Pillar 2: Non-Binary Thinking and The Future of Work
A Framework that promotes innovation, communication, and a more welcoming workplace
As a Diversity, Equity, and Inclusion (DEI) consultant, when I discuss the concept of non-binary thinking in trainings I often get confused looks from the participants. It may be because the concept of non-binary thinking is previously unknown to my audiences—in fact, it’s probably a new concept to most of society. The very idea of “binary” may be, as well.
At one point, it was all new to me too.
In order to understand and fully embrace non-binary thinking, one must first understand what binary thinking means.
Binary thinking is the belief in only two realities. For example—old vs new, liberal vs conservative, male vs female, and even right vs wrong. With binary thinking, there are only two possible answers—it’s very much black and white; never gray.
As the name suggests, non-binary thinking is the opposite of binary thinking. Non-binary thinking is the belief that there are endless realities. It releases us from processing information into two distinct categories, and instead, allows us to envision a world where it doesn't matter what box you fit into. With non-binary thinking, there are a plethora of answers or solutions to any problem.
In the workplace, non-binary thinking is the fast track to innovation and sustainability and both are integral components of inclusive leadership, as well. When leaders embrace the framework of non-binary thinking, it frees up organizations to ideate, communicate, and realize greater opportunity, in addition to increased financial profit. This way of thinking, and leading, also allows for far better solutions to many human resource issues—gender equity and fair pay, religious beliefs and its role in the workplace, or benefits and employee satisfaction. These somewhat complicated topics are more easily navigated with non-binary ways of thinking, and ultimately, more fully supports an authentic and inclusive work environment.
For example, with non-binary thinking, compensation is not determined by whether you’re male or female but rather by a combination of the job duties and your experience or skill level. With non-binary thinking, other religious holidays besides just those of Christianity are observed, and parental leave is made available to any and all persons, not to only women who give birth.
Through the adoption of non-binary thinking, inclusive leadership is more organically attained, and quite frankly, it becomes more sustainable. Executives that lead from a foundation rooted in non-binary thinking, create an environment that feels, sounds, and looks like inclusion—because an environment in which there are endless possibilities or multiple realities, is by nature, more inclusive to the spectrum of differences among its employees. And, as previously discussed, we desperately need more inclusive leadership in the workplace since it is responsible for creating psychological safety, which remains the number one indicator of organizational success.
Exploring Non-Binary Thinking
I am a member of Gen X, and I am a cisgender woman who identifies as LGBTQ+. I adore my womanhood, not just because it’s who I am, but because it’s who I choose to be. It is the gender expression that lights me up and makes me feel whole. My generation grew up with Sheryl Crowe and Alanis Morrissette as role models. We screamed and growled in an effort to be more respected. We became women’s studies majors, reclaimed the word “Boss B*tch”, and truly believed that if we only had enough time and determination, we could actually close the pay gap.
While I was already confident in my own gender identity, when I first started questioning my belief system and how it related to inclusive leadership, gender identity was one of the first concepts I explored. I began with asking myself what do I actually believe? I had to be especially aware not to confuse these revelations with what my church taught me to believe, or what others from the religious community believe—but what do I actually believe as it relates to gender identity?
At first, I considered that gender was a spectrum—male is on one side and female on the other, with androgyny right in the middle. So when I met a person who identified as non-binary for the first time, based upon my naive understanding of gender identity, I assumed that they would present as androgynous.
Through purposeful exploration, I now have a better understanding of gender and gender identity. I have come to realize how wrong I actually was in my assumptions, even though at the time, I thought I had understood. In reality, I was operating under a completely binary way of thinking. I now see that people can act, dress, and look any way they want, regardless of how they identify. Once I gave myself permission to explore other options, and not hold onto binary ways of thinking, my support of gender non-conforming people became authentic and strong.
What I now understand and hold to be true is that non-binary thinking provides us with freedom—in our personal lives, but also in our professional ones, as well. And while it relates to gender identity, it also adds value to other aspects of our work where previously we had only considered two options as possible—black or white, gay or straight, diverse or not diverse. The freedom of thought that comes from operating in the non-binary is absolutely crucial to authentic inclusive leadership.
The Future Impact of Non-Binary Thinking
It may be obvious that non-binary thinking is most often discussed when it comes to laying out DEI initiatives in the workplace.
In my role as a DEI consultant, when I talk with clients about how to best incorporate DEI principles into their organizations, the overwhelming response from clients is that they believe they need to hire a DEI director or leader. And even if they don’t say it out loud (although some of them actually do), they believe the role should be filled by a person of color.
