LGBTQ Inclusive Phrases: Stepping Towards a Gender Inclusive Workplace

Non-binary refers to individuals whose gender identity goes beyond traditional categories of “man” or “woman.” Non-binary people may blend elements of both, identify with neither, or experience their gender in a unique way that doesn't fit the standard binary model. Some may relate to aspects of being male or female at times, while others completely reject those labels. Understanding and respecting non-binary identities means recognizing that gender is a spectrum—not just two tick boxes.

Gender Non-Conforming: This term refers to individuals whose outward appearance, behavior, or mannerisms don't match traditional expectations associated with the gender they were assigned at birth. Importantly, anyone—whether cisgender or transgender—can be gender non-conforming. It simply means choosing to express yourself in ways that may fall outside society's typical gender “boxes,” reminding us that there's no one “right” way to look or act, regardless of gender identity.

Gender expression refers to the way an individual outwardly displays their gender identity. This can include choices in clothing, hairstyles, mannerisms, voice, and even the way someone walks or communicates. It's important to recognize that gender expression is deeply personal and can differ from cultural or societal expectations related to gender.

For example, someone might prefer to dress in a way that society typically labels as masculine, feminine, or a mix of both—regardless of the gender they were assigned at birth or their own gender identity. Understanding and respecting each person's unique gender expression is an essential aspect of creating a genuinely inclusive workplace, where everyone feels free to be authentically themselves.

Once considered only a slur, “queer” has evolved into an umbrella term embraced by many in the LGBTQIA+ community. Today, queer is often used by individuals who don't want to confine themselves to specific labels of sexual orientation or gender identity. It can signal a flexible approach to identity and is also used by those who want to push back against rigid norms within both broader society and the LGBTQ community itself—challenging assumptions around gender, sexuality, race, ability, and more.

Although its history as a pejorative means some still find it offensive, growing numbers of people have reclaimed “queer” as a celebration of individuality and inclusivity. If you're unsure whether to use the term for or about someone, it's always best to ask—just like with pronouns.

Genderqueer/Genderfluid: Recognize these as valid identities that don't fit within the traditional binary.

Let's start by unpacking what we mean when we talk about “gender.” At its core, gender refers to a person's deeply felt sense of who they are—whether that's a man, a woman, non-binary, or another gender identification entirely. This experience is internal, personal, and can't be determined solely by looking at someone's birth certificate.

Now, let's talk about the expectations that swirl around gender. Societies often attach specific roles, behaviors, and characteristics to people based on whether they're perceived as male, female, or otherwise. These so-called gendered norms might label assertiveness or leadership as “masculine,” while assigning empathy or nurturing as “feminine.” But here's the catch: these norms aren't set in stone. They're shaped by cultural traditions, geography, and even popular media—meaning what's seen as “masculine” in Tokyo could look very different from Toronto.

Understanding this helps us see why inclusive language isn't just polite—it's essential for honoring each person's authentic identity and sidestepping assumptions that don't fit.

A transgender woman is someone who identifies as a woman, though she was assigned male at birth. You might also see the term “trans woman” or the shorthand “MTF” (male-to-female) used in various contexts. It's important to honor her gender identity and refer to her using the name and pronouns she uses. As always, the focus is on respect—ensuring language and actions reflect an authentic acknowledgment of her lived experience, just as we do for all gender identities on this list.

This refers to an individual who identifies as a man but was assigned female at birth. Sometimes called a trans man, he may also be referred to by the acronym FTM (female-to-male). It's important to use the language and pronouns that the person prefers, just as you would with anyone else. Respect and affirmation go a long way in making the workplace (or any space) truly inclusive.

This term refers to the personal process of reflecting on and exploring your own sexual orientation or gender identity. Someone who is questioning might be unsure of how they identify, and that's okay—everyone's journey is unique. The process can include seeking information, having conversations, or just allowing oneself the time and space to discover what feels most authentic. “Questioning” is an important phase, and recognizing it in our language helps create room for curiosity, support, and growth along someone's identity journey.

Intersex is an umbrella term referring to people whose natural physical traits don't fit typical definitions of male or female bodies. This can involve a variety of biological characteristics—such as chromosomes, hormones, reproductive anatomy, or genitals—that differ from what society typically expects for “male” or “female.”

