Integrity Staffing Solutions
best of staffing 2019 client 2x 1

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 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...

8.28.19
Training Gen Z for Success and Retention
In our white paper "Are You Ready for Generation Z?" you will discover the impacts this new generation will have on the way we recruit, train and retain employees. In this article, we'll discuss the generation's strengths and weaknesses which may require you to make some changes in your training protocols.    Generation Z (born 1998 – 2005) is both more independent and more in need of skill-building than previous generations. Here are some of the factors you're likely to encounter.     BE ready to help them build their soft skills  As the first generation of true digital natives, Generation Z brings the technological skills that are in high demand, even in entry-level positions. At the same time, 92% of HR leaders believe that having emotional and social skills is increasingly important. However, a side-effect of their constant online interaction is that many of them are deficient in soft skills such as problem-solving, critical thinking and interpersonal relationships. Most...
Read More
8.14.19
Gen Z
Gen Z is the biggest population to hit our labor market in 60 years. Here’s (almost) everything we know about how to become their employer of choice.    Gen Z will dominate your workforce by 2025 because Baby Boomers are retiring at a rate of 10,000 per day. Here is how you can effectively recruit them into your workforce.  ______________________________________________________________________  DOES YOUR WORKPLACE PASS THE GEN Z TEST? FIND OUT IN THIS SPECIAL BROADCAST ON SEPTEMBER 19TH. REGISTER NOW! ______________________________________________________________________  Forget everything you think you know about managing Millennials in your workforce  Gen Zers, born after 1996, are already in your labor market. The leading edge of the this generation are in their 20s. And you can forget everything you think you learned over the last 20 years about managing Millennials in your workforce. Gen Z is about to upend the game.  The truth is with the labor market so tight,...
Read More
6.07.19
AI in HR: Recruiting with Predictive Analytics
In our new study "Artificial Intelligence for Recruiting Success," we discussed ways that new technology can save us time and effort while attracting a better pool of job candidates. In this article, we'll explore the benefits and uses of predictive analytics.   Basically, predictive analytics is the process of looking at past data in order to determine what will happen in the future. Machine learning automates much of this activity, freeing up recruiting professionals for higher level work of in-person interviews, decision making, and so on.   Finding Talent Programmed with your data on production performance and behaviors, attrition, employee life cycle, engagement surveys and any other metrics you choose, predictive analytics software can be "trained" to look for your ideal employee. It can scan all the available candidate sources, as well as discovering overlooked talent in your existing applicant database.   The longer you use it, the better it works, as it learns...
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.