3 Ways to Make Your Workplace Trans Inclusive

Jul 13

If you are not expanding your workplace to be trans inclusive, you are living under a rock!

A big rock representing generational shift of transgender and gender non conforming individuals living in the United States.

Just how big is the rock?

Williams Institute latest research estimates:

Over 1.6 million adults (ages 18 and older) and youth (ages 13 to 17) identify as transgender in the United States.
Among U.S. adults, 0.5%, about 1.3 million adults, identify as transgender.
Of the 1.3 million adults who identify as transgender, 38.5% (515,200) are transgender women, 35.9% (480,000) are transgender men, and 25.6% (341,800) reported they are gender nonconforming.

Some of the top companies already paving the way for inclusion and equality in workplace include Apple, Starbucks, Google, and many others including Ikea recently joining the group.

With transgender population continuing to grow and expand, it is never too late to improve the quality of your workplace to exhibit trans inclusion and support.

Here are 3 ways you can make your workplace trans inclusive today!

CREATE TRANS INCLUSIVE POLICIES

One of the best ways to demonstrate trans inclusion within a workplace is to include policies demonstrating equality.

Gender Neutral Bathrooms: implementing gender neutral bathrooms is the simplest and the most visible policy a company can implement. Not only do gender neutral bathrooms avoid perpetuating binary of genders, they serve as a safe space for employees who are not out yet but feel uncomfortable using “gendered” bathroom.
Preferred Pronoun, Name & Gender on Forms: addition of preferred pronoun, name, and gender on company forms clearly communicates inclusion. Consider policies send to potential future employees and what addition of preferred gender identity says about your company.
Support Gender Transition: for employees who decide to go through any elements of gender transition, having an HR who is both informed and supportive is a must. Oftentimes, HR is the first person an employee comes out to and expresses desire to share their transition with the rest of the company.

OFFER TRANSGENDER HEALTH COVERAGE

Instead of demonstrating inclusion with slogans and banners, offer your employees what they need the most!

Financial costs of gender transition continue to be one of the biggest challenges trans people face and if you want to be truly inclusive, offering trans health coverage is imperative.

Starbucks was one of the first big companies to offer great health coverage for gender affirming surgeries. As a result, Starbucks quickly became THE company to work for within trans communities. Sure one can easily say what’s the point if trans folks only work until they have medical coverage, get procedures, then leave? Don’t underestimate the power of carrying for your short term or long term employers when over 1.6 million of population are transgender who are raving about your company!

PROVIDE TRANS DIVERSITY TRAINING

Don’t just focus on trans employees. Make sure the rest of the crew ranging from managers, supervisors, HR, and even your tech support department are informed and educated.

This isn’t about changing people believes, although that would be great. It is about educating to promote humility, compassion and above all, equality of all.

Trans diversity training should additionally include clear boundaries within company tolerance policy.