It's important to note that intersex people, like everyone, have a diverse range of gender identities. Some may identify as male or female, while others might identify as non-binary or in another way entirely. Recognizing and respecting intersex identities helps foster a truly inclusive environment, where everyone's lived experience is acknowledged and valued.

Sexual orientation refers to a person's enduring pattern of emotional, romantic, or sexual attraction to others—or, in some cases, the absence of attraction altogether. This is an integral part of one's identity and can include attractions to people of the same gender, a different gender, multiple genders, or none at all.

It's important to note that sexual orientation is just one facet of a broader orientation identity, which may also include romantic orientation. Understanding and respecting each person's sexual orientation helps foster a more inclusive and supportive workplace, allowing everyone to express themselves authentically.

In LGBTQ+ communities, an “Ally” refers to someone who may not personally identify as LGBTQ+, but is committed to supporting, advocating for, and standing up for the rights and dignity of LGBTQIA+ individuals. Allies use their voices, influence, and resources to help break down barriers, challenge discrimination, and foster inclusivity—both in the workplace and beyond.

It's important to note that allyship isn't limited to straight or cisgender individuals. Members within the LGBTQIA+ community can be allies to each other by uplifting and affirming identities outside their own. For example, a lesbian may act as an ally to her transgender coworkers by challenging transphobia and promoting understanding.

True allyship is more than just words; it involves ongoing learning, listening, and the courage to step in when witnessing exclusion or bias. By embracing this role, allies help create environments where everyone can thrive and belong.

You might be familiar with the concept of sexual orientation—who you're physically or emotionally attracted to. But have you heard of romantic orientation? Although often discussed together, these two aspects capture different nuances of our relationships.

Romantic orientation refers to who someone is romantically attracted to (or not attracted to), regardless of whether there's a sexual component. For example, some people may feel strong romantic feelings toward a certain gender but not necessarily feel sexual attraction—or vice versa.

On the other hand, sexual orientation describes who someone is sexually attracted to (or not attracted to).

These two parts come together to shape someone's overall orientation identity. Recognizing both helps us better understand and respect people's individual experiences—whether that means someone identifies as aromantic (experiencing little or no romantic attraction), asexual (experiencing little or no sexual attraction), or another identity entirely.

By acknowledging both romantic and sexual aspects of orientation, we foster an environment where everyone's unique attractions and relationships are valued.

When we talk about “orientation” in the context of attraction, we're referring to the direction of a person's emotional, romantic, and/or sexual feelings toward others. Orientation encompasses who someone is drawn to—whether that's based on gender, romantic interest, or both.

Some common orientations include lesbian, gay, bisexual, asexual (often called “ace”), and straight, but this isn't an exhaustive list. There are many ways people experience and describe attraction, and language around orientation continues to evolve. It's important to remember these terms are deeply personal and can have unique meanings for different individuals. By staying open, respectful, and ready to listen, we help cultivate a workplace—and world—where everyone's identity is honored.

This term traditionally describes a woman whose romantic or sexual attraction is toward other women. However, it's important to note that some non-binary individuals also resonate with the label “lesbian” to describe their own experiences and connections. The definition can be personal—what matters most is using (and respecting) the language individuals choose for themselves.

“Gay” typically describes a man who is emotionally, romantically, or sexually attracted to other men. However, the term isn't limited strictly to men—it's also used by some women, including lesbians, and by some non-binary individuals who feel it best represents their experience. Additionally, “gay” can function as a broader, umbrella term referring to people attracted to the same gender, regardless of which gender they identify as. Like many words in the LGBTQIA+ lexicon, its meaning can be personal, and it's always good practice to respect how individuals choose to define themselves.

“Deadnaming” refers to the act of using a person's previous name—often their birth name—after they have made a conscious decision to change it, typically as part of their gender transition. For transgender individuals, this name change is a crucial step in affirming their identity. Using a name from their past, intentionally or not, can be deeply invalidating and may even feel disrespectful.

The significance of avoiding deadnaming lies in the respect it affords each person's chosen identity. Consistently using someone's correct name reinforces their dignity and validates their experiences. It's an actionable way of showing support in the journey toward true LGBTQ inclusion. A simple adjustment in language can go a long way in creating a supportive environment where everyone feels recognized and respected.

