Rady Pride

Understanding and respecting pronoun diversity 

The Rady Faculty of Health Sciences comprehensive personal pronouns resource guide is edited and reviewed to help foster understanding, respect, inclusivity, and participation regarding pronoun usage. 

In today's diverse and inclusive world, it is crucial to honor individuals' personal pronouns, creating a safe, welcoming, and affirming environment for everyone. 

Respecting and using the correct pronouns are a fundamental aspect of affirming someone's identity and autonomy. 

Misgendering (using incorrect pronouns) can be hurtful and invalidating, contributing to feelings of dysphoria and exclusion. 

By honoring people's personal and gender-neutral pronouns, we demonstrate empathy, respect, and support for their identity. The guide provides in-depth information on personal pronouns, their examples and use.

Start the conversation

Faculties, staff and learners can reference the pronoun guide on their email signature by hyperlinking it using phrase like "Why is this important?" just after their personal pronouns, to provide further readings for interlocutors.

Example:

Name Surname (they/them — Why is this important?)
Program coordinator
Rady Faculty of Health Sciences
University of Manitoba
 

Right click on the button below and "copy link address" to obtain the hyperlink to add to your email signature.

Pronoun chart hyperlink

Pronouns are used in everyday speech and writing to take the place of people's names. We frequently use them without thinking about it. Often, when speaking of someone in the third person, pronouns have gender implied.

These associations are not always accurate or helpful. As such, we use the term “personal or gender-neutral pronouns” instead of “gender pronouns” in this resource guide. The term “gender pronouns” may not be accurate as some people are nonbinary or genderqueer, and their pronouns are not necessarily meant to express any gender.  

Evolving language

The list of personal (gender-neutral) pronouns is not exhaustive. As society evolves, so do the terms people use to describe their gender and sexual orientations. Language is dynamic, and new pronouns may emerge over time as society becomes more inclusive and understanding of gender and sexual orientations broadens.

Creating a safe space

As a safe space, the RFHS community must adapt to these changes to make sure that faculty, staff, and learners use terminologies that are respectful and that capture the right information for the addressees. Mistaking or assuming peoples' pronouns is harmful, regardless of intent.

Respecting personal pronouns

Using someone's correct personal pronouns is one of the most basic ways to show your respect for their identity. When we treat people with dignity, we match our belief that they are full and equal members of our community.

Personal pronouns as necessities

An individual’s personal pronouns are not “preferred;” they are the pronouns that must be used when referring to that person to show respect and inclusion within our community at the Rady Faculty of Health Sciences, University of Manitoba.

Variety of personal pronouns

People may choose to use a variety of personal pronouns to represent how they identify. These might include “he” or “she” or gender-neutral pronouns like “they” or “ze.” Individuals belonging to the 2SLGBTQAI+ community may be fluid with their choice of pronouns. While some (but not all) gender-neutral persons may choose to use pronouns such as “he,” “she,” or “they.” Using “they” to refer to a singular individual can be confusing to some who are just learning about it for the first time. However, the use of the singular “they” pronoun has been in existence in the English language since as early as 1375, with notable usage in Shakespeare’s Hamlet in 1599.

Everyday use of pronouns

We also use it in our daily lives without necessarily realizing it. For example, when you hear that someone’s cousin took an important exam over the weekend, you might ask: “how did they do?” As you do not know the gender or pronouns of this cousin, it is common to default to the gender-neutral “they.” Try to keep this in mind if the concept of the singular “they” is confusing to you.

Neopronouns and rolling pronouns

Some others may use neopronouns like “ze also zie,” “xe also xie,” “co” and “per,” and others may roll pronouns; that is, use multiple sets of pronouns that vary over time or may be used interchangeably, such as she/they. If someone uses multiple pronouns, it may be helpful to ask if they prefer one over the other or if they would like them used interchangeably. For example, someone’s pronouns may be they/he, and they prefer the use of they/them pronouns, but do not mind he/him pronouns. When in doubt: ask, as long as you are polite.

When no pronouns are preferred

Further, some people may not want any pronouns used. In this case, use the person’s name in place of any instance that you would use a personal pronoun.

Respect and understanding

Understanding this dynamic will help members of the University of Manitoba community to better interact and bond well with one another in respect regardless of their gender/sexual orientations. If you have just met someone, do not make assumptions, or use an offensive pronoun like “it.” The only instance in which using “it” is appropriate when referring to someone is if they use it/its pronouns.

Best practices

Keep it simple: avoid pronouns altogether and use their name or ‘they’ until you know otherwise.

Allow people to volunteer their pronouns.

Here is a list of some commonly used personal pronouns within the 2SLGBTQIA+ spectrum and how they are used. Please note that this is not an exhaustive list.

You may have noticed that people are sharing their pronouns in introductions, on name tags, in their email signatures, and at the beginning of meetings. This gives everyone in the room the opportunity to self-identify instead of assuming someone’s identity or which pronouns they use. Including pronouns is a first step toward respecting people’s identity and creating a more welcoming space for people of all genders. 

