A lack of psychological safety in the workplace might result in employees looking for other opportunities, which means your company loses out on those employees’ abilities and accomplishments. Keep trans and non-binary employees happy by following these guidelines once you’ve hired them.
1. Ensure that anti-discrimination rules are comprehensive and precise.
It is critical to include gender identity/expression as a protected category in your anti-discrimination policy, as well as to define particular practices such as enabling workers to use toilet facilities that correlate with their gender identity and expression. Besides, you should allow all workers to use their preferred names and pronouns in official records.
2. Make sure your insurance coverage includes transition-related healthcare.
Health insurance coverage that explicitly addresses transition-related treatment is also essential. Working for an organisation that has a transgender-exclusionary insurance policy may discourage people who are looking to medically transition from joining your organisation. Accessibility and price are two of the biggest obstacles transgender people face when seeking gender-affirming therapy.
3. Use all pronouns, regardless of gender.
Transgender rights in the workplace can be supported by educating your staff on the need of using gender-inclusive language (hello everyone, rather than “hi guys” or “hi ladies and gents!”) and respecting all gender pronouns. Encourage all workers to put the gender pronoun they identify with on business cards and in official email signatures. It will help employees avoid confusion related to the gender of coworkers and clients, and it sends a message that the company is comfortable with gender diversity.
4. Interrupt bullying and prejudice immediately.
Harassment, bullying, or discrimination against transgender individuals must be taken seriously and dealt with immediately and compassionately in order to promote transgender rights in the workplace and increase employee retention.
5. Pay transgender employees fairly.
Transgender individuals, like others from historically oppressed groups, have been underpaid and consigned to the most difficult and time-consuming tasks. Your transgender employees should be compensated fairly, and your company should spend more resources on their growth and success. Increasing their contribution to your company will be easier if you provide them with chances that allow them to make the most of their diverse skill sets.