Future Crafting: Paving the Way for Non-Binary Inclusion in Organizations

Mustafa Ozbilgin, Professor of Organizational Behavior at Brunel University London, discusses the role of business in the ongoing journey toward achieving a diverse and inclusive society.He explores the ongoing systematic bias against the non-binary community, and how workplace culture can transform to welcome these identities.

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Introduction

In a world where diversity and inclusion are increasingly valued, it is disheartening to witness the persistent marginalization and discrimination faced by non-binary individuals. The discrepancy between their public and private identities often leaves them caught in a Goffmanian gap. This disparity is primarily fueled by the absence of supportive human resource policies that acknowledge and validate the existence of non-binary workers within organizations. In this blog piece, I have shed light on the dominant narratives that perpetuate exclusionary practices and systemic bias against non-binary individuals. Moreover, I have emphasised the urgency of future crafting inclusive human resource policies to rectify these injustices and foster an environment of equality, sustainability, and inclusion.

The Role of Future Crafting

As we delve into the realm of non-binary-friendly and inclusive human resource policies, it becomes evident that future crafting is essential. Future crafting is a policy approach that transcends the limitations of the past and aligns with the normative expectations of future generations. Crafting inclusive policies requires acknowledging the power-knowledge nexus and overcoming resistance from stakeholders who uphold tradition and inertia. Although this approach may not be suitable for all organizations, those committed to sustainable human resource management policies would benefit greatly from embracing non-binary inclusion.

Transforming Organizational Culture

Our study has highlighted the individual strategies employed by non-binary workers to cope with exclusion, discrimination, and the loss of dignity. However, it is imperative to recognize that relying on individual coping mechanisms is neither desirable nor sustainable. Future crafting of human resource policies offers the opportunity to transform the cognitive, normative, spatial, and cultural aspects of organizations. By doing so, non-binary individuals can actively participate in the organizational transformation and change efforts, enabling them to contribute to the creation of inclusive environments.

Shifting Responsibility to the Organizational Level