This acronym stands for Queer, Transgender, and Intersex People of Colour. It serves as an inclusive term that specifically highlights and gives visibility to those within the LGBTQIA+ community who also identify as people of colour. Recognizing the unique experiences of QTIPOC individuals is an important step in ensuring that all voices are represented and valued within discussions of diversity and inclusion.

This term refers to when a transgender person is recognized and accepted by others as the gender they identify with, often based on outward appearance or presentation. For some, passing can be affirming—helping them move through the world without being misgendered or facing unwanted scrutiny. However, it's important to remember that not all trans people seek to “pass,” and there's no single “right” way to express one's gender. Respecting someone's identity should never hinge on whether they fit others expectations or assumptions.

Describes someone whose attraction to others isn't limited by sex or gender identity. In other words, people who identify as pansexual may be attracted to individuals regardless of whether they are male, female, non-binary, or anywhere else on the gender spectrum. This term underscores the idea that gender is not a determining factor in their romantic or sexual attraction.

This term traditionally refers to someone who is emotionally, romantically, or sexually attracted to people of the same gender. In contemporary language, “gay” is more widely used when referring to men (and often people of any gender attraction to the same gender), while “homosexual” is viewed as somewhat clinical and less favored in everyday conversation. When in doubt, ask individuals what terms they're most comfortable with, as language evolves and personal preferences matter.

Gender incongruence refers to when a person experiences a difference between their gender identity and the sex they were assigned at birth. Rather than fitting into the gender expected based on their assigned sex, someone with gender incongruence identifies in a way that feels more authentic to them. This term is often used in medical contexts and is recognized by healthcare providers, including organizations like the NHS, as part of understanding and supporting trans individuals. It's important to approach this concept with respect, acknowledging that each person's journey and experience of gender is unique.

When we talk about “Bi” in the context of sexual orientation, we're referring to individuals who experience attraction to more than one gender. This can include romantic, emotional, or sexual attraction, and there's no strict formula—it's deeply personal and varied.

Many people who fall under this umbrella might use different terms to describe themselves, such as bisexual, pansexual, or queer. The common thread is that “bi” reflects an openness to connections beyond a single gender identity. As with other identities, the labels people choose are entirely up to them; the most important thing is honoring how someone identifies and recognizing the richness and diversity within the bi+ community.

Asexuality is a sexual orientation where a person experiences little or no sexual attraction to others. It's important to note, though, that asexuality covers a wide spectrum—some people might feel romantic attraction even if they don't experience sexual attraction. For instance, an asexual individual might describe themselves as “biromantic asexual” or “heteroromantic asexual” to clarify who they are romantically drawn to, even if sexual attraction isn't part of the equation.

Others might identify simply as asexual, aromantic (not experiencing romantic attraction), or use terms like queer to express both their romantic and sexual identities. The ways asexual people talk about their attractions can be as diverse as their experiences—sometimes blending labels such as gay, lesbian, or straight with the term “asexual” to reflect the unique direction of their romantic feelings.

As with all identities, it's vital to honor individual preferences and descriptions. Language is ever-evolving, so keeping the conversation open fosters understanding and respect for everyone across the spectrum.

A “person with a trans history” refers to someone who currently identifies as male or female—or as a man or woman—but whose sex assigned at birth was different from their gender identity. This term is often chosen by individuals who wish to acknowledge their journey and experiences as part of their personal story, while emphasizing their authentic gender today. As language and understanding continue to evolve, it's important to honor each individual's preferred ways of describing their own identity and lived experience.

“Outed” describes the situation where an individual's sexual orientation or gender identity is revealed to others without their permission. This act removes the person's choice to share that aspect of themselves and can have significant emotional and social impacts. Respecting confidentiality and an individual's right to disclose personal information on their own terms is fundamental to fostering a truly inclusive environment.

So, what is “gender dysphoria”? This term refers to the significant emotional distress or unease someone may feel when their gender identity doesn't align with the sex they were assigned at birth. It's a recognized experience for many within the LGBTQIA+ community, and understanding it is key to fostering empathy and support.

Gender dysphoria is not an identity itself, but rather a feeling or state that can impact a person's mental and emotional well-being. Creating a truly inclusive workplace means being aware of these experiences—and ensuring that all employees feel affirmed and respected in their identities.

A term often embraced by lesbians who express themselves in a traditionally feminine way. While rooted in lesbian culture, “femme” has broadened and is now also positively used by people across the LGBTQIA+ spectrum—anyone who identifies with femininity, regardless of their gender or sexual orientation. It's a self-affirming identity, and, like all labels, should be used respectfully and only when someone personally claims it for themselves.

Aromantic describes individuals who experience little or no romantic attraction to others. While someone who is aromantic might not feel compelled towards romantic relationships, they can still form deep connections, friendships, and even experience sexual attraction—these aspects are not mutually exclusive.

It's important to note that aromantic people may also identify with other orientations, such as gay, bisexual, lesbian, straight, or queer, in addition to being aromantic. Recognizing and respecting aromantic identities is a valuable part of fostering a workplace (and world) where all experiences of attraction are valid and affirmed.

Homophobia refers to a set of negative attitudes, biases, or behaviors directed toward individuals who are gay, or who are perceived to be. This may manifest as discomfort, unfounded fear, avoidance, or outright hostility—whether through language, social exclusion, or unfair treatment. Even small actions or comments rooted in bias can contribute to an unwelcoming environment, undermining our collective goal of inclusion. Being mindful of how homophobia can subtly show up, and actively challenging it when we see it, reinforces our commitment to a workplace where everyone feels respected and valued.

Heterosexual, often called “straight,” describes someone who is emotionally, romantically, or physically attracted to people of a different gender—typically, men who are attracted to women and women who are attracted to men. As with all identities, it's important to use welcoming, inclusive language when discussing or referring to heterosexuality in the workplace.

Lesbophobia refers to prejudice, discrimination, or negative attitudes specifically directed at lesbians. This can show up through stereotypes, exclusion, hostility, or unequal treatment, whether the person is actually a lesbian or is simply perceived as one. Like other forms of bias, lesbophobia can be subtle—such as dismissive jokes or language—or overt, like refusing equal opportunities. Recognizing lesbophobia is crucial in fostering a truly inclusive workplace, as it allows us to challenge harmful assumptions and ensure every individual feels respected, regardless of their sexual orientation.

Grey (often called grey-A or gray-asexual/gray-aromantic) describes experiences that fall between allosexual (regular attraction) and asexual or aromantic (little or no attraction). Folks who identify as grey may only experience sexual or romantic attraction infrequently, under very specific circumstances, or perhaps with lower intensity than what's typically expected.

Some people might pair the grey identity with other orientations to add clarity. For example, someone could identify as grey-bi, grey-lesbian, or grey-heterosexual—highlighting both the occasional nature of their attraction and the direction it takes. This label acknowledges that attraction isn't always black and white; it exists on a spectrum, making “grey” an affirming and helpful way for many to express their unique experiences.

Describes individuals who experience sexual or romantic attraction only after establishing a strong emotional connection with someone. “Demi” can stand alone or be paired with other identities—for example, someone might identify as demi-gay, demi-bi, or demi-queer—depending on whom they are attracted to after that emotional bond is formed. This term highlights that, for some, attraction isn't immediate but develops over time through meaningful relationships.

The term “butch” is commonly used within the LGBTQIA+ community to describe individuals—often lesbians—who present or express themselves in a more masculine way. While “butch” is frequently embraced as a positive identity, it's important to acknowledge it as a spectrum, not a strict label. Those who identify as butch may do so through their style, mannerisms, or the roles they assume in relationships. However, the term holds different meanings for different people, and its use should always be guided by personal preference and respect for self-identification.

Biphobia refers to the negative attitudes, biases, or prejudices directed at people who identify as bisexual. This can show up as fear, discomfort, or open discrimination toward someone who is, or is believed to be, bisexual. Whether through subtle assumptions or outright exclusion, biphobia can impact individuals both inside and outside the workplace, making it important to recognize and address as part of fostering a genuinely inclusive environment.

“Aro” is a shorthand for aromantic, describing people who experience little, varying, or no romantic attraction to others. This umbrella term is inclusive of identities such as demiromantic (those who rarely or only sometimes feel romantic attraction) and grey-romantic (people who fall somewhere in between experiencing no romantic attraction and experiencing it occasionally).

Individuals who identify as aro may still have sexual attractions or relationships. For example, an aro person might also describe themselves as gay, bi, lesbian, straight, or queer depending on their sexual orientation. This flexibility helps them express both their romantic and sexual identities in a way that feels authentic.

“Ace” is a widely used shorthand for asexual, describing individuals who experience little to no sexual attraction. But the ace umbrella is broad—it also covers people whose experiences fall between allosexual (those who regularly experience sexual attraction) and asexual. For instance, demisexual individuals only feel sexual attraction after forming a strong emotional bond, while greysexual folks may occasionally experience sexual attraction, but rarely or under specific circumstances.

It's important to note that ace people may still have romantic attractions—so they might also identify as gay, bi, lesbian, straight, or queer, alongside being asexual. Using multiple labels helps many ace individuals communicate both whom they are romantically drawn to, and how they experience (or don't experience) sexual attraction.

Platonic partnerships are an important relationship dynamic, especially for those on the asexual (ace) and/or aromantic (aro) spectrum. Unlike conventional romantic or sexual partnerships, platonic partnerships are built around deep emotional bonds, mutual commitment, and shared life goals—without necessarily involving romance or sexual intimacy.

These relationships can take many forms. Partners might choose to live together, make significant life decisions as a team, or even co-parent children. Sometimes, there can be more than two people involved, reflecting the same diversity found in romantic partnerships. Whether monogamous or polyamorous, folks in platonic partnerships design their relationship structure to fit their needs, interests, and values.

It's a reminder that meaningful partnerships come in many varieties—not all of them need to fit romantic or sexual molds, and everyone should feel empowered to define connection on their own terms.

So, what does “gender reassignment” actually mean, especially when it comes to legal definitions? In the UK, particularly under the Equality Act 2010, “gender reassignment” is the term used to identify the protected characteristic that offers trans people legal safeguards against discrimination—whether at work or in day-to-day life.

Put simply, someone is considered under this protection if they are proposing to transition, are currently transitioning, or have taken any steps—medical, social, or otherwise—toward living as a gender different from the one assigned at birth. The law takes a broad approach, recognizing people at any stage of this process, regardless of whether they've undergone any medical procedures.

While “gender reassignment” is the official terminology found in legal documents, you’ll hear people refer to this journey more commonly as “transition” or “transitioning.” These words honor the personal, individual process each person undertakes in expressing and affirming their gender identity.

When we talk about the “ace and aro spectrum,” we're referring to umbrella terms that encompass anyone who experiences little, fluctuating, or absent romantic and/or sexual attraction. This spectrum includes a diverse community of people whose experiences may fall outside the expectations of romantic and sexual attraction that are often taken for granted.

Those who identify as ace (asexual) or aro (aromantic), or somewhere along these spectrums, might use specific labels that best resonate with their own experiences—such as asexual, ace, aromantic, aro, demi, grey, or abro. Some people may also combine these terms with others—like gay, bi, lesbian, straight, or queer—to communicate the specific directions of attraction they may feel, if at all.

The key takeaway: the ace and aro spectrum recognizes and validates a broad range of identities and experiences beyond the traditional romantic or sexual norms. By listening, using affirming language, and appreciating these lived experiences, we pave the way toward more inclusive workplaces and communities for all.

“Sex” generally refers to a person's classification as male or female, typically assigned at birth based on physical attributes and reproductive anatomy. This term is distinct from gender, which encompasses a broader spectrum of identity and expression beyond biology.

Additionally, “sex” can also denote sexual activity or intercourse. When using or encountering this term in professional or inclusive settings, it's helpful to be aware of both meanings and to clarify context where needed. As language evolves, we recognize these distinctions to respect every individual's identity and experiences.

“Allo” is a term used to describe people who experience sexual and/or romantic attraction, but who don't identify on the asexual (ace) or aromantic (aro) spectrums. Just as “straight” is a term used in relation to lesbian, gay, or bisexual identities, “allo” provides a counterpart for ace and aro experiences—offering a word that avoids labeling anyone as just “normal” or “default.”

Using “allo” helps level the playing field and acknowledges the diversity of attraction without centering one experience as the standard. This practice not only fosters a more respectful conversation but also helps to reduce stigma and create a more inclusive environment for everyone, regardless of where they fall on the spectrum of sexual and romantic attraction.

A Gender Recognition Certificate, or GRC, is an official document that allows individuals to have their affirmed gender legally recognized. This recognition gives eligible adults (currently those over the age of 18) the option to update their birth certificate and other legal records to reflect their correct gender. For many trans people, obtaining a GRC helps ensure that their identity is respected not only in daily interactions, but also in official settings—providing consistency and validation across legal documents.