Integrity Staffing Solutions
best of staffing 2020 client rgb

Helping Your Transgender Employee Feel Comfortable

  • transgenderemployee

 

Workplace diversity is a deep commitment at Integrity. As both a staffing industry leader and minority-owned business, we've had a unique opportunity to prove that character values like work ethic and team spirit are what make a successful employee, not vital statistics like ethnicity or gender.

The rights of transgender individuals are gaining broader acceptance in our society (and in the law courts). Smart businesses are keeping pace with steps to ensure that these employees are welcomed and protected from discrimination just like any other minority.

Here are our top tips for making it happen.

Put the policy in writing.

You probably have a discrimination policy already, so it's simple to add transgender people to the handbook and sexual harassment training. There should also be procedures established for people already in your employment who decide to transition: leave benefits, name changes, a designated point person to manage the process and so on.

Let them do the telling.

Transgender employees should decide when and how to communicate this information to co-workers: face-to-face or by email, in private conversations or to the whole team at once. It is not the supervisor's or HR's place to "out" them without their permission.

Make a restroom plan.

This is the biggest hot button you're likely to encounter. Ideally, you have enough restrooms that one could be designated gender-neutral. If that's not feasible, most companies say that individuals should use the restroom of the gender they identify with.

Watch out for harassment.

Of course, major discriminatory actions such as the denial of employment or promotion will be covered in your policy. But also be alert for subtle behaviors such as co-workers refusing to use the individual's "new" name or pronoun or leaving him/her out of team activities. And be aware that LGBT workers are legally protected from objections on religious grounds.

It's been demonstrated time and again that the diverse workplace is more innovative, productive and profitable than the homogenous one. With a little care and consideration, any business can achieve this goal ... and reap the rewards.

 

You might be interested in...

7.06.20
Recruiters Are Looking — Time to Ramp Up Your Social Media Game
What will they find when they check out your FaceBook, Instagram and other social media pages? And yes, you can bet they will — 92% of companies now routinely search applicants' social media (and not just the ones you tell them about). That's up from 80% just 5 years ago.   Clearly, making social media part of your job seeking strategy is super important, and will be even more so in the future. Here's what else hiring managers say: 91% of recruiters use LinkedIn; 74% use FaceBook; and 66% use Twitter 73% have hired successfully with social media 33% have rejected a candidate based on something found in social profiles   Build Your Brand In the same way that a company markets its products to customers, you can market yourself to potential employers. Think about what skills and aptitudes you wish to convey, and how they are an asset for your desired job. For example, a salesperson needs to be persuasive, self-confident and enjoy interacting with many people. An...
Read More
6.29.20
How to Come Out (or Not) at Work
For LGBT+ individuals, revealing their true identity to co-workers, supervisors and clients comes with both risks and rewards. Your decision will depend on many factors — in both your own situation and the work environment — so there's no one right answer for everybody. However, as a LGBT-owned business, we'd like to share our insights and tips on making the process more successful.   Pros and Cons Workers who feel free to be their authentic selves at work report that they feel happier and more engaged. And studies show that they are more productive, which should please employers.   On the other side of the coin, many LGBT+ people are still in the closet due to fears of damage to their careers and workplace relationships. In a Harvard Business Review survey, nearly half (46%) of American respondents said they are not out to everyone at work.   Assess Your Workplace Atmosphere Get answers to these questions to help you decide whether it's a good idea to come out, or if...
Read More
6.22.20
Transgender in the Workplace: Tips for Employees and Employers
As an LGBT-owned business, Integrity is wholeheartedly dedicated to providing a diverse and fair working environment for all individuals. We've demonstrated over and over again that the keys to success for employer and employee alike are character, values and professional skills — not statistics on a piece of paper like gender or ethnicity.   In this post, we'll share our top tips for the transgender individual at work. While there is a trend towards greater acceptance of transgender rights in our society (and in the law courts), we still sadly see cases of harassment, prevention of use of the correct restroom, refusal to change names on employer documentation, denial of coverage for medically necessary procedures, etc.   The consequences of these actions may be more far-reaching than damages to one person. Companies who get a reputation for hostility to LGBT workers will alienate not just this group from their talent hiring options, but also the much larger pool of people who...
Read More
General

Title

More Info
You need an account to do that Set up an account Never Mind

Please register for an account first. If you already have one, log in here.