Gender Non-Confirming inclusion policies are critical to safeguarding inclusion and participation of employees that have variant gender identity and/or expression.
Integrated approaches should go beyond the binaries of men and women in creating a more enabling environment. Shared understanding, mutual respect and consciousness are critical to creating a conducive environment for productivity and well-being.
There are a lot of misconceptions circulating at the roots of employee resistance to GNC-inclusion initiatives because when people hear about all these initiatives,they mostly think it is a discussion about sexual behaviour in the workplace.Thus, people may see one’s GNC identity as a sensitive and private matter that should be left at home.
There should be different department and management level representatives in a Diversity and Inclusion task force that can drive knowledge sharing on GNC issues.
No “one-size-fits-all” but, there are three helpful guides:
- Establishing inclusive and accomodative business cases, policies and engagement activities
- Gauge stakeholders, inclusive of experts and civil society to support the process
- Create avenues for accountability and reporting there of for continuous improvement
Concise oxford dictionary page 14,323,1072
Public service Act
Constitution of Botswana section 5 & section 11
Further Readings updated 07 February 2021: