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International Non-Binary People’s Day

Sunday
14
July

What is International Non-Binary People’s Day?

International Non-Binary People’s Day both celebrates people who identify as non-binary and raises awareness of the issues they face. Non-Binary is the term used for individuals who do not identify exclusively as a man or a woman.

This day was first celebrated in 2012 and is observed annually on 14th July.

How is International Non-Binary People’s Day Celebrated?

The day is commonly used to share experiences and case studies, reflect on the progress made for non-binary people and encourage people to do more.

Only a handful of countries recognise non-binary as a gender option on legal and identification documents such as passports and driving licences. While the title ‘Mx’ is widely recognised in the UK, non-binary is not legally recognised as a gender identity meaning passports and driving licences are yet to include non-binary as a gender option.

International Non-Binary People’s Day and Employment

While there is no requirement to offer time off for the day, it acts as reminder to review policies and procedures, documentation, and systems to ensure they are inclusive of non-binary and gender fluid people. Ideas include:

  • Share information about the day, what non-binary means and how people can be an ally.
  • Share experiences and case studies in bulletins and intranet sites.
  • Know your workforce, do you employ any non-binary people? If you don’t know, capturing the information at recruitment and in staff surveys is a good way to know your workforce to better understand their needs. Remember, declaration should always be optional or include the option to ‘prefer not to say’
  • Find ways to make work life easier for non-binary people in your employment? For example:
    • Do you have gender-neutral toilets, or can one be designated?
    • If you have staff networks, making it clear where non-binary sits within these can be reassuring and encourage participation.
    • Are your policies up to date and inclusive?
    • Do your systems allow for non-binary to be selected as a gender option?
    • Do email signatures and name badges include pronouns or provide the option to include them?
    • Do you offer non-binary inclusion or allyship training for all employees?

After years of ambiguity, a landmark ruling has confirmed that protection to non-binary and gender fluid people does fall under the gender reassignment category in the Equality Act 2010.