U.S.

Department of the Interior

Inclusive Language Guide

June 2024

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Table of Contents
Letter from the Champions ........................................................................................................................... 5
Introduction................................................................................................................................................... 6
Purpose ......................................................................................................................................................... 6
Benefits of Inclusive Language ...................................................................................................................... 7
Gender....................................................................................................................................................... 7
Sexual Orientation..................................................................................................................................... 7
Translations ............................................................................................................................................... 8
Inclusive Language ........................................................................................................................................ 8
General Principles for Reducing Bias ......................................................................................................... 8
General Questions for Equity Evaluation .................................................................................................. 9
Guideline 1: Use Non-Discriminatory Language ...................................................................................... 10
Be sensitive to Labels .......................................................................................................................... 10
Avoid False Hierarchies........................................................................................................................ 10
Use Person-first and Identity-first Language ....................................................................................... 10
Person-first language........................................................................................................................... 10
Identity-first language ......................................................................................................................... 10
Guideline 2: Use of Inclusive Language for Gender................................................................................. 12
Gender versus sex ............................................................................................................................... 12
Gender Identity ................................................................................................................................... 12
Gender and Noun Usage ..................................................................................................................... 13
Use of Pronouns .................................................................................................................................. 13
Generic Use of the Masculine Gender ................................................................................................ 14
Forms of Address................................................................................................................................. 14
Gender-biased Expressions ................................................................................................................. 15
Guideline 3: Use of Inclusive Language for Sexual Orientation ............................................................... 16
Sexual Orientation and Identity........................................................................................................... 16
Terms for Sexual Orientation .............................................................................................................. 16
Inaccurate or Pejorative Terms ........................................................................................................... 17
Appendix A – Terms and Definitions ........................................................................................................... 18
Appendix B – Extended List of Terms and Alternatives ............................................................................... 21

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Letter from the Champions

WE ARE PROUD TO PRESENT the U.S. Department of the Interior (DOI) Inclusive
Language Guide. This guide has been developed as part of the Department’s efforts to prevent
and combat discrimination based on gender identity and sexual orientation. This document
provides guidance to DOI personnel regarding the use of inclusive language as departmental
standards and affirms the Secretary’s commitment to a mission where every person is treated
with respect and dignity, cultivating an environment where everyone can work and live without
fear, no matter who they are or whom they love. These principles are reflected in the
Constitution and enshrined in our Nation’s anti-discrimination laws.
To uphold the Biden-Harris Administration’s commitment to enforcing prohibitions of sex
discrimination based on gender identity or sexual orientation, Executive Order (EO) 13988 was
issued on January 20, 2021. This EO requires agencies to review existing orders, regulations,
guidance documents, policies, program, or other actions necessary to ensure that they are free of
discrimination and in compliance with the policy set forth in the EO. As part of the ongoing
work of the Department to enhance inclusivity, this guidance reaffirms its commitment and is
intended to be used as guidance for DOI staff seeking to be impactful in addressing these issues.
In June 2021, the Department’s 13988 Working Group was established to develop guidance for
DOI personnel on using inclusive language when reviewing departmental documentation. This
publication reflects the contributions and extensive discussions by the Working Group. The
team researched inclusive language concepts, learned of similar activities within the Department,
and sought feedback from Working Group members and strategic stakeholder partners. The
Champions would like to express its deep appreciation for the commitments and contributions
received. The collective comments have enhanced the organization, content, and clarity of this
publication. With gratitude, we humbly thank you.

Kevin Sligh Elizabeth Klein Paul Huang

Director, Bureau of Safety and Director, Bureau of Ocean Energy Deputy Director, Bureau of Safety
Environmental Enforcement Management and Environmental Enforcement
Co-Champion EO 13988 Co-Champion EO 13988 Co-Champion EO 13988

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Introduction
This U.S. Department of the Interior (DOI) Inclusive
Language Guide outlines inclusive, bias-free language,
including expressions and terms that are likely to be
perceived as welcoming and neutral by everyone
regardless of their gender, biological sex, race,
religion, national origin, age, or generation.
Using inclusive language can help people from
diverse backgrounds feel more welcome and
committed to the organization and has a positive
correlation to retention and performance.
This guidance is based upon several sources to include:
• General Services Administration 18F Content Guide
• Digital.gov Style Guide
• Guidance of National Institute for Standards in Technology (NIST) Staff on Using
Inclusive Language in Documentary Standards
• American Psychological Association Bias-free Language Guidelines of the Publication
Manual of the American Psychological Association, Seventh Edition
• United Nations Gender Inclusive Language
• European Parliament Gender-neutral Language
These sources provide suggestions on inclusive language, including examples of words or
expressions to avoid. As guidance, this provides personnel with a tool to assist with compliance
for EO 13988 requirements, as well as information for DOI personnel on how to apply these
suggestions to their work. This guidance, including examples, reflects current understanding,
and may be updated periodically to remain current.

Purpose
This document provides guidance to DOI personnel for the consistent use of inclusive language
in:
1. Developing documentary standards
2. Using inclusive language during verbal exchanges, such as during DOI events, meetings,
and stakeholder conversations; and
3. Developing (or reviewing) Department orders, regulations, guidance documents, policies,
programs, or other written physical and digital artifacts such as websites.
This guidance is limited to the English language, but the concepts can be applied more broadly
such as in translations of Department artifacts and websites.

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Benefits of Inclusive Language
Using inclusive language – in both our speech and writing – can positively impact those who
develop, read, and implement those standards. Such language:1
1. Avoids false assumptions and permits more precise wording,
2. Conveys respect to those who listen or read,
3. Maintains neutrality, avoiding unpleasant emotions or
connotations brought on by more divisive language,
4. Removes popular expressions that are exclusive or usually not
well understood by all, and
5. Enables all to feel included in the topic discussed.
To gain these and other benefits, DOI developed this uniform approach for expressions and
terms to remove bias language. This guidance is intended to help DOI staff advocate for the
consistent use of inclusive language. The guidelines may be applied to any type of
communication, whether it is oral or written, formal or informal, or addressed to an internal or
external audience. Inclusive language should be assessed through periodic reviews to determine
whether more inclusive alternatives should be used.
Gender
Defining gender-neutral language is important for achieving inclusive language and should be
designed to be responsive to all users. Gender is a social construct that refers to the roles,
behaviors, activities, and attributes that a given society at a certain time considers appropriate.
English has very few gender markers (he, she, her, and his); and some nouns and forms of
address. Most English nouns do not have grammatical gender forms (supervisor, president),
whereas a few nouns are specifically masculine or feminine (actor/actress, waiter/waitress).
Some nouns that once ended in “man” now have neutral equivalents that are used to include both
genders (police officer vs policeman/policewoman, spokesperson vs spokesman,
chair/chairperson vs chairman). Inclusive language recognizes that language should be
perceived as neutral by everyone regardless of their gender, biological sex, race, religion,
national origin, age, or generation.
Sexual Orientation
Defining sexual orientation language is also important for achieving inclusive language. Sexual
orientation refers to a disposition to experience sexual, affectional, or romantic attractions to
men, women, and people that identify as nonbinary. It also encompasses a sense of personal and
social identity based on those attractions, behaviors expressing them, and membership in a
community of others who share them.

1 APA Publication Manuel, Seventh Edition, Chapter 5: Bias-Free Language. Available at Bias-free language (apa.org)

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Translations
These standards are developed in the English language; however, when DOI products are
translated into other languages the concerns of inclusivity carry forward. DOI staff should
encourage the application of inclusivity guidance to those translations.

Inclusive Language
The following guidance is recommended for DOI staff to use inclusive language in DOI products
and material. Department staff should determine the applicability of this guidance for their
specific circumstances.
General Principles for Reducing Bias
The following are general principles for writing about all people and their personal
characteristics without bias.2
• Consider “good usage” of words versus “common usage.” Ask yourself if the term or
phrase is central to the meaning of the work or if it can be conveyed using more inclusive
language.
• Consider monitoring your industry for ongoing discussions about acceptable language
and share with the Department new or preferred terminology, as it may change over time.
• Consider comprehension, as the introduction of new terms to avoid bias may introduce
comprehension issues. Consult with Department subject matter experts if you are unsure
about language or terminology.
• Consider the order in which you present groups of people, as it can imply that first
mentioned dominates the later mentioned.
• Avoid terms that use ‘black’ to mean something bad or negative and ‘white’ to mean
positive or less harmful.
• Avoid terms that perpetuate negative stereotypes or unequal power relationships.
• Avoid terms that assign gender or sex to inanimate objects.
• Avoid colloquialisms (popular expressions), metaphors, similes, idioms, and other
unnecessary jargon or slang. Plain language is always preferable.
• Avoid identification of gender or sex unless necessary for comprehension, or when
referring to a specific individual or group.
• Avoid solutions that reduce readability of a text, such as combined forms (s/he or
him/her).
• Avoid alternating masculine and feminine use of pronouns in the same document.

