Compared to weighty issues of journalism ethics, deciphering government doublespeak or stick-handling around unnecessarily obstructive PR departments, a publication’s writers’ style can seem of minor importance. Thus, many readers may be surprised at the amount of time journalists will spend on style issues — at Canadian HR Reporter many late production nights will include heated arguments about whether or not to put hyphens in “defined benefit pension plan” or “change management initiative.”
For the most part, CHRR uses the Canadian Press (CP) Stylebook as its guide. Minor variations, such as spelling out “okay” instead of using “OK” have come with much hand-wringing about CP deviation.
CP does not govern all aspects of a publication’s style, and CHRR’s approach to certain circumstances does deserve explanation.
Canadian HR Reporter takes an egalitarian approach to titles. This means terms such as Mr. and Ms. are not used. It eliminates issues surrounding an individual’s preference for being referred to as Mrs. or Ms., as well as unintentionally bestowing a respectful title to a mass murder (i.e., Mr. Manson). Following this style, Dr. is not used, nor are degrees and other educational achievements listed.
CHRR also applies gender neutrality. This means chair is preferred over chairman, spokesperson over spokesman, police officer rather than policeman.
This also means “he/his” and “she/her” are avoided in phrases such as: “It is important to get the CEO on board because of the need for his approval.” Avoiding such phrasing is usually a simple matter of restructuring a sentence. To do otherwise would be a disservice to our readers by putting forth a sexist stereotype that a senior executive is likely a male.
Unfortunately, there are times — and they are rare — when the structure of an article, or an example used by an author, does necessitate the use of a pronoun. These are cases were restructuring is awkward. For example: “When an employee is hired it is important to make sure that he understands corporate policy.” Rather than use a collective pronoun such as “they” that would be grammatically incorrect, the decision has been made to employ a singular pronoun.
But, while sometimes forced to use this option, CHRR will alternate the gender used. One time using “he” and in another case “she.”
So although readers may sometimes see the pronoun “he” applied, rest assured it is not because we are insensitive to issues of gender. The next time “she” will be up for consideration and balance achieved.
Ignoring the need for gender neutrality would go against the principals of diversity and equity that are often expounded in this publication.
For the most part, CHRR uses the Canadian Press (CP) Stylebook as its guide. Minor variations, such as spelling out “okay” instead of using “OK” have come with much hand-wringing about CP deviation.
CP does not govern all aspects of a publication’s style, and CHRR’s approach to certain circumstances does deserve explanation.
Canadian HR Reporter takes an egalitarian approach to titles. This means terms such as Mr. and Ms. are not used. It eliminates issues surrounding an individual’s preference for being referred to as Mrs. or Ms., as well as unintentionally bestowing a respectful title to a mass murder (i.e., Mr. Manson). Following this style, Dr. is not used, nor are degrees and other educational achievements listed.
CHRR also applies gender neutrality. This means chair is preferred over chairman, spokesperson over spokesman, police officer rather than policeman.
This also means “he/his” and “she/her” are avoided in phrases such as: “It is important to get the CEO on board because of the need for his approval.” Avoiding such phrasing is usually a simple matter of restructuring a sentence. To do otherwise would be a disservice to our readers by putting forth a sexist stereotype that a senior executive is likely a male.
Unfortunately, there are times — and they are rare — when the structure of an article, or an example used by an author, does necessitate the use of a pronoun. These are cases were restructuring is awkward. For example: “When an employee is hired it is important to make sure that he understands corporate policy.” Rather than use a collective pronoun such as “they” that would be grammatically incorrect, the decision has been made to employ a singular pronoun.
But, while sometimes forced to use this option, CHRR will alternate the gender used. One time using “he” and in another case “she.”
So although readers may sometimes see the pronoun “he” applied, rest assured it is not because we are insensitive to issues of gender. The next time “she” will be up for consideration and balance achieved.
Ignoring the need for gender neutrality would go against the principals of diversity and equity that are often expounded in this publication.
