What being transgender in the workplace means
Being transgender means being an individual whose gender identity differs from the sex assigned to them at birth. Transgender individuals may choose to disclose their gender identity to their coworkers, supervisors or human resources department. This decision is personal and can vary based on factors such as safety, workplace culture and legal protections. However, if a trans employee does not feel safe or welcome at your company, they may choose to conceal their gender identity.
Unfortunately, concealing gender identity can have consequences of its own. Besides damaging employees’ mental health and self-esteem, a workplace that is not inclusive may lead to job dissatisfaction that could cause them to search for a position elsewhere.
The result can be a high turnover rate for transgender employees, which can lower productivity and morale. To prevent this, it’s important for employers to educate themselves, eliminate harmful policies and practices and provide support to trans employees.
9 ways to create a trans-inclusive workplace
As a leader, there are plenty of things that you can do to make the workplace safer and more comfortable fortrans employees. Here are 12 tips to help you get started.
1. Be open with your support
For some people, being openly trans at work has led to threats and outright hostility from employers and fellow team members alike. This leads many professionals to suppress the fact that they’re trans for fear of retaliation.
If a company is not openly supportive of transgender people, employees who identify as such may assume the worst, especially if they’ve had a negative workplace experience in the past. To make their support clear, employers must take a more vocal approach.
Speaking openly about trans equality in the workplace is an easy wayto show that you value your trans employees. This can encourage them to be their authentic selves at work, making for a more comfortable and productive environment.
Vocalizing your support can be as simple as sharing a company-wide email or posting on your company website. Consider encouraging managers and other leaders to share statements of their own in solidarity. However, it’s important to avoid performative allyship, so ensure you’re also taking action to support trans employees.
2. Update company dress codes
Traditional dress codes provide specific guidelines for men and women in the workplace, but these policies often aren’t suitable for those who are trans, gender-fluid or nonbinary. For them, dress codes that distinguish employees by gender can be confusing and demoralizing.
Inclusive dress codes don’t establish rules on the basis of gender. Instead, they apply to all employees equally. This may include language such as “Employees with hair below the chin must tie it back before operating machinery” or “Employees must wear closed-toe shoes on the sales floor.”
Using gender-neutral language can help eliminate the stigma associated with non-normative gender expression. That way, trans employees can comply with company rules without violating their sense of self.
3. Provide support during transitions
Gender transitions don’t happen instantly. In most cases, they are an intensely personal process that may be years in the making. Often, the decision to transition publicly can cause intense anxiety.
As an employer, you may be able to ease the burden on transitioning employees. This can mean temporarily delegating work to others or simply being discrete to avoid outing the team member before they’re ready. Creating a respectful workplace culture can also help employees view the office as a safe space.
It’s important to remember that transitioning is different for everyone. If a team member comes to you for support, let them tell you what they need and how they would like to navigate the process.
4. Offer gender awareness training
While there’s more awareness of gender inequality, many employees likely still have limited knowledge about its effects ontheir transgender team members. Educational training programs are a useful way to challenge stigmas and promote understanding.
Gender awareness training programs often include an overview of state and federal laws concerning trans people and tips for supporting those who are transitioning. They also incorporate guidance for being an effective ally and holding others accountable for discriminatory actions.
Training is particularly valuable for managers, HR personnel and others in leadership roles. Enhanced understanding means that these team members can do their part to build a trans-inclusive workplace.
5. Provide neutral facilities
For those who are transgender in the workplace, using the restroom can be a source of anxiety. Trans people have often been harassed or punished for using a restroom that doesn’t align with the sex they were identified as having at birth. At work, the fear of upsetting fellow team members can also lead to stress.
Establishing gender-neutral restrooms can eliminate the conflict at its source. Without gendered labels, no restroom will appear off-limits to those outside of the binary gender system. That way, trans employees won’t be forced to make a difficult choice each day.
6. Promote inclusive language
What may seem like standard language to some employees can be hurtful to others. Gendered language, while common in the workplace, can exclude transgender or nonbinary team members. Opting for more inclusive phrases can prevent employees from feeling alienated.
For example, avoid using gendered salutations, such as sir or madam in your correspondence. Instead, use the recipient’s name.”
Also, refrain from using “he/she” or “his/her” in an attempt to encompass more employees in a statement. These terms exclude nonbinary team members who don’t use these pronouns. “They” and “their” are more inclusive options.
7. Normalize pronoun usage
Using a person’s correct pronouns is essential to avoid misgendering them. Being misgendered can be demoralizing and may lead to tension between employees. While not all trans people are gender nonconforming, correct pronoun usage can help avoid pain and confusion for those who are.
You can normalize pronoun use by encouraging employees to share their own preferences. This can mean adding them to email signatures or screen names. That way, trans employees won’t feel singled out for using their pronouns. Plus, it gives all employees the chance to develop an awareness of gendered pronouns in their everyday interactions.
8. Opt for flexible HR processes
What may seem like standard HR practices can be a source of pain for transgender employees. For example, a person’s chosen name may differ from their legal name. Asking for a person’s preferred name and pronouns during the application process can help them feel comfortable and establish your stance as an ally.
Some employees may ask to change this information during the transition process. Being sensitive to these requests and offering your assistance is another way to show your support as a leader.
9. Develop an action plan
It can take time to move away from longstanding practices. Creating an action plan can help you implement inclusive strategies to create a healthy and comfortable environment for trans employees. To get started, determine where your company currently stands in terms of inclusion and how far that is from where you’d like to be. Once you have a detailed map, you can start making changes to achieve your goal of building a trans-inclusive workplace.
