How Do You Include Trans Women and Nonbinary People as You Honor Women’s History Month?
Do you include trans women and nonbinary people in your organization as you honor Women’s History Month?
As organizations and ERGs celebrate Women’s History Month this year, I’ve gotten a lot of questions about whether and how trans women and nonbinary folks should be included.
“What’s the right language to use if I want to be inclusive of trans women?”
“Should nonbinary folks be included?”
“How do we make Women’s History more inclusive?”
This leads to a greater discussion about the inclusion of trans women and nonbinary folks in women’s initiatives in general. So, let’s tackle each one.
“What’s the right language to use if I want to be inclusive of trans women?”
Just say “women”!
When celebrating and acknowledging women, whether during Women’s History Month, in Women’s ERGs, or other women-centered initiatives, “Women” already includes transgender women!
Language like “anyone who identifies as a woman” or “female-identifying people” may be well intended, but it indicates “otherness.” Rather than communicating that all women are welcome, whether cis or trans, it communicates that there are women (cisgender women) and those who simply “identify as” women (but aren’t).
Using “women,” and then making sure your programming reflects a diverse representation of women, will allow you to not only communicate inclusion but embody it as well.
“Should nonbinary folks be included?”
Well, it depends…
There are complexities to the inclusion of nonbinary folks in women’s initiatives. There are nonbinary folks who also identify as women and many who do not. According to the William’s Institute, approximately 39% of all nonbinary LGBTQ adults are cisgender women.
However, many nonbinary folks do not identify as women and don’t want to be included in women’s spaces. There are also many nonbinary folks who don’t identify as women and still want to be included.
The creation of women’s spaces historically has been in response to women’s marginalization under patriarchy. However, nonbinary individuals also experience gender-based marginalization with similar impact.
In consideration of all this, there are a few tips I have for navigating these nuances:
Be intentional about what your women’s programming is and is not. If your program is just about women, that’s okay! Don’t say that your programming is inclusive of nonbinary folks or folks of diverse genders if you aren’t taking the time to truly examine who the space is for, who wants to be there, and how to ensure it is truly inclusive.
Ask your nonbinary employees if they want to be included and what they would need to feel adequately welcomed. This may include language shifts or the creation of separate spaces or events for folks of diverse genders.
During this month, include recognition of nonbinary women. Outside of this month, ensure recognition of nonbinary observance days.
“How do we make Women’s History more inclusive?”
Include all women!
Recognizing the diversity of women across various spectrums of identity is integral to all women’s initiatives. Inclusion in women’s history should prioritize LGBTQ+ women, Black women and Indigenous women and women of color, disabled women, neurodivergent women, etc.
In honor of Women’s History Month, I want to highlight the incredible work of Imara Jones, Emmy-winning creator of TransLash, a platform dedicated to telling trans stories to save trans lives.
Do you have questions about how your organization can be more inclusive as it celebrates Women’s History Month? Join our monthly TGX+ Inclusion Roundtable to learn more!
