by Aaric Guerriero and Dr. Jon Humiston
stoatphoto/Shutterstock
From birth, we start to intake information that shapes our understanding of gender, which reinforces societal norms of a gendered binary system: male or female. Learning to navigate the world by filtering information through a gendered binary lens impacts the academy, where gender norms and expectations erase the true spectrum of gender identities and, consequently, fall short of meeting the needs of all students, faculty, and staff. Here, using Harro’s “Cycle of Socialization” model, we explore how the gender binary is ingrained in each of us from birth, how it is perpetuated in higher education, and we share insight into breaking the Cycle of Socialization in order to create IDEAL spaces where transgender and nonbinary employees can thrive.
The Beginning
We’re all born without bias, without stereotypical thinking, without prejudices, and without any preconceived notions of those around us. This also means that we do not have an understanding of our own gender or our sex assigned at birth. We rely on people we love and trust to help us learn how to navigate the world. Even though we do not have an understanding of gender, we’re already inundated by gendered influences. Based on the sex we were assigned at birth, we’re swaddled in pink or blue blankets, given gender-specific toys, and dressed in gender-specific clothing. Research shows the way we are talked to as babies is different based on our assigned sex at birth.
First Socialization
As we grow, we’re taught traditional gender norms that are ascribed solely based on the sex we were assigned at birth — taught what is considered appropriate behavior, appearance, and career choices. And these lessons are all reinforced by everyone we interact with (i.e. our parents, aunts and uncles, grandparents, teachers, and so on). As we grow, if we’re transgender and nonbinary, we can start to experience the dissonance between our authentic identity and the societal expectations based on the sex we were assigned at birth. This is not the same experience for those whose sex assigned at birth aligns with their internal sense of gender — as they grow up without really having to think about gender norms. Meanwhile, transgender and nonbinary people begin to face heightened scrutiny and pressure to conform to the prescribed gender roles within the gender binary and likely start to internalize feelings of isolation, imposter syndrome, and a reluctance to express one’s authentic self in professional settings. Transgender and nonbinary individuals learn that their identities are invisible, not valid, or do not fit within the established norms.
Institutional and Cultural Socialization
Why we continue to reinforce a gender binary system becomes easier to understand when you consider that all of the messages we receive about gender and gender roles are continually reinforced through societal influences. The gender binary is reinforced through movies and music, careers, politics, sports, educational systems, and more. The gender binary system is reinforced throughout the academy through a lack of:
- inclusive policies
- gender-inclusive facilities
- inclusive language (such as the institutional use of pronouns)
- education around transgender and nonbinary people
Ultimately, this population is often ignored (attributed to the fact that we have not been socialized to acknowledge gender outside of the binary), which hinders the opportunities for and the well-being of transgender and nonbinary students, faculty, and staff. In higher education, this socialization around the gender binary results in biased hiring practices, limited opportunities for advancement, lack of resources, and a lack of representation at all levels for transgender and nonbinary faculty, staff, and students. As a result, transgender and nonbinary students, faculty, and staff often face systemic challenges, including invisibility, misgendering, exclusion, harassment, and discriminatory practices.
Change
Creating an inclusive environment in higher education for transgender and nonbinary students, faculty, and staff, the academy must challenge and dismantle the gender binary framework. We must actively work towards breaking down the barriers that limit the full participation of transgender and nonbinary individuals. This includes providing mentorship, advocating for equal opportunities, and actively promoting an understanding and contributions of diverse gender identities within higher education. This involves implementing inclusive policies, providing education and awareness training, and fostering a workplace culture that embraces authenticity, inclusion, and belonging. Doing so is not just a matter of compliance; it is essential for the well-being and success of transgender and nonbinary students, faculty, and staff. Inclusive workplaces not only foster a sense of belonging but also leverage the unique perspectives and talents of a diverse workforce. When we finally, truly recognize the vast diversity within gender, we can start to build a culture of respect, understanding, and innovation.
The Cycle of Socialization model provides a framework to understand how gender socialization influences our perceptions from birth and permeates the academy. To create an environment where transgender and nonbinary students, faculty, and staff can thrive, it is crucial to break free from the gender binary framework and actively challenge systemic barriers within higher education and beyond. The responsibility to create space for our transgender and nonbinary colleagues and students to thrive is up to us. This process won’t happen overnight, but by taking intentional steps to challenge the gender binary, we can enable ourselves and those around us to effect real change.
