Here at HRE, we like to think we’re pretty well-versed in the labyrinthine lingo associated with the world’s workplace, including all manner of obscure HR term and every form of TLA (three-letter acronym).
So it came as quite a shock to me yesterday to discover a previously unknown — unknown to me, at least — term while participating in my company’s mandatory annual training sessions that addressed (among others) the old chestnuts of drugs in the workplace, IT usage, ethics, and gender, ethnic and sexual diversity.
The term in question? Intersexuals.
After some initial research (mostly the Wikipedia page for “intersex”) I found the following:
Like all individuals, intersex people have various gender identities. Most identify as either a woman or man, while some may identify as neither exclusively a woman nor exclusively a man. Some intersex individuals may be raised as a woman or man but then identify with another gender identity later in life.
That same Wikipedia page also notes that in 2015, the UN Office of the High Commissioner for Human Rights described intersex people simply as being “born with atypical sex characteristics” that don’t meet “binary sex stereotypes.”
After learning a little more, the questions started popping up in my head: How can employers best accommodate such workers? How many people in today’s workforce actually identify themselves as intersexual? Which workplace bathroom should an intersexual person use?
I’ve reached out to the Human Rights Campaign as well as other experts in the arena of LGBTI issues, hoping to get some clarity on the issue in terms of how organizations can best accommodate such workers, but I’ve yet to hear back from them.
When I do, though, I’ll pass along their answers to you. In the mean time, I suppose I’ll just be thankful that I work for a company progressive enough to already acknowledge intersexuals in its work policies, even if not everyone (including me) may know they even exist.Twitter It!