Gender Pronouns at the Workplace - What Does She/Her Mean?

Using gender pronouns at the workplace is essential to creating a respectful and inclusive environment. When we use the correct pronouns—like she/her, he/him, or they/them—we affirm a person’s gender identity. In doing so, we send a powerful message: you are seen, you are valued, and you belong here.

In India and across the world, more organizations are realizing that inclusivity is not just a moral responsibility, but also a driver of employee engagement and workplace culture. Respecting pronouns is a small step that creates big impact.

What Does “She/Her” Mean?

“She” and “her” are gender pronouns commonly used by individuals who identify as women. For example:

• Sarah is our new colleague. She joined the design team last week.
• I spoke to Ananya yesterday, and her insights were very helpful.

But it’s important to note that not everyone who uses she/her pronouns identifies strictly within traditional gender roles. Some non-binary and gender non-conforming individuals may also choose she/her. What matters most is respecting the pronouns someone shares with you, regardless of assumptions.

What Do We Mean by Gender Pronouns?

Gender pronouns are the words we use to refer to someone in place of their name. They are linked to a person’s gender identity—their internal sense of being male, female, both, neither, or somewhere in between.

Examples of gender pronouns include:

• She/Her – often used by people who identify as women.
• He/Him – often used by people who identify as men.
• They/Them – used by non-binary or gender-fluid individuals, and increasingly common in professional settings.

Using the right pronouns is not a matter of grammar alone. It is an act of respect. When employees are misgendered, even unintentionally, it can cause them to feel invalidated or excluded.

Why Pronouns Matter at Work

In a workplace, language is culture. By consistently using the correct pronouns:

• You foster inclusivity – Employees feel recognized and safe.
• You reduce bias – Respectful language helps dismantle stereotypes.
• You strengthen retention – Inclusive workplaces see higher employee satisfaction and lower turnover.
• You show allyship – Actively using pronouns signals support for colleagues who may otherwise feel marginalized.

Think of pronouns as part of workplace etiquette—just like remembering someone’s name.

How to Normalize Pronoun Usage at Work

Building a pronoun-respectful culture requires both personal practice and organizational support. Here are steps companies can take:

1. Lead by Example
   Encourage leadership and HR teams to share their pronouns in email signatures, LinkedIn bios, and introductions.
2. Ask, Don’t Assume
   Instead of guessing pronouns, ask: “What pronouns do you use?” This simple act avoids misgendering.
3. Use Pronouns in Introductions
   Normalize sharing pronouns in meetings: “Hi, I’m Priya, I use she/her pronouns.”
4. Train & Educate
   Host workshops on gender identity and pronouns. Role-playing exercises can help employees practice.
5. Correct Mistakes with Care
   If someone is misgendered, politely correct it: “I think Rahul uses he/him.” Do it respectfully, without making the situation uncomfortable.
6. Support Privacy
   Not everyone is ready to share their pronouns. Respect their choice and avoid pressuring them.

Benefits of Gender Diversity and Inclusive Pronouns in the Workplace

Companies that prioritize gender inclusivity experience measurable benefits:

• Better teamwork and trust – Employees feel valued and supported.
• Wider talent pool – Inclusive policies attract diverse candidates.
• Higher productivity – A sense of belonging boosts morale and motivation.
• Stronger employer brand – Inclusivity enhances reputation, especially with younger talent in India’s workforce.
• Legal and ethical compliance – Aligns with India’s NALSA verdict (2014), which recognized transgender rights and dignity.

FAQs

Q. How can an organization effectively train employees on the use of gender pronouns?
A. Start with awareness sessions that explain gender identity and pronouns. Follow up with interactive workshops where employees practice introductions and corrections. Use reminders—like email templates, posters, or internal campaigns—to normalize the habit. Create feedback channels to measure progress.

Q. What steps should HR take if an employee repeatedly misuses pronouns despite correction?
A. Begin with private conversations to understand intent. If behavior persists, involve HR formally. Policies should define consequences for repeated disrespect, ranging from training to disciplinary action. Consistency shows that inclusion is a non-negotiable workplace value.

Q. Are there legal consequences for misgendering at work in India?
A. Yes. While specific pronoun laws are evolving, the Supreme Court’s NALSA v. Union of India verdict (2014) affirms the rights of transgender persons to dignity and non-discrimination. Disrespecting pronouns may open companies to legal risks under anti-harassment or equality frameworks, and certainly creates reputational risks.

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Using correct gender pronouns is more than a linguistic detail—it’s a cornerstone of respect at work. Words like she/her affirm identity, foster belonging, and create a culture where every employee feels safe to bring their whole self to work.

By embedding pronoun respect into everyday practices—introductions, emails, policies—companies can move from intent to action. The outcome is clear: stronger teams, healthier culture, and a workplace where everyone belongs.