🎓 Guide for Inclusion Coaches: Respecting Pronouns and Gender

Why Pronouns Matter 

Pronouns (e.g. she/her, he/him, they/them) are a simple but powerful way to show respect for someone’s identity. Using a person’s correct pronouns helps create a safe, inclusive environment where colleagues and program participants feel valued. 

For some, gender is experienced and expressed beyond the traditional male/female binary. We also acknowledge that some people only believe in two genders (male and female). For those who hold this view, adjusting to the idea of gender diversity can take time and may feel unfamiliar. What matters most is a genuine effort to respect people as they describe themselves. 

Best Practice for Inclusion Coaches 

Ask politely if unsure 

• If you don’t know someone’s pronouns, it’s okay to ask respectfully: 

• “Hi, my name’s Sam, I use he/him pronouns, how about you?” 

• Alternatively, listen to how others refer to them or check introductions/badges if provided. 

Normalise sharing 

• When introducing yourself, you can model inclusion by sharing your pronouns. 

• Example: “I’m Alex, one of the Inclusion Coaches. I use she/her pronouns.” 

Correct mistakes gently 

• If you use the wrong pronoun, correct yourself quickly and move on. 

• Example: “He, sorry, they, are leading today’s activity.” 

• If you hear others misgendering, step in kindly if safe and appropriate. 

Respect privacy 

Some people may not be “out” in all settings. Don’t assume you can share someone’s pronouns or gender identity without their permission. 

Understanding the Legal Context 

• In Australia, protections exist under federal and state anti-discrimination laws, including the Sex Discrimination Act 1984 (Cth) and equivalent state/territory legislation. 

• These laws prohibit discrimination, harassment, and victimisation based on sex, sexual orientation, gender identity, and intersex status. 

• This means that deliberately and repeatedly using the wrong pronouns to demean or exclude someone could be considered unlawful harassment. 

• Key distinction: 

• Mistakes happen and are not unlawful if corrected in good faith. 

• Intentional misgendering or refusal to use correct pronouns may breach the law, particularly if it creates a hostile, offensive, or unsafe environment. 

Acknowledging Different Perspectives 

We understand that not everyone recognises genders beyond male and female, and that personal beliefs vary. You are not being asked to change your beliefs. Instead, as Inclusion Coaches, you are asked to: 

• Show respect by using the names and pronouns people ask you to use. 

• Focus on creating a safe and welcoming environment for all participants. 

• Remember that regardless of belief, the law requires respect and protection for people of diverse gender identities. 

Your Role as an Inclusion Coach 

• Model respectful behaviour with pronouns and gender identity. 

• Support colleagues and program participants by encouraging understanding, patience, and respect. 

• Where misunderstandings occur, respond with empathy and gentle correction. 

• If you see patterns of intentional disrespect, escalate appropriately, this is not just a matter of courtesy but one of workplace and community safety. 

Key Takeaways 

• Using correct pronouns is about respect and inclusion. 

• It may take time to adjust, but effort matters. 

• Mistakes are human; intentional misgendering can be unlawful. 

• As an Inclusion Coach, you set the tone for inclusive, respectful environments. 

• Respect is expected in professional and program settings, even where personal beliefs differ.