7 steps to supporting gender identity expression & transition at work

Transgender people, as well as folks who exist outside the gender binary, experience significant discrimination at work, which can look like harassment, bullying, and aggressions ranging from micro to macro. Use this Pride month as an opportunity to make your work conditions more comfortable for every gender identity under the rainbow, including by having clear guidelines in place to support an employee’s gender transition.

 While each individual’s transition will look different, you should have a game plan available that covers:

1. Who is the point-of-contact responsible for managing the employee’s workplace transition
2. Who needs to know about the employee’s transition
3. Administrative details and the dates for when the employee will begin using different names, pronouns, dress code, name badge, toilets, and facilities
4. What time off the employee will need
5. What resources are available to the employee
6. What management expects from coworkers and other staff to aid the employee’s transition in the workplace
7. How these expectations will be communicated

And we have a 15-minute act of allyship you can do right now. We’re sponsoring a crowdsourced database of companies’ trans-inclusive benefits, so that trans professionals can make informed decisions about joining companies that actively support them. And we’re inviting you to participate. 

Fill it out: Your Company's Trans-Inclusive Employee Benefits