As the workplace becomes more diverse, it is becoming increasingly common for employers to encounter employees who wish to transition their gender identity. This can be a complex and potentially anxiety-inducing process for both the employee and the employer. However, by being well-prepared and providing support, employers can help to ensure that the transition process is as smooth and successful as possible.

Background on the Topic

According to the Williams Institute, approximately 0.6% of the US adult population is transgender. This means that there are over 1.4 million transgender adults in the United States. While the number of transgender people in the workforce is growing, there is still a lack of clear guidelines for supporting transitioning employees. This can make it difficult for employers to know what to do or say when an employee approaches them about transitioning.

Workplace Gender Transition Guidelines and Laws

In the United States, gender identity is a federally protected class under Title VII of the EEOC's prohibition on sex discrimination. This means that employers are prohibited from discriminating against employees on the basis of their gender identity. This includes refusing to hire, firing, or discriminating against an employee because of their gender identity. According to one McKinsey study on the LGBTQIA+ work experience:

• Transgender adults are twice as likely as cisgender adults to be unemployed.

• Cisgender employees make 32 percent more money a year than transgender employees, even when the latter have similar or higher education levels.

• More than half of transgender employees say they are not comfortable being out at work. Two-thirds remain in the closet in professional interactions outside their own companies.
  

There are a number of best practices that employers can follow to support employees who are transitioning their gender identity. These include:

• Active listening and compassionate curiosity. When an employee approaches you about transitioning, it is important to listen to them with an open mind and to be curious about their needs. Ask them about their preferred name, pronouns, and how you can best support them during the transition process.
  

• Updating internal systems. Once you have an understanding of the employee's needs, you will need to update your internal systems to reflect their preferred name and pronouns. This includes updating your email system, your payroll system, and any other systems that use the employee's name or pronouns.
  

• Communicating with the employee's manager. If the employee is comfortable, you should also communicate with their manager about their transition. This will help to ensure that the manager is aware of the employee's needs and that they are supportive of the transition process.
  

• Fostering a supportive and inclusive culture. In addition to providing individual support to employees who are transitioning, it is also important to foster a supportive and inclusive culture for all employees. This includes providing training on gender identity and transgender issues, and creating a workplace where all employees feel safe and respected.

Changes to Internal Policies

• Self-attestation: Employees should be able to self-attest their gender identity. This means that they do not need to provide medical documentation or other proof of their gender identity.
  

• Legal, financial, or medical implications: Certain changes with legal, financial, or medical implications may require court orders or updated identification documents. However, these changes should not be a prerequisite for updating an employee's name and pronouns in internal systems.
  

Internal Communications

• Employee autonomy: Employees should have the autonomy to communicate their transition process. This means that they should not be forced to disclose their gender identity to their manager or other employees.

• HR as the authoritative source: HR should serve as the authoritative source for company policies and support. This means that they should be the first point of contact for employees who are transitioning.

• Confidentiality and respect: It is important to maintain confidentiality and respect during the communication process. This means not sharing an employee's gender identity with other employees without their permission.
  

Partner with the Rise Journey for a More Inclusive Workplace:

Here are some ways to partner with The Rise Journey to create a more inclusive workplace for those who are transgender:

• Assess your current workplace culture. A DEI consultancy can help you assess your current workplace culture and identify any areas where it may be lacking in inclusivity. This can include conducting surveys, focus groups, and interviews with employees.
  

• Develop a transgender inclusion plan. Once you have a good understanding of your current culture, you can work with a DEI consultancy to develop a transgender inclusion plan. This plan should outline your organization's commitment to inclusivity, as well as specific actions you will take to create a more welcoming and supportive environment for transgender employees.
  

• Provide training on transgender issues. DEI consultancies can help you develop and deliver training on transgender issues to your employees. This training can help employees understand the challenges faced by transgender people, as well as how to be more inclusive in the workplace. We offer great Lunch & Learn sessions like:

• "Transgender and Nonbinary 101: Foundational Concepts"

• "Allyship Is A Verb: Lessons From The LGBTQ+ Community"

• "Pronouns And How To Use Them"
  
  
  

• Update your policies and procedures. DEI consultancies can help you review your organization's policies and procedures to ensure that they are inclusive of transgender employees. This may include updating your dress code, bathroom policies, and leave policies.
  
  

• Create a support network for transgender employees. DEI consultancies can help you create a support network for transgender employees. This network can provide employees with a safe space to talk about their experiences and get support from other transgender employees.
  
  

• By partnering with a DEI consultancy, you can take steps to create a more inclusive workplace for transgender employees. This will help to ensure that all employees feel welcome and respected, regardless of their gender identity.

In addition to the items listed above, it is also important to create a supportive and inclusive workplace culture. This means providing training on gender identity and transgender issues, and creating a workplace where all employees feel safe and respected.

Supporting employees who are transitioning their gender identity is an important part of creating a diverse and inclusive workplace. By following the best practices outlined in this guide, employers can help to ensure that the transition process is as smooth and successful as possible.

FAQs

What is gender transition, and how does it relate to the workplace?

Gender transition is the process of an individual aligning their gender identity with their internal sense of self. This process can include social, legal, and medical steps to live as the gender they identify with. In the workplace, supporting gender transition means creating an inclusive environment that respects and accommodates employees going through this process.

Why is it important for employers to support gender transition in the workplace?

Supporting gender transition in the workplace is crucial for fostering an inclusive and diverse work environment. When employers prioritize inclusivity and provide support during an employee's gender transition, it boosts morale, enhances productivity, and reduces the likelihood of discrimination and harassment. It also helps retain talented employees, promotes a positive company culture, and aligns with ethical and legal responsibilities.

What steps can employers take to support employees during their gender transition?

Employers can take several steps to support employees during their gender transition. These include implementing inclusive policies and guidelines, providing gender-neutral facilities, offering comprehensive healthcare benefits that cover transition-related medical procedures, conducting sensitivity training for staff, and appointing a point of contact to assist the transitioning employee throughout the process.

How can coworkers contribute to a supportive workplace environment during a colleague's gender transition?

Coworkers play a vital role in creating a supportive workplace environment during a colleague's gender transition. They can educate themselves about gender diversity and the transitioning process, use the correct pronouns and preferred names, show empathy and respect, avoid invasive questions, and be open to understanding the challenges faced by their transitioning colleague. Being an ally and demonstrating solidarity can go a long way in fostering a positive workplace atmosphere.

Are there any legal considerations employers should be aware of when supporting gender transition in the workplace?

Yes, employers should be aware of legal considerations when supporting gender transition in the workplace. Many countries have anti-discrimination laws protecting gender identity and expression. Employers must ensure they comply with these laws and provide reasonable accommodations for transitioning employees. Familiarizing themselves with local regulations and consulting legal experts can help employers create policies and practices that adhere to the law while promoting an inclusive workplace for all employees.

Additional Resources

The Williams Institute: https://williamsinstitute.law.ucla.edu/

The Human Rights Campaign: https://www.hrc.org/

The National Center for Transgender Equality: https://transequality.org/