GG Mothai

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:

  1. Establishing inclusive and accomodative business cases, policies and engagement activities
  2. Gauge stakeholders, inclusive of experts and civil society to support the process
  3. 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:

  1. Gender Expression and Non-Conforming Individuals: here
  2. Androgyny: here
  3. Gender Curricula: here








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