Pride & Pronouns
- John-Michael Scurio
- Jun 7
- 4 min read
OK, let’s have a real talk.
Many people glance at the rainbow flags all over Eureka Springs and think Pride is just a parade that happens here in June. A celebration. A party. And yes, Pride is absolutely all those things. But it’s also progress. It’s history. It’s heartbreak. And it’s work.
As a 20+ year HR professional, I can tell you first-hand that in our workplaces, it’s the daily labor of creating room for people to be fully themselves. So, let’s start with something simple but powerful: pronouns.
The “Alphabet Soup”
I’ve heard folks call LGBTQIA+ an “alphabet soup.” And I get it; if you’re not part of the community, or if you didn’t grow up with these conversations, it might feel like it’s all coming at you fast.
But here’s another powerful perspective: young people today (and not just young Americans) are increasingly identifying beyond the boxes society tried to put us in. Not just “male” or “female.” Not just “straight” or “gay.” They’re telling a deeper, more honest story of identity.
According to recent Gallup data, about 28% of Gen Z say they’re not straight, and 2% identify as transgender.
That’s not a trend, people. That’s transformation!
...and get this, according to a new report by PRRI, a nonprofit that conducts research on religion, values and public policy, 20% of America is Gen Z and they believe that they won’t be able to solve the country’s big problems until the older generations (Greatest, Silent, Boomers, Gen X, etc.) no longer hold power.
Q> What does that mean for the future?
A> It’s fluid. It’s fabulous. It’s free.
Q> What does that mean for us business professionals, and for our teams, our breakrooms, and our boardrooms?
A> It means it’s time to lead with inclusion.
Why Pronouns Matter
Let’s break this down.
Pronouns are simply the words we use to refer to someone when we’re not using their name. For many people, it’s “she/her” or “he/him.” But for those who are transgender, non-binary, genderqueer, or gender-expansive, those labels don’t quite fit.
Some folks use they/them pronouns. Others use neopronouns like ze/zir or xe/xem.
Confused? Nah. You’ve probably already used gender-neutral pronouns without even realizing it.
Picture this:
“Someone left their phone in the boardroom.”
We don’t say “his” or “her” phone, because we don’t know who it is. That’s singular they, and it’s been around for centuries.
When we share our pronouns, especially those of us who are cisgender (meaning our gender identity matches what was assigned at birth) we’re sending a clear, quiet signal: You are safe here. I see you. I respect you.
How to Share Pronouns at Work
This isn’t performative. This is proactive.
Here are three simple ways to weave pronouns into your everyday work life:
Update your email signature:
John-Michael Scurio (he/him)
Director, Human Resources
Add them to your online Zoom/Skype/Teams name: You can preset this in your settings. Easy.
Include them on your LinkedIn profile: LinkedIn even has a field for it now because visibility matters.
Add them to your business card.
But this isn’t just about putting pronouns next to your name. It’s about modeling inclusion. It’s about making inclusion normal. And it’s about reducing the burden on transgender and non-binary folks, who too often carry the weight of educating the rest of us.
Not Sure How to Ask? Try This:
“Hi, I’m John-Michael, and I use he/him pronouns. What name and pronouns do you go by?”
Yes, it might feel clunky the first few times.
Say it to your mirror.
Say it to your dog.
Say it to your toddler.
It gets easier ... and it matters more than you might think.
So, if you're an HR professional, a manager of others, a business owner, and if you collect information via forms, say, for hiring events, onboarding, training, etc. include a spot for pronouns.
Then use them.
On work badges and nametags.
In training presentations.
In introductions.
In your HRIS system.
Because again: people deserve to be seen as they are.
What If You Mess Up?
You will. We all do.
Here’s what not to do:
Don’t make it about you.
Don’t spiral into shame.
Don’t look to the person you misgendered to make you feel better.
Here’s what to do:
Apologize once.
Correct yourself.
Commit to doing better.
Keep moving forward.
And What If Someone Says, “I Respect Everyone, But This Just Isn’t My Thing…”
Ah, yes. I’ve heard this too.
Let me be clear when I say this because I'm speaking from my heart: respect without action is just a Hallmark card.
A Hallmark card, tells.
Action, shows and feels.
Give me a Hallmark card that tells me you love me.
Give me a hug.
There's a difference.
When someone says to me, “I respect everyone, but I don’t need to share my pronouns,” I gently point them to our organizational values. I remind them that our workplace is committed to equity, dignity, and respect for everyone. That means we’re not tolerating difference; we’re actively including it.
This isn’t about being “woke.”
It’s about being awake to who’s in the room and how we show up for each other.
It's inclusion in action.
This Pride Month and Beyond…
Let’s all please remember that inclusion is not a once-a-year campaign or a checkbox in a DEI report. It’s daily. It’s human. It’s the language we use and the stories we honor.
Pronouns, however, are more than words.
They’re a signal of safety.
A nudge toward belonging.
A step toward a workplace (and a world) where everyone gets to show up whole.
So, whether you’re waving your flag in Eureka Springs, in a parade in Boston or quietly adding your pronouns to your email signature in Ocean Springs, Mississippi, thank you.
Thank you for choosing respect.
For choosing progress and visibility.
For taking action.
I mean, damn, I love a good Hallmark card, but a hug.
Well, I've always said that a hug is telling someone you love them, but with no words. It's action. And it's in our actions with one another that we exhibit our humanity. ❤️
