A survey from 2015, asking 27,715 trans individuals in the US, found that 77% had taken active steps to avoid mistreatment at work, such as concealing their gender identity or avoiding asking their employers to use their correct pronouns.
All of this is a brutal reminder that asking for information on gender is not indifferent and it can even be a potentially stressful and traumatic task for some users.
So why do we even have to ask? Couldn't we just remove this friction for users?
In reality, no.
We know that data on gender diversity is important to our clients.
That made the question of why we have to ask, central to our design process.
If we were to justify asking about gender, then we had to make sure that the data it produced would do more good than harm.
You’ll know what initiatives it is most important to pay attention to in order to improve inclusion and belonging.
And you'll be able to ask employees directly how well the organization is doing on those key priorities - and get employees’ own suggestions for which levers to pull to improve.
This is how you can use our data on genders to improve inclusion
With clear and tangible data, broad-spectrum gender diversity moves from invisible and unmanageable to tangible and undeniable.
With a clear gender representation, organizations will have a straightforward measure of the need for more gender-nonconforming policies on issues such as gender-neutral dress codes, facilities, activities, leave options, language, etc.
With data on priorities and cultural drivers of all genders, People Teams will have a clear benchmark for reviewing whether all genders are equally represented in policies, strategies, benefits, etc.
With surveys targeted to the values and priorities of each group, People Teams will get direct feedback on how well the organization is doing on the things that has the biggest impact on satisfaction.