Gina Duncan, Director of Transgender Equality at the Equality Florida Institute, talks about her personal transition (from male to female) and how this journey spurred her on to become a full-time transgender champion.
She is already working with major US employers and organisations such as the Society of Human Resource Management (SHRM), the Florida Diversity Council, National PTSA, PFLAG, Planned Parenthood and the ACLU, to achieve social equality for the US LGBTQ+ community and pass a state-wide non-discrimination law. She also explains, why “moving the needle towards a true north of social equality is gratifying, frustrating, heart-warming and heartbreaking work”.
FAIR PLAY TALKS: Why did you specialise in the D&I profession?
GINA DUNCAN: I transitioned (male to female) 12 years ago while serving as Regional Manager at Wells Fargo Bank. I had a very positive experience both personally and professionally, but through that experience also realised the lack of knowledge, resources and support for the transgender community. I found my “calling” through this experience and in 2011 retired from banking to devote full time to transgender advocacy.
After transitioning, I became involved with the Human Rights Campaign, was elected President of the Central Florida LGBTQ Chamber of Commerce and then joined Equality Florida. I was the first trans president of a major chamber of commerce in the country and ran for county commissioner in 2012, the first trans candidate in Central Florida. While my election bid fell short, (I received 41% of the vote), it elevated the visibility and awareness of transgender people.
In this role, I function in three areas: Education, Engagement and Public Policy. There currently is a great demand for transgender education and cultural competency training. I have given workshops or speeches at hundreds of major employers, HR organisations, colleges and universities, media, law enforcement, churches, school boards, health care organisations and LGBTQ+ supportive organisations. I have testified at dozens of public hearings involving city and county human rights ordinances, designed to protect LGBTQ+ people against discrimination in the areas of housing, employment and public accommodations based on their sexual orientation or gender identity.
My aspirations are to elevate the understanding of the transgender community and eventually achieve social equality for the LGBTQ+ community. One of our main goals is to pass a state-wide non-discrimination law.
FAIR PLAY TALKS: In your opinion, how vital is the D&I role within organisations today?
GINA DUNCAN: D&I is a critical component of all aspects of society. It is interesting that the different segments of society are moving at different progressive speeds when it come to embracing D&I. Major employers have led the way in D&I as they understand that providing a welcoming and diverse workplace gives them a competitive business advantage. Progressive companies are able to attract the best and the brightest and retain them. Major employers are setting the standard in providing a climate for diversity, but are also on the forefront of developing D&I policy and practice that forms their corporate culture. From my experience in providing LGBTQ+ cultural competency training, the progression of different segments of society are in this order: major employers, colleges and universities, the media, law enforcement, faith based, K-12 schools and finally health care. The health care community still lags drastically in developing LGBTQ friendly policies and procedures.
FAIR PLAY TALKS: What’s the most rewarding part of your job?
GINA DUNCAN: Seeing tangible progress in either passing LGBTQ+ friendly public policy or societal institutions developing LGBTQ+ non-discrimination policies, providing equal rights and protections for all Americans.
FAIR PLAY TALKS: What are the top three challenges you face as a D&I professional?
GINA DUNCAN: First, engaging all areas of society to the importance of diversity and inclusion. Second, educating our elected officials to the importance of D&I in public policy formation. Third, ensuring that all school districts have LGBTQ+ inclusive policy that protects all students no matter their gender identity, presentation or sexual orientation.
FAIR PLAY TALKS: What is the current focus of your work?
GINA DUNCAN: Equality Florida is the largest LGBTQ+ advocacy organisation in Florida with almost 300,000 members. Our programme focus is on transgender inclusion, safe schools, LGBTQ+ friendly legislation, HIV/AIDS education and major employer engagement.
FAIR PLAY TALKS: Are organisations doing enough to become more inclusive? What more could they be doing?
GINA DUNCAN: The effectiveness of inclusive cultures is all over the board in Florida. It varies by geographical area and by societal institution. Geographically, Florida is generally inclusive in eastern South Florida, and the I-4 corridor (Orlando to St Petersburg). There is work to be done in North Florida, the Panhandle and Southwest Florida.
FAIR PLAY TALKS: What advice do you have for others aspiring to work in the D&I field?
GINA DUNCAN: It is a dynamic and challenging field. It is not a sprint; this work is a marathon. It can be very gratifying to see the work that you are doing, truly changing lives for the better. Moving the needle towards a true north of social equality is gratifying, frustrating, heart-warming, heartbreaking work. Personal balance and self-care are an integral part of being effective in the diversity and inclusion field.
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