How to Support Transgender Employees in the Workplace

With the Supreme Court ruling that the legal definition of a woman is based only on biology, there has never been a more important time to support transgender employees in the workplace. The new ruling has caused a major upset for the transgender community who will now have issues accessing single-sex services and spaces. Whether you agree with this ruling or not, it is important that, as an employer, you take steps to protect transgender employees in the workplace.

Educate Employees

The new ruling does not mean that employers can discriminate against transgender employees. The opposite is true. The ruling means that transgender people need support more than ever, especially from their employees. You should focus on creating a trans-inclusive workplace. To educate employees and ensure acceptance, you should support transitioning employees, employ a transitioning at-work policy, and set up an LGBTQ+ network, where possible. A transgender person does not expect you to know everything about it, or even to understand it, they just expect you to give them support as they need it. Employees should receive transitioning in the workplace training.

Provide Unisex Toilets

One of the main aspects that led to the Supreme Court appeared to be the use of toilets by nonbiological women. It is the aspect of the ruling that has caused the most concern to transgender people, with many feeling that they no longer know which toilet or changing facility to use. To accommodate transgender employees and avoid confusion, you may want to provide unisex toilets, as well as single-sex toilets. In this way, it can make your transgender employees feel more comfortable.

Flexible Dress Code

In some cases, an employee might begin the transition process while at work. You must support them and allow a flexible dress code. Give them the option to dress in the way that makes them feel most comfortable to support transitioning in the workplace.

Provide Time Off

If an employee is not fully transitioned, they may need time off for appointments. For example, hormone treatment, surgery, and counselling. It is important to take time to understand their needs and allow for time off for these important aspects of their life. Your transitioning at work policy should include potential time off that may be needed.

Offer an Ally

The word ‘ally’ is often overused when it comes to the LGBTQ+ community, but in the workplace, it is important that transgender employees feel that they have someone to talk to and confide in. If there is anyone who can offer that support to them, it will make life a lot easier. It should be someone either in the community or with sympathy for the community. You might even set up a small community in the workplace if there is the ability to do so.

Ensure Confidentiality

A Transgender employee should feel comfortable speaking to their manager about their experiences and the process they are undertaking, without it being spread across the organisation. It should be up to the employee to decide who they want to know and when; their confidentiality should never be breached.

At Inspired CVs, we can provide CV writing workshops and interview support to candidates. If your organisation is looking for support in these areas, particularly within a diverse group of people, we can help. We ensure sensitivity and fairness across any groups we support. You can contact us to find out more about our services.