2 NISTIR 8366, Guidance for NIST Staff on Using Inclusive Language in Documentary Standards published April 2021

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 • Use people-first language when describing a specific individual or group, unless that
individual or group clearly prefers identity-first language. The goal is to avoid terms that
are condescending or reductive.3
General Questions for Equity Evaluation
The questions below are intended to guide your quality control and review process. When
developing Agency materials, think about how the style of writing may affect members of the
Lesbian, Gay, Bisexual, Transgender, Queer, Intersex, and Asexual (LGBTQIA+) community.
These questions are designed for authors or those performing quality reviews to ensure the
materials produced promote equality and equity.
• How might this document affect a member of the LGBTQIA+ community?
• How might this document affect a member of the LGBTQIA+ community differently
from other persons?
• How might this action be less accessible to an LGBTQIA+ person?
• Were people with diverse gender identities or sexual orientations involved in the
development or review of this document?
• Does the language used recognize the full range of gender identity and sexual orientation
(i.e., use of plural pronouns and gender-neutral language)?
• Does this document use person-first and identity-first language?
• Is there an internal organization that should be consulted before publication?
• Does this document’s publication have a cascading impact or dependency on another
document?
• What additional resources are needed to address inequities in the policy or program?
While these are but a few questions to consider when reviewing your document, it is critical to
ensure compliance for inclusive language that the author or quality control reviewer consider
these perspectives. The Department of Interior is committed to removing barriers to equal
opportunity and delivering resources and benefits equitably to all. An important part of
fulfilling these commitments and providing fully accessible government services is using
inclusive language in Department documentation.

3 APA Publication Manuel, Seventh Edition, Chapter 5: Bias-Free Language. Available at Disability (apa.org)

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Guideline 1: Use Non-Discriminatory Language
Be sensitive to Labels
Respect the language people use to describe themselves by asking them how they’d like
to be referred and then referring to them in the manner preferred. Accept that language
changes with time and that individuals within groups sometimes disagree about
designations, but all efforts should be made to use appropriate terminology.

Avoid False Hierarchies

Be mindful when comparing groups. Bias occurs when we use one group as the standard
against another group. Be aware that the order of social group presentation may imply
that the first mentioned group is the norm or standard and the later-mentioned group is
abnormal or deviant. Do not put groups in order of social dominance; instead, consider
options such as alphabetical order or sample size order.

Use Person-first and Identity-first Language

The discussion of person-first versus identity-first language was first applied to issues
regarding people with disabilities; however, the language has broadened to refer to other
identity groups. Department staff are encouraged to use terms and descriptions that both
honor and explain person-first and identity-first perspectives and understand that an
individual’s preference supersedes matters of style.
Person-first language
In person-first language, the person is emphasized – not the person’s disabling or chronic
condition.

Person-first Language: Terms to Avoid and Alternatives

Term to Avoid Suggested Alternative
Paraplegic A person with paraplegia
Epileptic A child with epilepsy.
Mentally Retarded People with intellectual disabilities
Substance abusers People with substance use disorders.

Identity-first language
In identity-first language, the person's identity is emphasized, which allows the individual to claim
their identity as opposed to name it or select terms that may have negative implications.

4
Identity-first language is often used as an expression of cultural pride,

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 whereas in the past it may have had negative connotation.

Identity-first Language: Terms to Avoid and Alternatives

Term to Avoid Suggested Alternative
Blind Person A person who is blind.
Amputee A child with an amputation.
Autistic Person A person with autism.