However, transgender/gender-diverse people generally are not thrilled about being the only ones whose pronouns are constantly being questioned. So, unless you are in a group situation where everyone is sharing their personal pronouns, your best bet is to stick with using “they” or the person’s name.

Pronouns can sometimes be a signifier of someone’s gender identity; but not always. We do not want to assume people’s gender identity based on expression (typically shown through clothing, hairstyle, mannerisms etc.). By providing an opportunity for people to share their pronouns, you are showing that you are not assuming that their gender identity is based on their appearance. 
 
In the case that someone has left pronouns off the name tag or chosen not to share their pronouns, please refrain from using pronouns for that person, and refer to the person by what is on their name tag. 
 
Providing space and opportunity for people to share their pronouns does not mean that everyone feels comfortable or needs to share their pronouns. Some people may choose not to share their pronouns for a variety of reasons, e.g., they are questioning or using different pronouns, they do not use any pronouns, they do not feel comfortable sharing them at that moment or in that space, or they fear bullying or harassment after sharing. 
 
Be aware that asking a person to share their personal pronouns may cause that person inner conflict, in particular, if they have not “come out” publicly: hearing their own voice misgendering their true self can be mentally and emotionally destructive – in essence, denial of their own existence. Do not make pronouns yet another question of a person’s validity.

Misgendering refers to being labeled as a gender other than one a person identifies with. Because many (not all) associate their pronouns with their gender identity, using the wrong pronouns intentionally or unintentionally is a form of misgendering. If you accidentally use the wrong pronouns when identifying someone, please apologize or say “thank you” if they correct you, and immediately use the correct pronouns. 
 
Everyone makes mistakes, please take accountability for your mistake, and continue using the correct pronoun. The important thing to be mindful of, is to not unload your guilty feelings on transgender, non-binary, and gender nonconforming people, or expect forgiveness. They might have a strong reaction to the misuse of their pronouns and need space to recenter themselves.

A key element of creating a safe space for people of all sexes and gender identities is the respectful use of personal pronouns. The Rady Faculty of Health Sciences sets a clear direction for all members of our community to appreciate and celebrate differences in others, creating an environment of equity, access, and participation with opportunities for everyone to reach their potential.

“All Learners, faculty and staff, regardless of race, ethnicity, color, religious beliefs, national origin, rurality, gender, age, sexual orientation, disability, political beliefs, language, or socio-economic status, are to be valued for their individuality, advanced academic pursuits, and contributions to the diversity and functions of the RFHS and the University of Manitoba.”

Consistently using community members’ personal pronouns correctly is one of the most basic ways to show your respect for their gender identity. This can determine within the first few minutes if they will feel respected at the University of Manitoba or not.

Discussing and correctly using gender pronouns sets a tone of ally-ship. It can truly make all the difference, especially for new community members that may feel particularly vulnerable in a new environment. You cannot always know what someone's personal pronouns are by looking at them. When someone is referred to with the wrong pronouns, it can make them feel disrespected, invalidated, dismissed, alienated, or hurt.

Many people may be learning about personal pronouns for the first time, so this will be a learning opportunity for the Rady Faculty of Health Sciences community. You will be setting an example for your colleagues.

To incorporate personal pronouns into everyday use, try these strategies:

• Update your email signature to include your pronouns and add a link to a resource article on the topic.
• Use verbal introductions and check-ins as opportunities to share your pronouns.
• Regularly include personal pronouns in meetings and introductions, as names and pronouns can change over time.

While sharing personal pronouns might feel awkward at first, it's better than making incorrect assumptions. Consider these approaches:

• “How would you like me to refer to you?”
• “How would you like to be addressed?”
• “My name is Joshua, and my pronouns are he, him, and his.” This introduction may encourage the other person to share their pronouns as well.

Additionally, including your pronouns on your name tag can be helpful.

Just as gender-neutral pronouns are important for showing respect, choosing the right honorific for gender-neutral individuals is equally important. Statistics Canada notes that terms like “they,” “Mx,” and “hir” have been part of English since the early 1900s. Mx, pronounced “mix,” is a gender-neutral alternative to traditional honorifics such as Mr., Mrs., and Ms. It is commonly used by 2SLGBTQIA+ individuals and others who prefer not to use gendered titles.

Categorizing a group of people using conventional gendered terms can sometimes lead to unacceptance, disregard, and disrespect for 2SLGBTQIA+ individuals. To foster a more inclusive environment, it’s important to use collective language that accommodates everyone, regardless of their personal or gender-neutral pronouns. 

Below are examples of how to make language more inclusive:

By adopting these inclusive language practices, we show respect and consideration for all individuals in a group setting.

After reading this resource guide, here are a few key takeaways that we hope you will keep in mind as you work and learn at the Rady Faculty of Health Sciences:  

1. An individual’s personal pronouns are not “preferred;” they are the pronouns that must be used when referring to that person to show respect and inclusion.
    
2. If you do not know someone’s pronouns, do not assume. Avoid pronouns altogether and use their name or ‘they’ until you know otherwise.
    
