Pronouns in the Workplace

In English, people frequently refer to us using pronouns when speaking about us. Often, when speaking of someone in the third person, these pronouns have a gender implied -- such as “he” and “she.” However, for some colleagues these associations are not always accurate or helpful. 

People often make assumptions about the gender of another person based on the person’s appearance or name. These assumptions aren’t always correct, and the act of making an assumption (even if correct) sends a potentially harmful message: that people have to look a certain way to demonstrate the gender that they are or are not.

Using someone’s correct personal pronouns is a way to respect them and create an inclusive environment, just as using a person’s name can be a way to respect them. Just as it can be offensive or even harassing to make up a nickname for someone and call them that nickname against their will, some people take offense when people assume or guess at their preferred pronouns and refer to them in a manner that is not how that person wants to be known. Taken to another level, actively choosing to ignore the pronouns someone has stated that they go by can send them the unintended and unwelcome signal that intersex, transgender, nonbinary, and gender nonconforming people do not or should not exist.

This is one of those sensitive areas where if this issue is not important to you, it is easy to assume this issue is not important to others. However, as is the case with many issues of inclusion, it is important to treat people with the ‘golden rule of inclusion,’ treating them not as you would want to be treated but rather as they want to be treated. This is an important distinction, and inclusive leaders are working to get this right for themselves and their team members. 

When we refer to personal pronouns, we don't mean they are necessarily private information – generally, they’re not. We do mean they are pronouns referring to a unique, individual person.  

BASF encourages employees to normalize the use of gender pronouns by adding their personal gender pronouns to their email signatures and biographies if they choose to do so. 

This is one of the many ways in BASF continues to foster an inclusive workplace encouraging real engagement among all our employees to help us deliver on our aspiration to be the leading chemical company for our customers.