It is permissible to use either approach or mix person-first and identity-first language

unless or until you know that a group clearly prefers one approach, in which case, you
should default the individual’s preference.5

Person-first and Identity-first Language: Terms to Avoid and Alternatives

Term to Avoid Suggested Alternative
Victim, survivor She has experienced…
He has been impacted by…
Wheelchair-bound They use a wheelchair
Mentally ill He’s a person living with a mental health condition.
She is a person with a mental disorder.
He is a person with a mental illness
Abusive Relationship They are a person who is abusive
Addict He has a substance use disorder
Homeless person She is without housing

4
Brown, L. (n.d.). Identity-first language. Autistic Self Advocacy Network. http://autisticadvocacy.org/home/about-
asan/identity-first-language (Original work published 2011)
Brueggemann, B. J. (2013). Disability studies/disability culture. In M. L. Wehmeyer (Ed.), The Oxford handbook of positive
psychology and disability (pp. 279–299). Oxford University
Press. https://doi.org/10.1093/oxfordhb/9780195398786.013.013.0019

5 APA, 2020b at https://apastyle.apa.org/style-grammar-guidelines/bias-free-

language/disability?_gl=1*1ubidna*_ga*MTUyOTAxMDc3OC4xNjkyMjg1OTE3*_ga_SZXLGDJGNB*MTY5MjM2NTA4N
C40LjEuMTY5MjM2NTY5OC4wLjAuMA..&_ga=2.189576811.1336883655.1692285917-1529010778.1692285917

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Guideline 2: Use of Inclusive Language for Gender
Gender-neutral language is a generic term covering the use of non-sexist language, inclusive
language, or gender-fair language. The purpose of gender-neutral language is to avoid word
choices that may be interpreted as biased, discriminatory, or demeaning by implying that one sex
or social gender is the norm. Using gender-fair and inclusive language also helps to reduce
gender stereotyping, promotes social change, and contributes to achieving gender equality.

Gender versus sex6

Gender refers to the attitudes, feelings, and behaviors that a given culture associates with
a person’s biological sex; however, gender is a social construct and a social identity. Sex
refers to biological assignment (e.g., sex assigned at birth). Using “gender” instead of
“sex” also avoids ambiguity over whether “sex” means sexual orientation – attraction to
sex, gender, or some combination of both.

Sex Assignment7
The terms “birth sex,” “natal sex,” “tranny,” and “transvestite” are considered
disparaging for many individuals that identify as transgender, gender-
nonconforming, or nonbinary. These terms should be avoided.
Additionally, it is more appropriate to use “assigned sex” or “sex assigned at
birth,” as they functionally describe the assignment of a sex term predicated on
observation of genitalia, chromosomes, or other anatomical structures of the body
at birth.

Gender Identity8
Gender identity is a component of gender that describes a person’s psychological sense of
their gender and is a deeply felt, inherent sense of their being a boy, a man, a male; a girl,
a woman, a female; or nonbinary (e.g., genderqueer, gender-nonconforming, gender-
neutral, agender, gender fluid), which may not correspond to their sex assigned at birth,
presumed gender based on sex assignment, or primary or secondary sex characteristics.
Avoid words and phrases that indicate gender bias of others such as irrelevant
descriptions of appearance.

6 Ib, id. APA, 2020b

7 Ib, id. APA, 2020b
8 Ib, id. APA, 2020b

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 Gender and Noun Usage
Refer to all people the way they refer to themselves or request to be referred, which may
be different than from their legal name, and keep in mind to respect privacy. To reduce
the possibility of stereotypic bias and avoid ambiguity, use specific nouns to identify
people or groups of people (e.g., women, men, transgender men, trans men, transgender
women, trans women, etc.) Use “male” and “female” as adjectives when appropriate and
relevant. Use “male” and “female” as nouns only when the age range is broad or
ambiguous or to identify a transgender person’s sex assignment at birth (e.g., “person
assigned female at birth” is correct, not “person assigned girl at birth”).
To refer to all human beings, use terms like “individuals,” “people,” or “persons” rather
than “man” or “mankind” to be accurate and inclusive.

