3 Factors Responsible for Anxiety Increase in Trans Employees Post COVID!
COVID has introduced numerous disruptors into people lives and for many, brought things to the surface which are often left avoided or denied.
For trans folks, the incubation period during COVID increased gender dysphoria in people who were already struggling with it.
For individuals who were unaware of stirring gender dysphoria within, COVID created a space whereas a lens was turned inwards, leading to an increased awareness of one’s relationship to their gender.
To learn more about the effects of COVID on trans individuals, watch my recent video: Why You Suddenly Felt Gender Dysphoria During COVID.
As a result, many trans individuals took medically necessary steps during the COVID to alleviate their distress.
Steps ranging from exploring and diving deeper into social transition, to starting hormone treatment, to scheduling and going through gender affirming surgeries.
Working from home afforded this individuals privacy they needed to engage in transition without the tension or pressures to come out at work and limited social interactions with others.
The increased re-entering into workplace environment and re-engagement in face-to-face interactions, causes many trans folks to experience additional anxiety and distress related to their gender identity and gender transition.
As employees and employers of any company, it is important to be aware of the potential increase in anxiety related to trans individuals re-entering workforce.
Here are the 3 main factors responsible for anxiety increase in trans folks coming back to work post COVID.
#1 INCREASED PRESSURE TO COME OUT AT WORK
Many individuals had a sudden realization of gender dysphoria during COVID incubation period leading them to engage in self-exploration of their gender identity.
Resulting in many starting social or even medical transition during the privacy COVID offered.
Others, may have always struggled with gender dysphoria and may have coped by distractions of work, only to find themselves suddenly confronted with it.
It’s important to note that while being out to family and friends, this individuals haven’t yet come out at work and may experience an increased pressure and tension to do so once they have to re-enter workplace.
I recommend reading Human Resources! 3 Mistakes to Avoid When Employee Comes Out at Work especially for HR individuals to avoid common mistakes.
#2 INCREASED SOCIAL ANXIETY
As mentioned above, people suddenly found themselves at different camps in relation to gender dysphoria ranging from awareness to starting transition.
Trans folks who have started medical or surgical transition are the most susceptible to increase in social anxiety post COVID.
This is primarily due to physical changes they may have gone through via hormone therapy or surgery. And while you can easily turn the camera off during work video calls, once you enter workplace you become visible to all.
For trans folks who are not out yet this is especially anxiety provoking.
For others, there is an increased social anxiety tension ranging from feeling a “need” to explain to others changes in their appearance to feeling like you need to come out again.
Other factors contributing to increased social anxiety re-entering work are:
fears of being misgendered
annoyance at potentially intrusive questions
boundary crossing
need to justify their transition decision and gender identity
#3 INCREASED FEAR OF INCOME LOSS
This is a big one for individuals who are not out at work and feel the pressure to come out due to personal factors.
COVID had a significant financial impact on many individuals including position cuts and layoffs within many companies.
It is natural for employees to fear potential loss of their job and especially for trans folks who are not certain how their company will respond to their gender identity.
In addition to stressors related to struggling with gender dysphoria, an increased risk of job loss adds additional, and often final, strain on employees.
Thats why it is so important for companies to implement trans inclusive policies to assure and demonstrate their support.
Some of the simplest ways you can implement policies are listed here: 3 Ways to Make Your Workplace Trans Inclusive