Often their reasoning is that people of color have long suffered the consequences of racial discrimination that has plagued our society, so they must understand marginalization the most—and therefore, would make the best teachers. The counterpoint position is that people of color did not create racial discrimination and so it should not be their responsibility to fix it.
It is worthwhile to note that even though moving toward non-binary thinking enriches the work of DEI initiatives, DEI leaders themselves are not inherently non-binary in their thinking and practices. With that, it is important to be sure that the mental and emotional burden of making this transition within an organization is not placed solely on them. Instead, we want to ensure that those leading the education about the benefits of non-binary thinking, whether internal or external, have the required training and practice to be effective. And, oftentimes, an outside consultant can best serve in this area so that the DEI leader can stay focused on their work of centering and elevating marginalized voices.
Inclusive leadership focuses on the impact that organizations are trying to achieve, and that is what should determine the course of action to take when choosing a DEI leader. Also, organizations can utilize non-binary thinking in order to evaluate their desired impact—identifying the culture the organization is trying to create and the values they want to embody. This deeper focus on impact will lead organizations to more solid and successful implementation strategies, as well as an overall more sustained impact.
A big reason why this is important has to do with the next generation of workers—Gen Z. Organizations should work to embrace non-binary thinking since viewing the world through this type of lens is more likely to resonate with this generation of employees entering the workforce,
As discussed in previous articles, it has been reported that about 24 percent of Gen Z identifies as LGBTQ+. However, newer studies are showing that upwards of 34% of Gen Z do not think of themselves as exclusively heterosexual. This research is evidence that the newest generation to enter the workforce is more diverse than ever before. If today’s leaders want to take advantage of new talent from up-and-coming employees, organizations must first establish, and also continually foster a more inclusive workplace—and that means pivoting to fully embrace a framework of non-binary thinking.
With that, Gen Z is also notoriously disinterested in being defined by gender roles. I like to call Gen Z the “opt-out” generation. They have opted out of gender norms, sexuality norms, emotional manipulation, and caring about anyone else’s agenda. But just like any person, any employee, from any generation, they appreciate respect in the workplace. According to a study from the Trevor Project, when transgender and non-binary youth have their accurate gender pronouns respected, their risk for suicide decreases.
Does your organization have policies in place to support the use of accurate pronouns? Is your company ready for over 30 percent of its employees to identify as LGBTQ+?
Non-Binary Thinking: The Sustainable Choice
In business, there’s profit and then there's social justice. Leaders are tasked with weighing decisions and making choices in pursuit of financial gain. However, they are also responsible for maintaining an equitable and safe work environment—and unfortunately, many businesses operate based on the belief that these two things can not coexist.
But that’s the beauty of non-binary thinking and its relation to inclusive leadership. By nature, there is no “only this or only that”—rather both profit and social justice are possible.
Non-binary thinking creates a workplace where a range of experiences are accepted and appreciated. The adoption of this broader way of thinking also encourages leaders to become more aware of their own biases, and actively seek out and consider different perspectives. In doing so, they will be better informed to make inclusive and equitable decisions, and be equipped to more effectively communicate and collaborate with their teams. This process of adopting non-binary thinking requires leaders to evaluate their own intersectional identities and encourages them to be authentically inclusive with themselves and their employees. In other words—non-binary thinking makes them more inclusive leaders.
When organizations are built using the pillar of non-binary thinking, inevitably, a more welcoming and inclusive environment takes shape. In a workplace where collaboration is fostered and varied viewpoints are encouraged, a diverse workforce is able to thrive. And ultimately, what is created is a continuous cycle of authentic and sustainable inclusion.
Committing to Operating in the Non-Binary
Now that we’ve established how non-binary thinking creates a more safe and equitable workplace, I want to support you and your organization in reaching a new level of self-fulfillment and success through the freedom and innovation of non-binary thinking.
It doesn’t happen overnight—and it requires a strong commitment from teams and their managers to expand their belief systems around work and what success looks like as individuals and an organization. But, once a workplace adopts practices that showcase non-binary thinking and inclusive leadership, the results are always astounding.
When I begin work with my clients, I always tell them how excited I am for them to discover new ideas and thoughts within themselves that they never knew were there. I wish the same for you.
Through my trainings, I assist my clients in:
Utilizing techniques that encourage non-binary thinking in the workplace
Identifying key behaviors that demonstrate allyship and support for members of marginalized groups
Prioritizing processes that promote sustainable inclusion
I can’t wait for you to start viewing your world in an entirely new way in which there are no arguments to be had because no one is right, no one is wrong, and anything is possible.
Non-Binary Thinking is one of the Four Pillars of Inclusive Leadership Skills that makes Diversity, Equity, and Inclusion initiatives authentic, successful, and sustainable. Information regarding the trainings can be found here.