Most company owners are unaware of transgender employees’ main concerns and take action only if someone comes to them and says they are in the process of transitioning. But isn’t it preferable to identify transgender issues sooner rather than later?
By being aware of these problems, you are paving a way to making your business truly transgender-inclusive. So here is the list of key transgender problems in the corporate environment.
Lack of Understanding
Transgender workers confront a number of challenges in the workplace, one of which is a lack of understanding. It’s likely that many of your employees have little or no understanding of what it means to be transgender, what language to use, what it means to transition, or how to best assist their transgender coworkers. However, many challenges can be alleviated or even avoided if employees are educated about transgender concerns and how to create and maintain an inclusive work environment.
Harassment and Abuse
The workplace may become a hostile environment for transgender people if their colleagues are biased towards them and outwardly express their discontent. Make sure your company’s anti-bullying and harassment policy explicitly outlines what constitutes abuse for transgender employees, or consider creating a separate policy for this purpose.
Harassment and abuse should be addressed as soon as possible, with the goal of preventing it from happening again. Redeployment may be an option if the employee feels threatened by their coworkers due to the nature of their job, such as if they deal with the general public.
Transgender workers confront a wide range of practical concerns, including access to restrooms and change rooms, dress code or uniform restrictions, and when and how to notify others about a transition. Things like new names and the usage of different pronouns are also an issue.
Employers should follow their employees’ example when it comes to practical problems, such as how they wish to deal with the changeover. Think about getting help from a transgender advocacy group or other organisation.
The Equality Act 2010 particularly protects employees who intend to transition, are transitioning, or have shifted gender against discrimination. It is common for discrimination to be motivated by ignorance rather than malice, yet this does not excuse it.
Doing so can help you avoid claims of gender transition discrimination by making sure your management and employees understand the problem. Take legal guidance to guarantee that you satisfy your commitments and ensure that managers and workers alike have all the knowledge and information they need as to what behaviour/terminology/actions are and are not appropriate in the workplace during a period of change.
Rules and Regulations
Transgender workers commonly face problems related to their employment structure that wasn’t created for them. Oftentimes, the terminology used in rules and procedures, as well as in paperwork and other types of corporate correspondence is not transgender-friendly.
Making your company more inclusive can be as simple as re-evaluating your written policies and procedures with a focus on problems related to gender identity and expression.