In recent years, the use of preferred pronouns has become a hot topic in the workplace. Many companies have implemented policies to ensure that employees are addressed by the pronouns they prefer, as a way to create a more inclusive and respectful environment. However, a recent case involving a former VP of cybersecurity startup Bitwarden has brought attention to the issue of unconventional preferred pronouns.<\/p>\n
The former VP, who has not been named, was terminated from their position after using the preferred pronoun “Assigned By God” instead of traditional pronouns like he\/him or she\/her. The individual claims that this is their true preferred pronoun and that they have been using it for years. However, Bitwarden reportedly did not have a policy in place for unconventional preferred pronouns and deemed the use of “Assigned By God” as disruptive to the workplace.<\/p>\n
The former VP has since initiated legal action against Bitwarden, claiming discrimination based on gender identity. This case raises important questions about the rights of individuals to use unconventional preferred pronouns and the responsibilities of employers to accommodate them.<\/p>\n
While many people may be unfamiliar with unconventional preferred pronouns, they are becoming increasingly common among individuals who identify as non-binary or gender non-conforming. These individuals may prefer pronouns like they\/them or ze\/zir, or they may create their own unique pronouns like “Assigned By God.” While some may view these pronouns as unusual or even confusing, it is important to respect an individual’s right to choose how they are addressed.<\/p>\n
Employers have a responsibility to create a safe and inclusive workplace for all employees, regardless of their gender identity or expression. This includes implementing policies that allow individuals to use their preferred pronouns and educating staff on the importance of respecting these choices. In cases where an individual’s preferred pronoun is unconventional, employers should work with the employee to find a solution that works for everyone.<\/p>\n
It is also important for individuals to understand their rights when it comes to preferred pronouns. While there is no federal law that specifically addresses the use of preferred pronouns, discrimination based on gender identity is prohibited under Title VII of the Civil Rights Act of 1964. This means that employers cannot discriminate against employees based on their gender identity or expression, including their use of preferred pronouns.<\/p>\n
In conclusion, the case of the former VP of Bitwarden highlights the importance of understanding and respecting unconventional preferred pronouns. Employers have a responsibility to create an inclusive workplace that accommodates the needs of all employees, including those who use unconventional pronouns. Individuals also have the right to choose how they are addressed and should not face discrimination or harassment based on their gender identity or expression. By working together, we can create a more respectful and accepting workplace for everyone.<\/p>\n
In recent years, the use of preferred pronouns has become a hot topic in the workplace. Many companies have implemented policies to ensure that employees are addressed by the pronouns they prefer, as a way to create a more inclusive and respectful environment. However, a recent case involving a former VP of cybersecurity startup Bitwarden […]<\/p>\n","protected":false},"author":2,"featured_media":2544659,"menu_order":0,"template":"Default","format":"standard","meta":[],"aiwire-tag":[14,13836,19111,3965,2141,934,4249,439,789,11,441,342,17,525,132,18,20,21,13556,2164,315,23,138,316,368,3548,29,219,1770,856,1174,9418,8998,859,4311,971,2174,727,2336,3572,731,1932,1191,12031,7839,6532,2667,1411,3617,3618,235,377,1329,1003,7052,2469,1007,2669,1789,50,239,51,10374,3670,26161,55,3689,4076,167,56,603,4014,748,2478,4673,475,57,604,389,13378,246,2592,290,22243,1035,480,60,885,61,2360,1523,10474,1053,693,4330,395,295,69,1935,3112,75,78,31235,354,545,826,5,10,7,8,3073,5330,2502,4174,6054,9212,1817,2035,302,409,2976,8484,12147,10831,10490,7480,1110,6059,496,413,416,1701,199,837,1825,2277,274,11593,108,109,110,206,305,207,1467,111,3925,1129,1297,1131,10323,2302,514,428,8407,117,4047,307,430,645,9609,361,31236,9,435,1838,123,311,125,1305,341,8141,1306,126,6],"aiwire":[2122],"_links":{"self":[{"href":"https:\/\/platoai.gbaglobal.org\/wp-json\/wp\/v2\/platowire\/2545785"}],"collection":[{"href":"https:\/\/platoai.gbaglobal.org\/wp-json\/wp\/v2\/platowire"}],"about":[{"href":"https:\/\/platoai.gbaglobal.org\/wp-json\/wp\/v2\/types\/platowire"}],"author":[{"embeddable":true,"href":"https:\/\/platoai.gbaglobal.org\/wp-json\/wp\/v2\/users\/2"}],"version-history":[{"count":0,"href":"https:\/\/platoai.gbaglobal.org\/wp-json\/wp\/v2\/platowire\/2545785\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/platoai.gbaglobal.org\/wp-json\/wp\/v2\/media\/2544659"}],"wp:attachment":[{"href":"https:\/\/platoai.gbaglobal.org\/wp-json\/wp\/v2\/media?parent=2545785"}],"wp:term":[{"taxonomy":"aiwire-tag","embeddable":true,"href":"https:\/\/platoai.gbaglobal.org\/wp-json\/wp\/v2\/aiwire-tag?post=2545785"},{"taxonomy":"aiwire","embeddable":true,"href":"https:\/\/platoai.gbaglobal.org\/wp-json\/wp\/v2\/aiwire?post=2545785"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}