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When we talk about gender equality, most people tend to think of women. However, if you look at things a little closer, you realise that the fight for women’s rights is really just a fight against patriarchy and misogyny. And women aren’t alone in being victims – transgender, nonbinary people and anyone else who is gender nonconforming face similar discrimination at comparable rates. Unless we address the discrimination that nonbinary and transgender individuals face based on their gender, we will be missing crucial pieces needed to solve the puzzle of gender equality and equity.
The history of women’s liberation is a history of gender nonconformity. If it wasn’t for the trailblazers who did not care about constrictive gender roles, women still wouldn’t be able to wear trousers, run marathons or even work. We must recognise that the fight for women’s rights intersects with queer and trans rights at multiple points and that we can’t win this fight until we address all the victims of gender inequality.
Let’s look at the data
A good place to start is workplace discrimination, where discussions revolve around issues such as pay disparity, sexual harassment and under-representation in leadership roles. These are all issues that are faced by nonbinary and transgender individuals as well. A 2022 survey showed that while 92.5 per cent of women in tech had faced discrimination at the workplace in the last 12 months, this number was 95.2 per cent for nonbinary professionals. Similarly, when asked whether the discrimination was on the basis of gender, 85.6 per cent of women answered in the affirmative, almost 10 per cent less than nonbinary professionals who measured at 95.2 per cent. Ultimately (and quite ironically), discrimination does not discriminate - it affects anyone who does not conform to traditional gender norms.
Unfortunately, these are just a few stats on nonbinary professionals that are available to us. The current reality is that nonbinary and transgender people are criminally under-represented in discussions around gender equality, with visibility being almost nonexistent outside of North America and Europe. It is no surprise that there is a negligible understanding of the true state of affairs of nonbinary people in tech because there is simply not enough data.
There are many reasons for this. The first is that some people are unwilling to come out at their workplace due to discomfort or fear of persecution. But the more likely explanation is that many companies just don’t collect information on gender identities. The ones that do, can often be quite discriminatory in their approaches, only having binary options of M/F that do not allow for or capture any nonbinary or nonconforming gender identities. Without data, we cannot understand the full extent of discrimination and without understanding, we cannot make progress and create effective solutions. Companies can correct this by consciously collecting data on nonbinary professionals (and customers). This also has the added benefit of making trans and nonbinary folks feel recognised, valued and maybe even protected. It is a core human impulse to want your true authentic self to be seen and recognised.
An inclusive culture is good for business
Many would say that recognising the full spectrum of self-expression and individuality is the bare minimum of human decency in a 21st century society. But to make a more utilitarian argument - it is beneficial to companies and is in their self-interest. At this point, the business case for diversity has been well established, with the World Economic Forum recently highlighting the vast impact that increased diversity (gender inclusion in particular) would have on organisations and entire economies. Surveys of women and nonbinary professionals at all levels of seniority show us that the extent to which they felt a sense of belonging at their company was a key variable in their choice of whether they would continue working there.
However, creating an environment and work culture where everyone feels valued and included is no easy task. This should begin with basic hygiene measures we are all familiar with, like rigorous and enforced anti-discrimination policies, equal pay for equal work, and transparent promotion processes. Very often, these measures are only there in letter and not spirit, and do not automatically result in a truly diverse and inclusive workplace. They need to be accompanied by measures that foster a culture where diversity is not just tolerated but celebrated, where different perspectives are seen as a strength rather than difficulties or challenges to the status quo.
This can only be achieved if everyone in the organisation commits in letter and spirit - top-down, bottom-up, inside-out, equality should spread in an organisation in every way! This is the only path to creating spaces where women and nonbinary professionals can truly feel included, and have the confidence to contribute, voice their concerns, and be recognised for their achievements.
United we stand
It is undeniable that there is still a significantly long road ahead for gender equality, but it is just as undeniable that we have made tremendous progress. Recognising that the root causes of gender inequality affect more than just cisgender women widens our perspective and, perhaps more importantly, our cause. By including fellow rebels also challenging conventional, binary approaches to gender roles in our fight, we not only stand for gender equality in its truest form but also empower a larger group of allies in this battle. To anyone who thinks we should have gender equality in society, I ask you, regardless of how you may identify, to examine how your relationship with gender (professionally, personally, and linguistically) and how you can help build a world where gender no longer dictates an individual’s opportunities, rights, or value in society.
The author is Shreya Krishnan, Managing Director - India, AnitaB.org.
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