The Annual Transgender Day of Remembrance, November 20, started in 1999, about a year after Rita Hester, a transgender woman and activist in Boston, was found murdered in her own apartment. It is very sad that transgender people are murdered or physically harmed at an extremely high rate compared to the general population, often fueled by hatred of this misunderstood segment of our community. Just this year alone, 2015, 70 new names have appeared on the Transgender Day of Remembrance site (link).
There are now a lot of resources available for people to learn more about the general plight of transgender people, and some are included within and at the bottom of this short blog. As a workplace diversity consultant, I want to focus on one area that can really help our transgender brothers and sisters; equal opportunity in the workplace and the ability to make a living. Transgender people often have the same education, skills, and work ethic as all other people companies employ, and deserve the same chance for gainful employment. Providing equitable opportunity for work is one way we can assist in helping everyone see transgender people are totally equal human beings.
Certainly this workplace journey has just begun, and according to recent statistics, much more focus and work is needed. A comprehensive survey from The Taskforce reported that 15% of US transgender people are living in poverty compared to 5% of the general population, and that transgender people are two times likely to experience assault or discrimination at work.
Here is a quick list of things companies can do to support transgender people in the workplace:
• Add “Gender Identity and Expression” into the corporate non-discrimination policy
• Provide appropriate benefits for employees undoing gender transition, including counseling, hormones, surgery…
• Including transgender information in diversity training that should go out to all employees.
• Appropriate handling of employee record changes, new email addresses, new badge, etc.
• Management coaching for managers who have transgender employees
• Trained Human Resource practitioners to respectfully case manage employee gender transitions
• Trans-supportive handling of the restroom configuration and policy.
As an HR diversity consultant, I am a strong advocate for corporations and organizations taking the lead to provide full respect and opportunity for transgender people.
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North Carolina’s LGBT community newspaper QNotes has their early November edition focused on the transgender community.
Trans-supportive religious material from Metropolitan Community Churches.
A blog I wrote earlier this year called “The Perfect Trans-storm” highlighting the increased focus I have seen around transgender people.
A more comprehensive outline on Human Resources for Transgender Employees that I wrote for the Workforce Diversity Network.
A blog I wrote last November: “Five Things to Never Say to Transgender People.”