|Human Resources official hugger|
And businesses better do the same, as well as use the appropriate pronoun in dealing with the gender confused or [he, she, it, they] will face six-figure fines. Here's how part of the Commission on Human Rights policy reads:
“Intentional or repeated refusal to use an individual’s preferred name, pronoun or title. For example, repeatedly calling a transgender woman 'him' or 'Mr.' after she has made clear which pronouns and title she uses.”
I recommend you keep the list link on speed dial because, let's face it, this list will be changing by the minute. After all, we don't see ape-man and trans-mutt yet. Also, since it all depends on how one feels today, you can't even be sure the right pronoun today won't be the wrong pronoun tomorrow. Maybe a universal, "Hey, you!" would be helpful.
Here are my personal recommendations for businesses who want to avoid lawsuits. Send out a daily log with pronoun preferences of the day for employees who don't want he/him/his or she/her used as their identifiers:
Attention employees. These are the pronoun preferences of the day:
- Jim Jones prefers "her."
- Sally Smith wants "it."
- Georgia Matthews is "him."
- and John Johnson is "they."
Use the correct pronoun for these associates or face disciplinary action up to and including firing. Have a good day!
On the other hand it might be easier to require all employees to wear badges identifying their preferred pronouns. Human Resources can have a table in the lobby where they dispense badges and a daily dose of affirmation. Maybe they can even have a clown or bunny there to dispense free hugs to get the day off to a friendly start. Those who refuse to accept a hug will be sent for psychiatric evaluation!