A recent poll from Gallup found that three in 10 Americans (31%) report having a friend, relative or colleague who is transgender. Additionally, 50% of adults younger than the age of 30 reported having a transgender person in their lives, however, the rate falls with each older age cohort. For example, Gallup reported that adults aged 65 and older (19%) are the least likely to know a transgender person.

31% of Americans report having a friend, relative or colleague who is transgender

How this takes shape in the workplace

We recently reported on the five generations currently active in the workforce: The Silent Generation, Baby Boomers, Generation-X, Millennials and Generation-Z. All of whom bring different mindsets, backgrounds, and unique expectations to the workplace.

Aligning these generational differences alongside Gallup’s findings, we can assume that every workplace will face different opportunities and challenges when it comes to supporting transgender employees. It can be difficult to know where to begin, and the type of approach that will best fit your organizational needs. 

International Trans Day of Visibility

Each year on March 31, the world observes Transgender Day of Visibility (TDOV) to raise awareness about transgender people. According to GLAAD (Gay and Lesbian Alliance Against Defamation), “It is a day to celebrate the lives and contributions of trans people, while also drawing attention to the poverty, discrimination, and violence the community faces.”

This day of acknowledgement can be the perfect starting point when it comes to showing your transgender employees the allyship they need to bring their full selves to work. That’s why we’ve sifted through the latest content on how to best support your transgender employees, on this day of visibility, and all year long.  

MCKINSEY: BEING TRANSGENDER AT WORK

Key insight: To better understand the uniqueness of the current transgender experience, and to add to a sparse but growing body of analysis about this community, McKinsey conducted research that “provides new insights into the participation, plight, and precarity of transgender people at work.” They also identify steps companies can take to explore policy options that explicitly focus on employees across the gender spectrum. Read the full piece here. 

HARVARD BUSINESS REVIEW: CREATING A TRANS-INCLUSIVE WORKPLACE

Key insight: After experts at HBR interviewed and surveyed more than 1,000 trans people over the course of six years, their findings reveal four key areas of intervention that can cultivate a more trans-inclusive workplace: (1) basic signs of trans inclusivity involving bathroom use, dress codes, and pronouns; (2) effective support for gender transitions; (3) trans-specific diversity trainings; and (4) interventions to build resiliency. Read their full list of findings and in-depth analysis here. 

SHRM: EMPLOYING TRANSGENDER WORKERS

Key insight: This article from our partners at SHRM focuses on workplace issues your transgender employees may face, and how to best support them through updated organizational policies, training, and legal framework. SHRM also offers resources like a checklist for LGBTQ anti-bias, an example memo to employees announcing the gender transition of a co-worker, and how an employer should handle a transgender employee’s request for a name change. Access their resources here. 

PODCAST: GENDER REVEAL

Key insight: The Gender Reveal podcast explores the vast diversity of trans experiences through interviews with a wide array of trans, nonbinary and two-spirit people. Created by journalist and educator Tuck Woodstock, the show also serves as a free educational tool for anyone seeking to learn more about gender. Click here for their full list of episodes.

Traliant Resources 

For more information on Traliant’s LGBTQ + Inclusion Training training click here.