In this blog post, we will delve into the nuances and complexities that shape the professional journeys of non-binary people of color, shedding light on our unique challenges and opportunities.

In 2020, the world was shaken and stirred by the #metoo movement. Additionally, with the tragedies of George Floyd, Philando Castile, Breonna Taylor, and many, many more, a social reckoning was igniting everywhere, on every street, in every neighborhood, and in every business. As such, corporations were clamoring, trying to figure out how to handle the dissension amongst their employees of color as well as the “white guilt” that was arising from the male, pale and stale, who were previously arguing racism didn’t exist.

In my own experience, I saw a shift from absolutely no conversations about race and diversity, other than those in small Employee Resource Groups (ERGs), to listening sessions led by people whose main job had nothing to do with diversity and equality talking directly about their experiences as people color in open forums rife with trauma. Suddenly, every organization was looking to fill the Chief Diversity Officer, DEI Specialist, and Director of Diversity, Inclusion, and Belonging role. The reactivity and short-term solutions of a role that today, in 2024, is quickly becoming “redundant” are both comical and sad. 

What was true then and remains true today is that diversity and inclusion are essential to a thriving workplace. While the organization may struggle in its approach, for the nonbinary professional of color, we need to cultivate an environment where we thrive or find one that best suits our needs. Being nonbinary and a person of color sits within a complex intersection of race and gender identity and creates both distinct opportunities and challenges. 

The Intersections of Identity:

I distinctly remember when my organization shifted to allowing employees to use their preferred names in communications. My birth name never quite fit, as I am sure is true for many nonbinary people, and this opportunity felt like a new chapter opening in my professional life where I was closer to the self I am at home. I watched as my co-workers shifted smoothly from calling me my birth name to my preferred name and could feel that the respect for who I am as a person remained regardless of my name. Even in times when someone slipped and referred to me as my birth name in an email, shortly after, I would receive a follow-up apology as they realized the faux pa. I am lucky in that sense, as a nonbinary person who very clearly straddles the gender line but also leans more masculine, it may have been easier for people. My preferred name is more my “gender” than my birth name. I recognize others are not so lucky.

Non-binary people of color navigate a multifaceted web of identities that influence their experiences in the workplace. We are constantly overtly and covertly battling with misconceptions about our race, gender identity, sexual orientation, ethnicity, religion, ability, and more. We leave each day exhausted, trying to prove our value as intellectual contributors while operating as safely as possible within our authenticity. It can be, for some, easier to live binary at work and explore gender fluidity in our personal lives rather than see and experience the start difference that is us in the world.

However, what recent societal uproars have given to all non-white existences is the ability to live in your truth, loudly proclaim your value, and in tandem (if possible) take the organization along with you in creating a space for you and others in the LGQBTIA+. You may be saying, “Niko, I am not the ambassador of all things DEI,” and I agree that education is free via Google. However, consider that your opportunity to influence and affect change begins within your power to find a need and fill a need. 

As you navigate your corporate world as a gender-fluid nonbinary superhero, consider these tips and tools for creating a space in which you can thrive:

• Mentorship and Allies: For yourself, for others, and for the organization, consider a mentorship and allies program that brings understanding to your unique experiences. Seek out mentors and allies who understand your unique experiences and can offer guidance and support within the workplace.
• Employee Resource Groups (ERGs): As I mentioned above, I have experienced the power of ERGs and their advocacy. Specific to a demographic or cause, these groups bring people together and help strengthen the community and camaraderie within the organization. Join or establish ERGs that specifically address the needs and concerns of non-binary professionals of color. 
• Advocacy: Advocate for inclusive policies and practices within your organization. Encourage diversity and inclusion training and awareness programs. Advocacy doesn’t have to be loud or large. It can be simple and specific. Simply asking for your pronouns to be respected, adding them to your signature line, or introducing yourself with your pronouns create an expectation for how you should be addressed and treated.
• Self-Care: Prioritize self-care and mental health. Establish boundaries, seek support, and practice self-compassion to navigate the emotional toll of bias and discrimination. 
• Community Building: Connect with others who share your experiences within and outside your workplace. Building a supportive network can provide a sense of belonging and solidarity.

The experiences of non-binary individuals of color in the workplace are shaped by a complex interplay of identities. We are here and will remain. It is important for us to recognize and address the nuances and challenges we face and work for our own success to create inclusive corporate cultures where every individual can thrive authentically. Yes, the onus is on the organization to create, implement, and hold themselves to diversity, equity, and inclusive policies and practices, but we are not simply ticket holders on that ship. By taking control of how we want to be seen and heard while fostering understanding, advocating for change, and supporting others, we can work towards a more equitable and inclusive future for all.