Shifting Perspectives: How the Next Generation Embraces Inclusivity

Send us a text

The clip episode delves into the ongoing transformation regarding identity in the workplace, especially the role pronouns play in building inclusive environments. 

It reflects on the noticeable shifts toward more accepting and diverse workspaces without merely adhering to compliance.

Support the show

Download the podcasts on all your favorite platforms: https://bit.ly/3wOecFr

----
CONNECT WITH TRANS-PARENCY PODCAST SHOW ON SOCIAL MEDIA
▶︎ YOUTUBE | https://www.youtube.com/channel/UCozHvJj0NTeKtvC8P5gyxqA
▶︎ INSTAGRAM | https://www.instagram.com/transparencypodcastshow/
▶︎ FACEBOOK | https://www.facebook.com/thetransparencypodcastshow
▶︎ TIKTOK | https://www.tiktok.com/@thetransparencypodcast


DISCLAIMER: This description may contain links from our affiliates, sponsors, and partners. If you use these products, we will get compensated - but there's no additional cost to you.

Episode Transcript

Speaker 1 (00:00):
Things are changing now.
All of us have had experienceslike that and will continue to,
because we still live in a verymessed up world, but what
positive things have you seenthat have been more inclusive,
more accepting or more evenquestioning or asking what our
preferred name is or what ourpreferred pronouns are?
What have you seen that's beenpositive?

Speaker 2 (00:22):
Yeah, now looking at the statistics in California,
27% of the youth in Californiaaccording to the Williams
Institute in 2019 that came outidentified as gender non-binary.
The numbers are going up everyday and even if you look at in
2030, the workforce is going tobe 75% of the workforce is going
to be millennials and Gen Zs.

(00:42):
We are looking at a revolutionwhere people are coming out of
not just a process issue, atechnology issue, but also a
people issue.
They never had people issues sofar.
Covid disrupted the wholeindustry.
It disrupted the whole world,where people have started
telling the companies that thisis how I'm going to work.
You want to figure it out?

(01:03):
So companies are now thinkingabout what they can do
proactively.
They are trying to hire transfolks.
I'm working with a companytoday to implement pronouns.
It's a $26 billionpharmaceutical in California and
I'm trying to bring in thepronouns and I see that everyone
is willing to use pronouns.

(01:29):
But unfortunately, according tothe Pew statistics, 48% of the
Americans are still notcomfortable using pronouns
because they see what is on thetop Bathroom.
They only hear bathroompronouns, bathroom sports
pronouns.
They don't see under thesurface how much we have
struggled, homeless, you know,going through mental health
issues, going throughincarceration issues uh, every
area of our life we've beengoing through all these issues

(01:51):
and they don't see what is theroot cause of the reason why
people are different.
Companies are changing, but Iwould say that, um, I see a lot
of change in the media industryalso.
The way in which ads have come.
It's always demeaning to thetrans community.
We've been portrayed as youknow, drag queens or having a

(02:12):
fishnet stock or just kissingsomeone.
It's always about that.
I want to see transentrepreneurs in the media
industry.
I want to see entrepreneurs,ceos, being portrayed in the
media industry.
I want to see astronauts whoare trans in the media industry.
I want to see astronauts whoare trans in the media industry.
And that's the way we want tochange things.
It's happening, but I'm gladthat the younger generation is

(02:32):
able to change that.
For the Gen X and boomers andI'm so hopeful that that's going
the gender expansive communityis much more on fire than my
generation.
My daughter is much more opento being an advocate for me than
me.
You know she talks about thisshe's 22 years old.

(02:58):
I came out when she was 12.
But I see that kind of changeand to me, that is very
encouraging, that the futuregeneration, they're all thinking
and they are all changing theway in which companiesormative.
They have a lot more to do andit's not about compliance in the

(03:30):
companies anymore, it's aboutcompassion over compliance.
It's not about compliance,because compliance is important
and they need to look at gender,non-binary in 2023 in your
Equal Employment Opportunity Act, you need to add all that
information.
But it's also important notjust to create a business value
while you're adding a transperson.

(03:51):
Look at the human value.
And that's what I try toadvocate for and that's what I
see companies doing is hey, ifwe hire, we are much better than
our peers, we are innovative,we are productive.
So they create a business case.
Then I always tell them keepthe business case to the CEO,
get the funding, get theapproval.
When you execute it, you wantto make sure the employees are

(04:14):
transparent.
You want to tell the entireemployees that we are doing this
intentionally to create achange in our workforce, to have
a psychological, safeenvironment.
That's the kind of workforce weare looking at, not just
checking boxes.
You know, black, asian,american.
That needs to go away.
I hope there will be one daywhen you don't have to check any

(04:36):
of the race and ethnicity boxes.
It's like human being, you know, it's like human being being.

Speaker 1 (04:40):
You know it's like a human being Human, people right
People, people yeah.