Use of Pronouns
Pronoun use requires specificity and care on the user’s part, and staff should always use
the person’s identified pronouns. Staff should refrain from the term “preferred pronouns”
because it implies a choice about one’s gender. Use “pronouns” or “identified pronouns”
instead.
Use of They
When referring to individuals whose identified pronouns are not known or when
the gender of a generic or hypothetical person is irrelevant within the context, use
their name or a singular “they” to avoid making assumptions about an individual’s
gender. It is recommended to use “they,” “them,” “their”, for example. In
informal writing, such as emails, plural pronouns may be used as a shortcut to
ensure gender inclusiveness. Such strategies are not recommended for formal
writing.
Caution should be used when it comes to reflexive/emphatic form of use. For example, if
someone were to say, ‘someone may unintentionally cause harm to themselves,’ and in
the group of people being referenced there is a person that uses the pronouns “they”,
“them,” and “their”, it may suggest to the layperson that something hasn’t happened to
the group that may evolve when the intent was to use the individual’s identified
pronoun.9
Avoid using combinations such as “he or she,” “she or he,” he/she,” and “(s)he,” as
alternatives to the singular “they” because such constructions imply an exclusively binary
nature of gender and exclude individuals who do not use these pronouns like gender non-
conforming people.

9 European Parliament, Gender-neutral Language dated 2018 found at GNL_Guidelines_EN.pdf (europa.eu).

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 . These forms can appear awkward and distracting. Combinations “he or she” or “she or
he” (but not the combinations with slashes or parentheses) can be used sparingly only if
all people being referred to by the pronouns use these terms.
Terms that Imply Binaries10
Avoid referring to one sex or gender as the “opposite sex” or “opposite gender.”
Appropriate wording may be “another sex” or “another gender.” The word
opposite implies strong differences between two things and as noted above, some
individuals do not identify with either gender or these phrases would then ignore
the existence of those individuals. To describe members of a relationship, use the
terms “mixed gender” or “mixed sex” when the partners have different genders or
sexes. Another way of describing them would be to use the phrases “same
gender” or “same sex” when partners have the same gender or sex.

Generic Use of the Masculine Gender

The traditional grammatical convention in most grammatical gender languages is that for
groups combining both sexes, the masculine gender is used as the ‘inclusive’ or ‘generic’
form, whereas the feminine is ‘exclusive,’ referring to women only. This generic or
neutralizing use of the masculine gender can be perceived as discriminating against
women or other genders and Department staff should consider rephrasing using gender-
neutral terms.

Rephrasing Considerations
For example, ‘the official shall carry out his duties’, consider:
• Use plural forms (e.g., officials shall carry out their duties…)
For example, ‘the candidate should submit his/her resume’, consider:
• Use the imperative (e.g., please send your resume to…)
For example, ‘an official’s salary is dependent on her length of service’, consider:
• Omit the pronoun altogether (e.g., an official’s salary is dependent on
length of service)

Forms of Address
When referring to or addressing specific individuals, use forms of address and pronouns
that are consistent with their gender identity. For Department staff, you may check their
pronouns on Microsoft Teams or, as the situation permits, you may ask the person which
pronouns or form of address to use.
For the most part, gender neutral titles without qualifications or career connotations are
not widely used by the public or in business, yet the use of titles in business (or other
formal situations) can make it difficult to know what to do if gender identity and
preference isn’t known. Remember, it is always fair to ask someone how they prefer to

10 Ib, id. APA, 2020b

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be addressed. Department staff may consider referencing websites such as Human Rights
Campaign or Gender Neutral and Nonbinary Titles to learn more about the titles and their
use.

Mr., Ms., Miss, or Mrs.?

Care should be taken to use the form of address identified by the individual.
When the pronoun is not known, precedence is given to Mx. over Mr., Ms., Miss,
or Mrs., as the former is more inclusive and can refer to anyone. Remember, it is
always a safe decision to use the individual’s first and last name as a form of
address.

For example, ‘Hey Ladies & Gents/Guys’, consider:

• Use gender neutral terms (e.g., Hey Team/Colleagues/All…)
For example, ‘Dear Mr./Ms./Miss/Mrs. Rabbit’, consider:
• Use their title (e.g., Dear Permittee/Director/Officer…)
For example, ‘Good Morning Madame, Secretary’, consider:
• Use their title and last name (e.g., Good Morning Secretary Moore…)
For example, ‘Hello Mr./Ms./Miss/Mrs. Arbor’, consider:
• Use their first and last name (e.g., Hello Arbor Vines…)

There should also be consistency in the way individuals are referenced, meaning if one
individual is addressed by their first/last name, courtesy title, or profession, others should
be as well.

