Supporting trans and non-binary employees doesn’t have to be costly or complicated. Simple actions can go a long way in making employees feel respected, valued and motivated at work.
When employees feel like they have to hide a part of themselves at work, the energy spent putting on a “mask” is diverted from engaging in work and bringing game-changing ideas to your company.
Many organizations struggle with where to begin when it comes to establishing an inclusive culture for trans employees. These five best practices provide a jumping-off point to ensuring that trans employees feel welcomed and celebrated at work.
- Use gender-inclusive language and pronouns: Make sure to use gender-neutral language when referring to individuals, such as using “they/them” instead of “he/she.” Also, make sure to ask employees what their preferred pronouns are and use them consistently.
- Provide gender-inclusive bathrooms: Make sure that there are gender-inclusive bathrooms available for all employees, regardless of their gender identity.
- Include transgender and gender non-conforming individuals in diversity and inclusion initiatives: Make sure that transgender and gender non-conforming individuals are included in all diversity and inclusion initiatives, and that their specific needs and experiences are taken into consideration.
- Educate all employees about transgender and gender non-conforming issues: Provide training and education for all employees on transgender and gender non-conforming issues, including how to be an ally and how to create a more inclusive workplace.
- Foster a culture of openness and acceptance: Encourage employees to be open about their gender identity and create a culture of acceptance and support for transgender and gender non-conforming individuals. This includes providing resources and support for employees who are transitioning on the job.
It is important to note that these are just a starting point and every company should tailor their approach to their specific needs and culture. Additionally, involving and consulting with Transgender and Gender non-conforming employees in the process can help ensure the effectiveness of the initiatives.
