We are all functions of the system that we live in; a system that has taught us how to think about ourselves and others, how to interact with others, and how to understand what is expected of us. These thought processes and expectations are based on the specific set of social identities we were born into that predispose us to unequal roles that allow us to access (or deny access) to resources.
The information here provides a basic overview of important considerations related to Gender Visibility It is crucial that you continue expanding upon this knowledge and look further into the concepts presented that you are unfamiliar with and/or are curious about.
In addition to the resources provided below, you can also review additional terminology interconnected with Gender Visibility here.
The content provided in this guide serves as a starting point for you to begin laying the foundations of your diversity, equity, and inclusion learning. While we could customize a training on this topic for you, we highly encourage you to reach out to the office(s)/center(s) listed on this page to find additional resources, facilitated training opportunities, and learning tools to further your education.
Often people confuse gender with sex; assuming they are the same and the language in reference to each identity is interchangeable. Taking it one step further, people also have been socialized to expect one's sex/gender determines one's sexual orientation.
This is because we have been taught to operate in a binary system where there can only be two options with any identity. We have been told, "you are either this, or you are that," i.e. you are either a boy or you are a girl.
However, in reality, a person's gendered identity exists on a spectrum. This reality applies to any identity someone has. A person can identify in any way that feels authentic to them.
The Women and Gender Center (WGC) defines gender and other affiliated terms, i.e. gender expression, sex, and sexual orientation, as follows:
When it comes to gender, there are important differences to acknowledge and understand. Some of the terms below were defined on the "What is gender?" tab by the Women and Gender Center (WGC). The Office of Equity (OE) has expanded upon some of those definitions and added additional terms below.
All identities a person has are valid. Never make assumptions about a person's gender or sexual orientation.
Most importantly, it is your responsibility to honor how a person identifies even if it does not make sense to you. Everyone's identity is personal and unique; there is no "cookie-cutter" definition of anyone in the LGBTQ+ community.
"Come to think of it, well is Alex a boy or a girl?"
Although transgender identities and issues are more visible today across media platforms, transgender people have always existed. For more information about global transgender history, click the link below.
What are pronouns?
Pronouns are used to refer to a person in place of using that person’s name. In many languages, pronouns are used to signal formality and respect for people of higher family, professional, or social status, and informality and intimacy with people with whom we share closer, more intimate connections.
Pronouns are also used to signal a person’s gender. In English, the most common pronouns used to refer to someone in the third person are he/him/his, she/her/hers, and they/them/theirs. Many other sets of pronouns have been created or drawn from other languages. Some of those sets of pronouns include e/em/eir, xe/xem/xyr, ze/zie, hir/hir/hirs, and shkle/shkler/shklers. There are other pronoun options not listed here.
Why do pronouns matter?
The words we use to talk to and about a person can show that we respect, honor, and value that person. By using the correct pronouns to talk about someone, you show that you not only respect and value that person, but also that you respect the right of all people to be seen, valued, and respected.
As a general rule, it’s important to ask people what pronouns they use instead of assuming based on how a person looks, acts, or sounds.
What is the difference between pronouns and "preferred" pronouns?
Most often, individuals do not have a "preference" with their pronouns; they simply have pronouns. Using "preferred" as a qualifier can indicate that respecting someone's pronouns is optional.
To avoid the misconception that respecting someone's pronouns is optional, do not use "preferred" to describe pronouns.
What if I mess up someone's pronouns and/or hear someone else mess up someone's pronouns?
If you accidentally use the wrong pronouns for someone, correct yourself, apologize, and move on. If you hear someone else use the wrong pronouns for someone, it may be appropriate to correct that person immediately, or to follow up privately with that person to make sure they know what pronouns to use.
Recognize that it is exhausting for trans and gender non-conforming folks to constantly have to correct those they are interacting with to ensure they are not misgendered. It is your responsibility to ensure that is not their reality.
If I am cisgender (see definition above), do I still need to share my pronouns with others?
Yes, for the following reasons:
Is it grammatically appropriate to use "they" as a singular pronoun?
YES. Using "they" as a singular pronoun has been used in literature dating back as far as the late 14th century. In fact, many respected citation standards approve of and encourage writers to use "they" to avoid making any assumptions of gender.
There are "small things" in our everyday lives we can do that have a huge impact and can influence the institutional change we need. The "small stuff" is critical to achieving gender equity because it brings awareness and attention to the larger issues (i.e. ending transphobia/homophobia) and incites change in yourself and others.
So, what's an example of an everyday action that seems small but has a huge impact? Let's consider how you use "you guys" as a collective term.
In society, we often default to male-centric language. Some examples include referring to a police officer as a policeman, or referring to the general population as mankind etc. We even do this with phrases like, "hey, can you man the front desk while I go to the restroom?" Terms like this reflect our culture’s long history of treating maleness as the primary or default identity.
Another example is using the term "you guys" when referring to a group of people who are not all men. This phrase is commonly used as a generic, non-gendered term even though the word “guys” is defined as a term that’s used to refer to men or boys, and not to refer to women or girls. The phrase “you guys” may be painful to some members of our society, particularly women, transgender, or nonbinary people. The phrase also reinforces our culture’s long history of centering men and maleness. By choosing a different way to address a group of people, you can avoid causing pain and can help a wider of variety of people to feel included.
The things we do and say matter, even when it comes to the "small stuff." Changing your vocabulary moves us one step closer to dismantling the gendered hierarchy. It may feel "unnatural" at first but then it becomes easy.
We created language, so we can change it.
Some alternative identifiers you can use in reference to a group of persons include:
When in doubt, using someone's name is always a great option.
In an effort to assist the University community and the general public, the Office of Equity (OE) has gathered the list of resources above, including links to websites. The OE is not responsible for the accuracy, legality, or content of the resources above.
The OE does not endorse any particular resource, product, service, institution, or opinion expressed in the resources, nor does the OE necessarily endorse views expressed or facts presented by the providers or institutions.
The OE and its employees do not make any warranty, expressed or implied, nor assume any liability for the services provided by any entity, program or resource identified on this site or through links from this site. Further, the OE does not provide any funding to the organizations, programs, and resources identified herein and/or through links. The OE does not provide dedicated funding for these resources.
Diversity, equity, and inclusion (DEI) work represents a historical function and is a practicing science. We ask that any redistribution or reproduction of content is credited appropriately to the creators of the content, and if applicable, credited to any scholars or outside resources that were acknowledged and cited in adapted content.
Credit: Sara D. Anderson, Karissa Stolen, and Paulina Venzor, 2020, Office of Equity at the University of Colorado Denver and University of Colorado Anschutz Medical Campus