Navigating Trans Conversations: 3 Key Insights From Dr. A.C. Fowlkes’ Transgender Inclusion
Jenn Tardy
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Last month, I unpacked Dr. Janice Gassam Asare’s Decentering Whiteness in the Workplace and shared 4 key insights from the book. This week, we’re keeping the good times rolling and diving into another fantastic read. Dr. A.C. Fowlkes’s book Transgender Inclusion: All the Things You Want to Ask Your Transgender Coworker But Shouldn’t answers most, if not all, your questions related to the transgender experience. It’s a book as intriguing as its title.
Dr. Fowlkes breaks it down for us right from the start, beginning with the basics—like differentiating between sex assigned at birth and gender identity. It’s a simple concept but one that confuses many people. He then guides us through getting personal pronouns right and understanding the entire spectrum of experiences, including transitioning and even detransitioning.
The book provides a comprehensive guide for navigating those crucial yet challenging conversations with your trans coworkers with not just knowledge but also heart and understanding.
Here, I want to share with you 3 key lessons from the book that resonated with Team JTC.
Lesson #1: Persistent Discrimination in the Workplace Affects People Who Identify As Transgender More, If Not Equally
Individuals who identify as transgender frequently face discrimination in hiring, promotions, and termination, often directly tied to their gender identity. In 2015, a staggering 67% of them reported experiencing job-related discrimination, cites the author from the 2015 U.S. Trans Survey.
Specifically, 39% were not hired, 49% were denied promotions, and 43% were terminated or forced to resign due to their gender identity or expression. These discriminatory practices indicate a systemic barrier that individuals who identify as transgender face in the workplace.
Despite their qualifications and capabilities, their professional growth and stability are continually jeopardized. Dr. Fowlkes underscores the need for comprehensive anti-discrimination policies and a shift toward more inclusive and equitable workplace cultures.
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Lesson #2: Transitioning is a Complex Personal Choice for People Who Identify As Transgender
Choosing to transition is a deeply personal decision for transgender individuals, and it comes with multiple complexities and challenges. Transitioning, which can be medical, legal, or social, is not a uniform process and varies widely among individuals. Not everyone chooses to transition.
And for those who do, the extent and nature of their transition can differ. Factors influencing this decision include financial constraints, accessibility, safety concerns, physical limitations, or personal desires.
It’s crucial to recognize that identifying as transgender doesn’t mean undergoing a transition. Respecting the diversity within the transgender community means acknowledging and supporting each individual’s unique journey without imposing expectations or criteria for their gender identity.
Lesson #3: Learn the Do’s and Don’ts Before Engaging
Dr. Fowlkes advocates for recognizing that each transgender individual has distinct beliefs, feelings, and perspectives, which vary even within their community. Stereotypes about the community should not inform your expectations or interactions.
For example, a man who identifies as transgender might not adhere to traditional male gender roles, and this doesn’t make him any less of a man. It’s important to understand that gender identity doesn’t necessarily dictate a person’s interests or behaviors.
The author emphasizes that gender identity and sexual orientation are fluid and can change over time. Therefore, workplaces and society should provide individuals with the space to self-identify and evolve. Narratives around gender identity, being deeply personal, should be respected without judgment or assumptions of deceit.
Additionally, the author highlights the importance of respecting the privacy of transgender colleagues. Personal details about an individual’s medical history, sexual history, or details of their transition are private matters, and it is inappropriate and intrusive to expect transgender employees or coworkers to divulge such information.
More importantly, it’s crucial to recognize the serious implications of being ‘out’ as transgender. This can affect employment, housing, and family relationships, sometimes leading to harassment or violence.
Therefore, no one should be pressured to reveal their transgender identity or to conform to certain expectations about appearance or behavior. Respecting each person’s choice about how and when to come out ensures their safety and well-being.
Transgender Inclusion skillfully blends academic insight with personal understanding to dissect workplace discrimination, the intricacies of transitioning, and the importance of recognizing individual experiences within the transgender community. It offers practical advice on workplace etiquette and emphasizes the value of understanding transgender colleagues, thus creating a comfortable space for cisgender individuals to find answers to their ‘curious’ questions.
Packed with real-life stories and objective facts, this book is a perfect read for allies, HR professionals, leaders, trans individuals, or anyone keen on developing a better understanding of how to be inclusive of the transgender community.
JOIN THE CONVERSATION BELOW: Have you had a chance to dive into Dr. Fowlkes’s book? Which lesson resonated with you the most? What books are you reading? Share with us!
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10moI doubt I am the only one to say this, but please help me understand how anyone’s race automatically means they must be “decentered.” - Does it matter if they also happen to be disabled? - Do we need to “decenter” people who society has forcibly moved to the periphery of society—costing them ample opportunity, inclusion, and wealth…just because someone doesn’t like the color of their skin? - What about light-skinned people from multi-racial backgrounds? Is it okay to “decenter” people whose ethnicity is not apparent to you? Is there some secret decoder right that helps LBGT+ people be detected when there are no obvious tells—or do we “decenter” them too since #dei is more focused on what people look like versus what they do and how they treat others? Discrimination and prejudice have the same negative impacts on individuals, regardless of diversity. We have pumped BILLIONS into DEI—while picking and choosing who we view as “experts,” and guess what??? The needle has barely moved for the majority of Title XI groups—and effectively remained flat for the disabled people……after over three decades of “EQ” and six decades of the various “DEI” programs. Enough promoting discrimination!!