Employers are more and more frequently being confronted with new challenges surrounding employees’ gender transitions in the workplace. Some employers have moved ahead of the curve by consulting with specialists to prepare in advance for this occurrence by updating their policies and publishing transition guidelines in handbooks. Others have been caught unprepared when an employee notified them of their plan to transition at work and have experienced bumps along the way resulting in lower employee morale and higher attrition in the best case scenarios, and lawsuits for discrimination or hostile work environments in the worst case scenarios.
In 2011 the National Center for Transgender Equality and the National Gay and Lesbian Task Force released a comprehensive study on transgender discrimination that revealed near universal problems in the workplace. The study found that 90% of transgender individuals have encountered some form of harassment or mistreatment on the job. The study also found that 47% of workers experienced adverse job outcomes because they were transgender which included 44% who were passed over for a job, 23% who were denied a promotion, and 26% who were fired because they were transgender.
Discrimination directly causes job instability and high turnover for affected populations. Transgender individuals are twice as likely to be unemployed and four times as likely to live in poverty. Nearly 20% have been or are currently homeless. Companies should care about these numbers if they are in the business of boosting profits. Researchers have consistently demonstrated that discrimination diminishes productivity, job satisfaction, and the mental and physical health of all employees, not just those directly affected by the discrimination. These areas directly affect the company’s bottom line.
There are many benefits to reviewing your employee handbooks and insurance coverage in advance of an employee notifying you their gender expression is about to change. First, employees will feel more comfortable notifying their employer of their plan to transition knowing they will be supported. This alone can affect productivity, morale, and attrition. Second, having these policies in place in advance allows a smooth process when an employee begins a transition and ensures that each stakeholder understands their rights and responsibilities. Last, having transparent LGBTQ friendly policies in place in advance communicates to customers and prospective employees that your culture will be supportive to them, opening avenues to new business and recruiting the best new hires.
RANGE Consulting offers comprehensive training and consulting on leadership, non-discrimination statements, bullying and harassment policies, employee transition policies, dress code and restroom policies, and confidentiality and communication policies. We also offer in person training for employees and management specifically tailored to employees transitioning in the workplace. For more information please contact Johnny Humphrey at jhumphrey@lgbtqcolorado.org.