The Pronoun Policy Paradox: Maximizing Participation While Preserving Autonomy in the Pursuit of Organizational Inclusion

Across a series of quantitative and qualitative studies, we examine how a diversity, equity, and inclusion (DEI) policy implemented as optional, encouraged, or mandatory influences perceptions of organizational inclusivity. Prior research suggests that while mandatory policies can boost participation, they often provoke backlash due to perceived threats to autonomy. In contrast, optional policies preserve autonomy but are frequently overlooked, thereby limiting their ability to establish inclusive norms. This creates a paradox: organizations seek to increase participation in DEI policies while minimizing pressure and backlash. To navigate this tension, a middle-ground approach has emerged. Specifically, some organizations are encouraging, but not requiring, employee participation. Using the implementation of pronoun policies as an empirical context, we find that cisgender employees overwhelmingly prefer optional policies for their emphasis on autonomy. However, transgender and gender non-conforming (TGNC) employees value both autonomy and the establishment of stronger norms, leading them to view optional and encouraged policies as similarly inclusive depending on the context. In a final study, we explore how managerial engagement can increase participation while preserving autonomy and inclusivity. Our findings contribute to theories on inclusive organizational climates and emerging work on allyship, and we offer practical guidance for organizations implementing DEI policies.