Today on 31 March, we observe Transgender Day of Visibility (TDOV); a day where communities come together to honour and celebrate the accomplishments of transgender and gender non-conforming (GNC) people.
TDOV presents a vital opportunity for employers to engage employees and the community in conversations to elevate transgender stories, demonstrating support for the community; and raising awareness of the key issues faced by transgender/GNC individuals in the workplace.
According to the United Nations, trans people are much more likely to be bullied, assaulted and murdered than other people. Inflammatory media coverage and rhetoric from political and community leaders make already-hostile environments even worse. This hostility towards trans people is often even codified into laws that bar trans people from exercising basic rights.
TRANSGENDER/GNC CHALLENGES
For example, in most countries, it’s impossible for trans people to have their gender identity recognised on official identity documents, such as passports and drivers’ licenses. In the relatively few places where it is permitted, it often comes with terrible preconditions, such as sterilisation and forced divorce. Without proper identity documents, trans people are excluded from many every day activities – from opening a bank account, and applying for a job, to renting a home or travelling to another country.
Living life openly as your true self is something most people take for granted. For trans people this can be very dangerous. Living authentically – simply being visible – takes an enormous amount of courage. But with the increased visibility of trans people in our communities, the media and public life, comes awareness and changing attitudes; which is key to securing trans people’s fundamental rights. It’s vital that employers and leaders stand up for the rights of the trans community and celebrate trans visibility.
SENSE OF BELONGING AT WORK
Many businesses across the globe are taking important steps to ensure their workplace culture, policies and procedures instil a sense of belonging in their transgender/GNC employees. In fact, the Human Rights Campaign’s 2021 Corporate Equality Index (CEI) reveals that 94% of Fortune 500 employers include gender identity as a protected characteristic in non-discrimination policies.
Additionally, out of the 1,142 businesses that participated in the 2021 CEI, 91% of them have transgender-inclusive healthcare benefits; and over half have adopted gender transition guidelines for employees, as reported.
ACTIONS TO SUPPORT TRANSGENDER/GNC STAFF
Non-profit Out and Equal recommends that organisations take key actions to support transgender/GNC staff at work, not just today, but all year-round. They include:
1. Ensure your policies and procedures reflect your values.
2. Understand the challenges faced by your transgender/GNC colleagues.
3. Invest in transgender/GNC leadership.
4. Elevate the transgender/GNC community throughout the year.
5. Voice public support for the transgender/GNC Community.
Given the evolving state of LGBTQ workplace equality, it’s important for employers to be aware of the legal landscape; as well as issues faced by transgender/GNC employees. That means regularly reviewing and updating training/educational materials and employee handbooks, especially for hiring managers, customer/client-facing staff and supervisors.
For more information and guides on TDOV and LGBTQ workplace equality, check out the Out & Equal website.
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