Being Genderqueer in a corporate world (interview)
summary
Argues that inclusion matters more than diversity and gives concrete workplace moves: add pronoun fields to internal systems, proactively request visible name and pronoun support, and use personal privilege to create space for more marginalized groups like trans people of color. Shares two outcomes: a CEO publicly refuses clients who demand conformity (accepting blue/orange hair) and a negotiated client dress-code approach that preserves professionalism while allowing authentic expression.
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