3. Including pronouns is a first step toward respecting people’s identity and creating a more welcoming space for people of all genders.
    
4. Using the wrong pronouns, intentionally or unintentionally, is a form of misgendering and causes harm.
    
5. Mistakes happen, especially as we are learning. If you make a mistake, apologize, correct yourself, and move on. Do not unload your guilty feelings on transgender, non-binary, and gender nonconforming people, or expect forgiveness.
    
6. Use strategic ways to inquire about people’s pronouns and practice the use of more collective words when addressing people in gatherings.
    
7. Consistently using community members’ personal pronouns correctly is one of the most basic ways to show your respect for their gender identity. This can determine within the first few minutes if they will feel respected at the University of Manitoba or not.

This resource guide was written, edited and updated by Ellie Caslake, Israel Agada and Mikayla Hunter – current and former members of the Rady Faculty of Health Sciences.

For a more in-depth examination of the use of and information about pronouns, please refer to the following websites:   

• Gender-neutral pronouns 101: Everything you've always wanted to know
• GLSEN (formerly Gay, Lesbian & Straight Education Network) - Pronoun Guide
• InterACT Intersex Brochures and Guides
• LGBTQIA Resource Center - Pronouns and Inclusive Language
• My Kid is Gay: Defining Neopronouns
• mypronouns.org
• Oxford English Dictionary: Meaning and Use of "They"
• Rainbow Resource Centre: Let's Get Real
• Rady Faculty of Health Sciences: Equity, Diversity, and Inclusion Policy
• StatsCAN - Pronouns: They Matter
• UCSF LGBT Resource Center
• University of Oregon: Understanding Pronouns

Gender-based violence is any form of harm or abuse rooted in gender identity, gender expression, or perceived gender roles. It is not limited to physical violence and can take many forms, including:

• Bullying, harassment, and hate crimes – Behaviour intended to intimidate, demean, or harm based on gender identity or expression.
• Cyber violence – Includes:
  • Doxing – Publishing private or identifying information about someone online.
  • Flaming – Posting insults, personal attacks, or abusive messages online.
  • Cyberstalking – Using social media or GPS trackers to harass or track someone.
• Economic violence – Financial control, deprivation, or exploitation.
• Neglect – Overlooking needs, undervaluing contributions, or fostering a hostile environment.
• Physical violence – Acts that cause bodily harm or threats of harm.
• Psychological and emotional abuse – Actions meant to control, intimidate, or degrade.
• Sexual violence – Unwanted sexual attention, assault, or exploitation.
• Societal violence – Stigma, discrimination, and exclusion related to gender identity, expression, or sexual orientation.

To learn more, visit the Government of Canada’s gender-based violence resources.

Gender-based violence can affect anyone, but individuals in the 2SLGBTQIA+ community often face a greater risk due to systemic discrimination, stigma, and exclusion. It remains a major barrier to equity and safety for all.

The impact of gender-based violence goes beyond those directly affected. It can have lasting consequences on physical and mental health, disrupt social and economic stability, and perpetuate cycles of violence across entire communities.

Creating a culture of safety, respect, and inclusion requires a committed effort to recognize, address, and prevent gender-based violence. We can all play a part in making our community safer and more equitable for everyone.

If you or someone you know is at risk, support is available. Below are emergency contacts, on-campus resources, and additional support services.

Immediate assistance

If you need urgent help, please contact the appropriate service below:

• Get Help Now – Government of Canada resource with emergency support options across Canada.
• Crisis Hotlines:
  • Klinic Community Health Centre – Provides crisis support and counselling.
  • Crisis Phone Hotlines – Access immediate phone support for mental health and crisis intervention.
  • Crisis Response Centre – 24/7 mental health crisis support.

On-campus support

For confidential support and resources at the University of Manitoba:

• UM Sexual Violence Resource Centre – Provides confidential support, education, and prevention programs.
• Student Services at Bannatyne Campus – A service hub offering support and referrals for students and residents in the Rady Faculty of Health Sciences.

Safety and security on campus

Ensuring safety on campus is a priority. If you need security assistance:

• UM Security Services – Provides emergency and non-emergency security support.
  • Emergency Contact:
    • 204-474-9341
    • 555 (from any university phone)
    • #555 (from Bell MTS or Rogers Wireless)
  • Non-Emergency Contact: 204-474-9312

Additional reading and references

• EmpowerMe – Mental health and wellness support, part of the student health plan.
• Infographic: Online Violence – A Government of Canada resource on recognizing and addressing online violence.
• What is Gender-Based Violence? – A detailed overview from Women and Gender Equality Canada.
• Queering Gender-Based Violence Prevention & Response in Canada – A report prepared by Wisdom2Action (June 2022).

By accessing these resources, you can find the support and assistance needed to address gender-based violence and ensure safety and well-being.

To get in touch, please contact us with the following details and attach any relevant documents (e.g., research poster, abstract):

• Full Name
• Faculty/College/Department/School/Program/Unit
• Research Title
• Study Objective
• Participant Criteria

We look forward to supporting your research efforts.