Less Inclusive More Inclusive

Professor Smith and Madeline will Professor Smith and Professor Jones
attend the luncheon. will attend the luncheon.

Gender-biased Expressions
Avoid language that uses pictorial metaphors, negativistic terms that imply restriction,
and slurs that insult or belittle a particular group.

Discriminatory Metaphors
• They throw/run/fight like a girl.
• In a manly way.
• Boys will be boys.
• Oh, that’s women’s work.
• Thank you to the ladies for making the room more beautiful.

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Guideline 3: Use of Inclusive Language for Sexual Orientation

Sexual Orientation and Identity

Sexual orientation is a part of individual identity that includes “a person’s sexual and
emotional attraction to another person and the behavior and/or social affiliation may
result from this attraction.”11 It also encompasses an individual’s sense of personal and
social identity based on those attractions, behaviors expressing them, and membership in
a community of others who share them.12

Sexual Orientation and Identity Language: Terms to Avoid and Alternatives

Term to Avoid Suggested Alternative
Sexual Preference Sexual orientation
Sexual Identity
Sexual Orientation Identity

Terms for Sexual Orientation13

Some examples of sexual orientation are lesbian, gay, heterosexual, straight, asexual,
bisexual, queer, polysexual, and pansexual. These definitions and terminology are ever evolving,
so it is best to defer to, and be mindful of, the way in which individuals self-identify.
Use the umbrella term “sexual and gender minorities” to refer to multiple sexual and/or
gender minority groups or write about “sexual orientation and gender diversity.”14
Abbreviations such as LGBTQ, LGBTQ+, LGBTQIA, and LGBTQIA+ may also be used
to refer to multiple groups.
When using specific terms for orientation, clarify the usage to avoid ambiguity.

Less Inclusive More Inclusive

“gay” or “gays” can be interpreted “gay men” or “gay people”
to include all genders or, more “lesbian women” are more
narrowly, to include only men. appropriate to use interchangeably.

11 American Psychological Association. (2015a). Guidelines for psychological practice with transgender and gender
nonconforming people. American Psychologist, 70(9), 832–864. https://doi.org/10.1037/a0039906 as found on Sexual orientation
(apa.org).
12 Brief for American Psychological Association et al., as Amici Curiae supporting petitioners, Obergefell v. Hodges, 2015, p. 7

13 Ib, id. APA, 2020b

14 These terms are used by the Office on Sexual Orientation and Gender Diversity at APA and the Sexual & Gender Minority

Research Office at the National Institutes of Health

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 Inaccurate, Pejorative [Derogatory] Terms15
Avoid the terms “homosexual” and “homosexuality,” and, instead, use specific identity-
first terms to describe people’s sexual orientation (e.g., bisexual people, queer people).
These specific terms refer primarily to identities and to the culture and communities that
have developed among people who share those identities. It is inaccurate to collapse
these communities into the term “homosexual.” Furthermore, the term “homosexuality”
has been and continues to be associated with negative stereotypes, pathology, and the
reduction of people’s identity to their sexual behavior.
Currently, the terms “straight” and “heterosexual” are both acceptable to use when
referring to people who are attracted to an individual of another gender.

15 Ib, id. APA, 2020b

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Appendix A – Terms and Definitions
The terms and definitions below are defined in the Department’s Personnel Bulletin (PB) 23-03,
Supporting Gender Transition in the Federal Workplace. Consistent use of these terms and
definitions should apply across all products and materials for the Department.

Affirming Name/Gender/Pronouns. Are terms used to refer to the name, gender, and/or pronouns
with which an individual identifies and uses.

Cisgender. Cisgender individuals are people with a gender identity that is consistent with their sex
assigned at birth. Someone assigned male at birth who identifies as a boy or man is a cisgender man;
likewise, someone assigned female at birth who identifies as a girl or woman is a cisgender woman.
“Cis-” is from the Latin prefix “cis-” meaning “on the same side of.” It is a linguistic opposite of
“trans-”, meaning “across from.”

