Creating a Safe Workplace for
Transgender Employees
“The overriding reason to [create the policies and workplace cultures that would support trans employees] is that it’s simply the right thing to do,” states Harvard Business Review’s “Creating a Trans-Inclusive Workplace.” “Nobody who works hard and contributes to an organization’s success should ever have to feel stigmatized and fearful of coming to work each day.”
This conviction resonates with us. Why is it important to create a safe workplace for transgender employees? Because it is the right thing to do.
The HBR article goes on to list other reasons organizations should pay attention to transgender inclusion such as the risk for greater employee turnover, less engagement and productivity, a detriment to company brand, and even possible litigation if policies do not support transgender people.
According to research published in the July 2020 title, Organizational Behavior and Human Decision Processes, “survey data from 105 trans employees in the United States across two work weeks revealed that 47 percent of participants experienced at least some discriminatory behavior on a daily basis at work, such as being the target of transphobic remarks, being ignored, or being pressured to act in ‘traditionally gendered’ ways.”
If nearly half of trans people report being part of a toxic workplace, we know there is work to be done. In this article, we will provide some practical tips so you can act now, ensuring your workplace is a safe space for transgender employees.
1. Acknowledge the problem
As a leader, saying nothing in support of transgender people speaks volumes. The first step to addressing the problem is naming it. Once you understand that, in general, trans people in the workplace have not been treated with respect nor experienced equity, it is your responsibility to acknowledge this reality in your organization. Make it clear that your agency is committed to creating a safe environment for these employees, preferably in a public forum.
2. Adopt a new vocabulary.
Many people fail to act because they do not want to offend someone, or they simply do not know what to say. Elevating your awareness of a trans person’s experiences includes learning a new language. SOGIE is an acronym for sexual orientation, gender identity, and gender expression. SOGIE terms are based on current best practices and provide a vocabulary by which you can better communicate with trans people. When you model inclusion and equity with your words, you will lead your organization toward new heights. Check out this glossary of SOGIE terms from New York’s Office of Children and Family Services.
3. Administer progressive policies and practices.
It can feel overwhelming when you revisit policies and practices with a woke eye for gender inclusion. There is no need to reinvent the wheel; many large global companies identified as “best in class” employers for transgender and gender non-conforming people have implemented a host of best practices to emulate. These include:
Include “gender identity” among the list of protected categories in your non-discrimination and anti-harassment policies.
For transitioning employees with name and gender marker changes, update name and gender in personnel and administrative records accordingly.
Allow employees to access gender-segregated facilities such as locker rooms and bathrooms corresponding to the gender with which they identify.
Where appropriate, expand options for self-identifying gender identity on internal forms and in surveys.
Learn more about the above best practices, and find case studies from best in class companies in Human Rights Campaign’s Transgender Inclusion in the Workplace: A Toolkit for Employers.
4. Address culture.
Regardless of how evolved your leadership is becoming or the breadth of new policies and procedures your organization is adopting, culture is key to creating a safe workplace for your trans employees. And culture work is not the job of any one person or group of people; rather, everyone contributes to and is responsible for a culture of equity. Here are some ideas for designing or improving your gender-inclusive culture:
Check your values. Is your organization built on values like respect, inclusion, and humility that create a safe and trusting workplace? If your agency has not articulated values, or if your values do not reflect the way people actually behave, this is where your culture work starts.
Champion learning. Progress requires ongoing learning. Is your organization providing robust gender inclusion education and training? Such communication and diversity development should be comparable to other initiatives that address unconscious bias, race, and harassment.
Construct pathways for buy-in. You will find many Allies in your organization who are eager to help support their trans colleagues. Create internal inclusion committees so people at all levels can contribute ideas and volunteer to lead efforts for gender-inclusive culture creation.
5. Do right today
“Employers that get this right aren’t just being savvy from a business standpoint,” the aforementioned HBR article concludes. “They are also crafting a corporate legacy—one in which human dignity is prioritized and doing the right thing by employees is regarded as fundamental to success.”
Ultimately, this work is about upholding basic human rights. The goal is that all people in your organization feel safe not only working together but learning from one another and taking care of each other.
Are you ready to get this right? We at Cynuria Consulting help organizations transform their inclusion strategies for transgender people and other underrepresented groups in the workplace. Contact us today to learn more.
