and which processes to follow.
Many workplaces, trade unions and organisations have diversity networks, for example our own LGBTQ+ Network, which are often open to allies as well. Joining such networks can be a great way to support equalities initiatives. You can find a recording of this webinar here: https://vimeo. com/647339122, and details of the CILIP Webinars programme for 2022 here
www.cilip.org.uk/events/.
The CILIP LGBTQ+ Network website is here
www.cilip.org.uk/lgbtq. IP
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