Federal employees identifying as transgender call for intensified instruction and dialogue on inclusivity concerning gender issues
Small businesses are increasingly recognising the importance of creating an inclusive environment for transgender employees, adopting practices demonstrated in federal agencies and following recommended best practices.
One crucial aspect is the use of inclusive language and policies. Gender-neutral language in all communications and policies helps respect and affirm all gender identities. Dress codes should be based on specific clothing items rather than gendered assignments, avoiding cultural biases or outdated norms. Regular updates to these policies and employee involvement in reviewing their effectiveness are essential.
Another key approach is the respect and education of pronouns. Encouraging the sharing and use of correct pronouns fosters respect and recognition, while misgendering can cause significant harm. Training that helps employees understand the importance of pronouns as fundamental to identity, not a mere preference, is highly beneficial.
Comprehensive training on inclusivity is also vital. Workplace training covering LGBTQIA2S+ issues, focusing on transgender experiences, respectful communication, and bystander intervention against discrimination and harassment, is essential. Best practice training should incorporate awareness about sensitive vs. appropriate questions and encourage a supportive culture.
Anti-discrimination policies with accountability are equally important. Establishing and enforcing non-discrimination policies that explicitly include gender identity and expression, and outlining clear consequences for homophobic or transphobic behavior, help demonstrate a company's commitment to inclusivity.
Equitable benefits and accommodations are another crucial element. Ensuring inclusive benefits such as health insurance covering transgender-related care and inclusive parental leave that does not discriminate by gender identity are essential for creating a supportive work environment.
Leadership plays a significant role in promoting inclusivity. Leaders should actively promote inclusivity, calling out inappropriate behaviour and modelling respectful communication. Allies within the workplace also play a critical role in changing the culture and making transgender employees feel safe and valued.
Small businesses can look to established frameworks like the Human Rights Campaign's Corporate Equality Index (CEI), which highlights internal education and accountability as pillars for LGBTQ inclusion competency. Adopting such standards aligns workplace policies with nationally-recognized best practices.
Recent guidance from the Office of Personnel Management (OPM) on gender identity and inclusion emphasises the importance of these practices. However, federal workers have expressed frustration about a lack of effective communication of this guidance, both at managerial and employee levels. Transgender federal employees have expressed similar concerns about a lack of training and communication regarding transgender protections and processes.
The story underscores the importance of small businesses staying informed and understanding issues related to gender identity in the workplace. By integrating these elements—clear, inclusive communication; respectful pronoun use; comprehensive, ongoing training; strong nondiscrimination policies; equitable benefits; and proactive leadership—small businesses can create an environment that supports transgender employees effectively, similar to progressive federal agencies. The OPM's updated guidance is an important resource for agencies to refer to as they work on improving gender inclusion practices, including pronoun and correct name use.
[1] Human Rights Campaign. (n.d.). Best practices for transgender inclusion in the workplace. Retrieved from https://www.hrc.org/resources/best-practices-for-transgender-inclusion-in-the-workplace
[2] Society for Human Resource Management. (2020). Transgender and gender nonconforming employees. Retrieved from https://www.shrm.org/resourcesandtools/tools-and-samples/hr-guidelines/pages/transgender-and-gender-nonconforming-employees.aspx
[3] National Center for Transgender Equality. (n.d.). Workplace resources. Retrieved from https://transequality.org/issues/workplace
[4] Human Rights Campaign. (2020). Corporate equality index. Retrieved from https://www.hrc.org/cei
- To ensure a health-and-wellness-oriented workplace, small businesses should consider adopting best practices that prioritize mental-health, such as comprehensive training on LGBTQIA2S+ issues, including transgender experiences, respectful communication, and bystander intervention against discrimination and harassment.
- In fostering a supportive environment for transgender employees, it's vital for companies to offer equitable benefits and accommodations, like inclusive health insurance covering transgender-related care and parental leave that does not discriminate by gender identity, all instrumental in promoting science-based workplace-wellness.