Dead Name/Gender/Pronouns. Are terms used to refer to the name, gender, and pronouns an
individual used prior to a gender transition, but no longer identifies/uses.

Gender Expression. Sometimes referred to as “gender presentation”. This refers to how a person
represents or expresses their gender identity to others. This might be communicated through
appearance, dress, mannerisms, speech patterns, social interactions, name, and/or other
characteristics and behaviors. The observed expression may or may not correspond to societal
expectations of gender identity.

Gender Identity. Is an individual’s internal sense of being male, female, another gender, no gender,
of multiple genders, or fluid in gender. The way an individual expresses their gender identity is
frequently called “gender expression,” and may or may not conform to social stereotypes associated
with a particular gender. Those who do not may describe themselves as “non-binary” or “gender
queer.”

Gender Non-Binary. An umbrella term for gender identities that are not solely male or female –
identities that are outside the gender binary. Non-binary identities are often considered to fall under
the transgender umbrella, since non-binary individuals typically identify with a gender that is
different from their sex assigned at birth, though some non- binary individuals do not consider
themselves transgender. Non-binary individuals may identify as an intermediate or separate third
gender, identify with more than one gender, no gender (e.g., agender), or have a fluctuating identity
(gender-fluid). Non-binary individuals vary in their gender expressions, and some may reject gender
identities altogether.

Gender Nonconforming. A broad term used to refer to individuals who do not appear, behave, or
identify in conformity with societal gender norms, stereotypes, expectations, or preferences. May
also be referred to as “gender expansive”.

Gender Transition/Transitioning. The process by which a transgender or gender nonconforming

individual takes steps to socially, legally, medically and/or physically align with their gender identity
and gender expression (e.g., attire, grooming, personal style, voice, mannerisms, medical treatments,
and/or name and personal pronoun preference/use). Gender transition is an umbrella term used within
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this PB to broadly refer to any employee who is undergoing, is about to undergo, or has undergone
the process of changing their gender expression and gender markers in the workplace. A transitioning
employee may stay at a specific point of the gender transition spectrum; they may move along the
gender transition spectrum via a one-time, one-direction, finite sequence of actions; or they might
move through a continuous, evolving, or even multi- directional flow. Some individuals will find it
necessary to transition from living and working as one gender to another. Social role transition – that
is, living full-time in the gender role that is consistent with an individual’s gender identity – is an
important aspect of an individual’s gender transition. Transgender individuals may also seek some
form of medical treatment such as counseling, hormone therapy, electrolysis, and surgical
interventions as part of their transition. These treatments may be deemed medically necessary for
many individuals, based on determinations of their medical providers. Some individuals, however,
will not pursue some (or any) forms of medical treatment because of their age, medical condition,
lack of funds, or other personal circumstances, or because they may not feel the treatment is
necessary for their well-being. Decisions about whether to undergo medical or legal transition do not
affect a person’s ability to identify as transgender.

LGBTQ+. Is an acronym that is often used as an umbrella term referring to lesbian, gay, bisexual,
transgender, queer/questioning, intersex, asexual, and other individuals who do not identify as
cisgender and heterosexual. Other acronyms used to refer to this community include “LGBTQIA”
and “LGBTQIA2S” (2S = Two Spirit). The term “queer” is also often used as a community umbrella
term.

Pronouns. Gender-specific linguistic markers used in most languages to refer to the subject of a
sentence, (e.g., “he/him,” “she/her,” “they/them,” and many neopronouns (e.g., “ze,” “xe,” “xie,” and
others), which may or may not match an individual’s gender expression. Supervisors/managers and
coworkers should use the pronoun appropriate to the gender-identity of the employee as expressed by
the employee.

Sex. Is a term that refers to anatomical, physiological, genetic, or physical attributes typically used to
assign a person as male, female, or intersex at birth. These include both primary and secondary sex
characteristics, including genitalia, gonads, hormone levels, hormone receptors, chromosomes, and
genes. Variations of this term might also include “biological sex,” “physical sex,” “anatomical sex,”
or “sex assigned at birth”.

