Top tips for welcoming non-binary colleagues

Michelle Ferrell, Clinical Auditing Specialist III at Thermo Fisher Scientific, shares their story as well as top tips to help organizations be more inclusive of their non-binary employees.

Can you please tell us a bit about yourself and your career?

Hello, my name is Michelle Ferrell (they/them), and I am a Clinical Auditing Specialist III with the Bioanalytical and Vaccine Sciences Laboratory Team at Thermo Fisher Scientific. I started working here just over five years ago, and I have been an active board member of the PRIDE+ Business Resource Group board in a variety of positions. Currently, I am serving as a co-lead for our Global PRIDE+ Transgender and Gender Non-conforming Support Committee.

What does allyship to the non-binary community look like to you?

Allyship is beautiful in that it can be big and loud or small and quiet. I think people often are afraid to make mistakes, but there is not a wrong way to be an ally. Allyship is using a person’s correct names and pronouns with a quick self-correction if you inadvertently use the wrong one. Allyship is being present by walking with someone if they feel unsafe in certain environments and you speaking up if another person makes an inappropriate joke towards non-binary folks. Educating yourself on the history of non-binary folks and consuming media (i.e. books, movies, music T.V. shows) with non-binary representation is a great way to get yourself more familiar with the community.

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What are a few things that workplaces can do to ensure they are welcoming for their non-binary colleagues?  

The ability for folks to display their pronouns either on a badge or virtually on teams/emails is super easy and a fantastic way to show support for trans and non-binary folks. For jobs that are on-site, access to all gender bathrooms or at least a single stall restroom gives a sense of safety for folks who just want to be able to use the restroom. A company-wide zero tolerance policy that lists gender identity and gender expression as protected classes demonstrates that everyone is welcome and protected in the work-place. An easily accessible and clear-cut set of resources specific to meeting the needs of trans/non-binary folks (i.e. name changes, insurance information, transition plan guidelines, etc) enables both people managers and non-binary folks to have immediate support and confidence in receiving/giving that support. If workplaces have the ability and are in a country where it is possible, have the option for health insurance that provides coverage to meet the needs of trans/non-binary folks (i.e. for adoption, fertility, gender affirmation surgeries, speech therapy, etc). Business Resource Groups (BRGs) are a great way across the board to showcase that a company is welcoming to everyone. The PRIDE+ BRG at Thermo Fisher Scientific has helped me to connect with other non-binary folks across the globe and to have a platform to give visibility to my community. Having managerial and HR staff trained and experienced in supporting non-binary folks helps to keep the non-binary person from feeling otherized and greatly increases employee retention.

Can you tell us a bit about your experience coming out at work?

I have known I was non-binary for 10 years, but I only came out as non-binary at Thermo Fisher Scientific 2.5 years ago. Before coming out, I had a huge fear of my colleagues seeing me differently or making jokes about they/them not being proper English. I thankfully had an openly supportive manager that I felt comfortable talking to and she was the first person I told. She assured me that she had my back and was willing to privately tell the others in my work group that I was now using they/them pronouns. This took a huge weight off my shoulders since I am more of an introvert and really made me comfortable to be my authentic self at work. The clear support from my manager really paved the way in demonstrating allyship and the expectations of the group in treating me. The PRIDE+ BRG also helped me to navigate updating my pronouns in our internal systems and in providing a training for my immediate work group on basic LGBTQ+ terms. As expected, there was a bit of an adjustment period for folks to gets accustomed to my pronouns, and from there, folks in my group started to put their pronouns in their email signatures and on teams in a show of support. I personally feel comfortable answering questions, so I have also been able to help folks if they wanted a way to be able to practice using new pronouns or in providing support to other non-binary colleagues.

What advice would you give to a non-binary person nervous about coming out at work?

First, please make sure you are in a safe space to be able to come out and know that you do not have to come out unless you want to. Everyone’s coming out is different and there is no one “correct” way to do it. I highly suggest checking to see if your workplace has guidance and resources for trans and non-binary folk to help you in navigating the coming out process. If you are worried about your immediate work group, you can try to test the waters by talking about famous trans/non-binary people with your colleagues to help find your trans/non-binary allies. If your job has access to a business resource group or if you know of a manager or another colleague who is an ally, use them to your advantage to come up with a plan that makes you comfortable. You can do a big coming out party with everyone; or you can even come out to a smaller group of work colleagues via Teams messenger. The most important thing is for you to feel safe and supported.

What is the importance of non-binary visibility to you and how do you think we can increase authentic representation?

Realistically it is both not culturally accepted and safe to be trans in a majority of the world. Where I live the government is actively enacting laws that prevent my community from getting the healthcare they need and from accessing the same resources as cis people. I have felt lonely and like I am lesser than because of it. Non-binary representation helps to give voice to our needs as a community and a face to the rest of society. It is so hard to come out knowing most of the world does not think you should even exist. Historically, the addition of gay characters in T.V. shows helped to increase the public acceptance of gay people exponentially in the 90s and early 2000s. I feel like the visibility of trans and non-binary people is about 30 years behind that of gay folks. My hope is that the increase of that representation will help to do the same for trans people and make it to where we don’t even need to come out one day. We can just exist as people just like everyone else.

How do you think you can personally contribute to changing your organization’s culture for the better?

I have worked tirelessly over the five years to help give a face across Thermo Fisher Scientific for the non-binary and trans community. I first educated myself only by watching YouTube videos and doing research. Then I used that to plan and gave trainings to explain what the difference of gender expression/gender identity/sexual orientation, how to use pronouns, and supporting trans colleagues. Then, I taught myself about intersectionality and helped to plan workshops on implicit bias, combating microaggressions and stereotypes. I was able to build up a network through the business resource groups and we grew our trainings from 60 people a session up to 1000 people coming. These inclusive trainings made other trans folks feel comfortable to come out and share their stories from the workplace by being a part of panel discussions with 600 active viewers who were able to ask questions. Inclusion work is slow and takes time in the workplace, but we really can make a difference for people.