Trans+ Inclusion at Work: Three Places to Begin

We’ve been hearing more and more about Trans+ people in the world and the workplace. As an LGBTQ+ and Transgender inclusion consultant, many HR and DEJ&I teams are coming to me asking how they can start making their workplaces inclusive for Trans+ and Non-Binary team members. 

Although it will always be a long journey to become Trans+ inclusive, there are a few starting points I give them to work on as we build out an inclusive culture. 

Before you read the below, a reminder that all of these points need contextualising before they can be fully effective. In short; In my experience, people need to be able to understand the lived experience of Trans+ people, and the reasons why these changes benefit them, in order to be able to fully engage with the action.

I encourage you to ensure that all of your practical work is underpinned with education, resources and a safe environment to ask questions.

Pronouns 

We hear a lot about pronouns, but what many people don’t realise is what a strong signal sharing pronouns in the workplace can be. For me as a Trans+ person, if I meet someone who shares their pronouns, whether that is in an email signature or verbally in a meeting, I know that they are a safer person for me to be around because they have at some point had a conversation about Trans+ identities and respectful language.

Encouraging sharing of pronouns in the workplace has a strong positive outcome and no negative consequences. If someone is cisgender, meaning that they identify with the gender they were assigned at birth, sharing their pronouns is an extra few seconds to their introduction. For a Trans+ person, that act makes them feel more welcome and protected in the space. 

Protection

I’ll often hear companies say that they’re Trans+ inclusive, and they have the best of intentions. They may have issued a culture statement which includes all genders and sexualities or included a pronoun policy in communications.

All of these things are a great start, but they often fall down when asked the question, “what happens when something goes wrong?”

Let’s imagine a Trans+ employee is experiencing anti-Trans+ behaviour at work. Perhaps a colleague is intentionally refusing to use their pronouns despite reminders and training, or another team member has been asking inappropriate questions.

• Where can that person go for help?
• Are there escalation processes in place which protect and support them?
• Are their HR representatives and managers equipped to empathise and act in these scenarios? 

When we think about Trans+ inclusion, we must consider two key aspects: Safety and comfort. Safety is both physical and psychological, “Do I feel able to be open about my identity here without receiving verbal or physical harassment”, and comfort is the next essential level “Am I comfortable enough here to know that I can do my best work, and I am supported if I experience transphobia”.

It is unrealistic to expect that we will not run into issues as Trans+ inclusion becomes more common, but being able to tackle them with education and support is key. 

Policies  

Building on the idea of protection, Trans+ inclusive policies have to be enshrined into company documents, protocols and culture statements. These policies must be subject to frequent revision and active feedback from those they affect.

This is not just a question of discrimination, Trans+ inclusion in company policy falls into many aspects of workplace wellbeing;

• If your company has a healthcare plan, does it cover gender-affirming medical care? 
• Is your WFH policy flexible enough to allow a transitioning team member to be in an environment they may feel most comfortable in? 
• Are your mental health provisions sufficient for supporting a colleague transitioning? 
• Do you have a uniform policy? Is it gender specific? Can a Trans+ team member easily access the clothing they are most comfortable in without being reprimanded? 
• Is parental leave granted on a gender-specific or gender-neutral basis? 

Inclusion will look different in each industry and workforce, but reviewing policies with Trans+ people in mind will help you ensure that everyone within your company is supported by your policies. 

Want to learn more about Trans+ lives, inclusion and LGBTQ+ identities? Drop my team an email at management@theyrequeer.com for info on speaking and consultancy services.