Transgender. Transgender individuals are people with a gender identity that is different from their
sex assigned at birth. Someone who was assigned the male sex at birth but who identifies as female is
a transgender woman. Likewise, an individual assigned the female sex at birth but who identifies as
male is a transgender man. An individual who has a gender identity other than the traditional
definitions of male or female may simply self- identify as transgender or nonbinary. Moreover, some
individuals who would fit the definition of transgender do not identify themselves as such and
identify simply as men/male and women/female, consistent with their gender identity. The guidance
provided in this PB applies whether a particular individual explicitly self-identifies as transgender.
An individual need not undergo any medical procedure to be considered transgender or transitioning.

Workplace Gender Transition Plan. A written plan, developed by the employee and
supervisor/manager, that serves as an individualized roadmap to communicate components of the
employee’s transition that impact the workplace – the purpose of which is to facilitate clear and

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uniform understanding between the parties to promote a safe, secure, and respectful work
environment. Such plans should only be created and developed at the request of the employee.

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Appendix B – Extended List of Terms and Alternatives

Keyword Alternative(s)
airman aviator
airmen aviators
aunt parent's sibling
bi-sexual bisexual
brother sibling
businessman businessperson
businessmen businesspeople
chairman chair, chairperson
chairmen chairs, chairpersons
cockpit flight deck
craftsman craftsperson
craftsmen craftspeople
daughter child, kid
father parent, caregiver, care provider
female all genders
fireman firefighter
firemen firefighters
fisherman fisher
fishermen fishers
freshman first-year student
freshmen first-year students
gal team, everyone, people, folks, group, friends, colleagues, you all
gals team, everyone, people, folks, group, friends, colleagues, you all
gay LGBTQIA+ community, LGBTQIA+ person, LGBTQIA+ people
gay community LGBTQIA+ community, LGBTQIA+ person, LGBTQIA+ people
gentleman person
gentlemen everyone
granddaughter grandchild, grandkid
grandfathered in exempted from
grandma grandparent
grandpa grandparent
grandson grandchild, grandkid
guy team, everyone, people, folks, group, friends, colleagues, you all
guys team, everyone, people, folks, group, friends, colleagues, you all
he they, them, themself, themselves
he/she they, them, themself, themselves
her they, them, themself, themselves
hers their, theirs

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herself they, them, theirs, themself, themselves
heterosexual straight
him they, them, themself, themselves
him/her they, them, themself, themselves
himself they, them, theirs, themself, themselves
himself/herself they, them, theirs, themself, themselves
his their, theirs
his/hers their, theirs
homophobia intolerance, bias, prejudice
homosexual gay, lesbian
husband spouse, partner, significant other
journeyman journeyperson
journeymen journey people
ladies everyone
lady person
male all genders
man person, people, individual, individuals
man hour work hours
man hours work hours
mankind person, individual, human, humankind
manmade made, fabricated, constructed, produced
manmade made, fabricated, constructed, produced
manned piloted, staffed, occupied
manpower personnel, workforce, staff
men person, people, individual, individuals
middleman middle person, liaison
mother parent, caregiver, care provider
Mr. Address the individual by name or position
Mrs. Address the individual by name or position
Ms. Address the individual by name or position
nephew sibling's child/kid
niece sibling's child/kid
ombudsman ombud
ombudsmen ombuds
opposite sex different sex
policeman police officer
policemen police officers
policewoman police officer
policewomen police officers
repairman repair person
right hand man point person
right-hand man point person

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salesman salesperson, people, sales associate(s), sales representative(s), salesclerk(s), sales
team(s)
salesmen salesperson, people, sales associate(s), sales representative(s), salesclerk(s), sales
team(s)
saleswoman salesperson, people, sales associate(s), sales representative(s), salesclerk(s), sales
team(s)
saleswomen salesperson, people, sales associate(s), sales representative(s), salesclerk(s), sales
team(s)
sex-change transition
sexual preference sexual orientation, orientation
she they, them, themself, themselves
sister sibling
son child, kid
son/daughter child, kid
spokesman spokesperson
tradesman tradesperson
tradesmen tradespeople
transgender transgender person
transgenders transgender people
two-man job two-person job
uncle parent's sibling
unmanned unpiloted, unstaffed, unoccupied
waiter server
watchman watchperson
watchmen watch people
wife spouse, partner, significant other
woman person, people, individual, individuals
women person, people, individual, individuals

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