Gender Equity Workshop for Communicators - Event Summary

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“What steps does society tell you to take each day to avoid being the victim of a violent crime?”

Chris Martin, Workplace Educator at the Sexual Assault Support Centre Waterloo Region (SASC), opened with this question at our recent Gender Equity Workshop for Communicators. Many virtual attendees at the March event in our Breakthrough Speaker Series weighed in. 

While those who identify as men answered with “none,” those who identify as women answered with a multitude of comments such as, “don’t show skin,” “don’t walk alone” and “don’t go out in the dark.”

This exercise reveals not only are men and women socialized very differently from early on, this socialization impacts the way people—our publics—think. This makes achieving equitable communication difficult, but is all the more reason to make it our mission.  

So how can you communicate more equitably? 

Just Pronoun, Not Preferred
In order to achieve gender-inclusive language at work (and in general), it’s important to refer to employees, clients and peers with the pronouns associated with their gender. When asking for someone’s pronouns to address them correctly, be cautious not to ask for their “preferred pronouns” and ask for their “pronouns” instead. These pronouns are not a preference, but rather the pronouns which must be used. 

Small Changes, Big Impact

As communicators, we’re also lifelong learners. Martin outlined a few common errors he’s seen and how to correct them. 

  • BIPOC - Utilizing the acronym BIPOC instead of writing out the words. It’s always best to spell out Black, Indigenous and People of Colour as to not minimize these identities. 

  • Marginalized - Instead of using the word marginalized, choose underserved or underrepresented. Additionally, avoid using the term “non-white” as it centres whiteness. 

  • Listening and Learning - When putting out statements around Diversity, Equity and Inclusion, stop using the phrase “listening and learning.” Instead, talk about the concrete actions your or your client’s organization is taking to commit to driving change. This goes hand in hand with ensuring you are committed to taking Corporate Social Responsibility (CSR) and not Corporate Performative Activism (CPA). If decision makers are requesting you put out empty statements, it is your responsibility as the communicator to outline the inequity. 

Understanding Bias 

Like the first exercise demonstrated—we all have biases. We have all been socialized. But it’s up to each and every one of us to challenge our biases to ensure we are communicating equitably and effectively. Martin shared a variety of biases to be aware of: 

  • Unconscious Bias - The shortcuts our brains have created in order to process information about the world around us every single day. 

  • Performance Bias - When it is assumed that some people are much better at certain tasks than others, based on stereotypes.  

  • Attribution Bias - Closely linked to performance bias. Because we see women as less competent as men, we tend to give them less credit for accomplishments and blame them more for mistakes. 

  • Likeability Bias - Also known as likeability penalty. Women often face a social penalty when they assert themselves that men don't.

  • Maternal Bias - Occurs when colleagues view mothers—or pregnant women—as less competent or committed to their jobs. 

  • Affinity Bias - Because of affinity bias, we tend to gravitate toward people like ourselves—and may avoid or even dislike people who are different. 

From Equity to Justice 

So where do we go from here? Through our roles, we have the responsibility and influence to shift the way our publics understand the world. In order to move from equity to justice, we must be advocates in our organization for action. This means calling on decision makers to ensure they have diverse representation on leadership teams and boards of directors. 

This means centring all voices so policies are made with all perspectives in mind. 

To learn more about equitable communication and enrol your team in the SASC #RaiseTheBar Corporate Training, head to SASC’s website and get started today.

Alicia Baertsoen
Digital Communications Director
IABC Waterloo

IABC Waterloo