Supporting trans people at work
A survey of over 400 trans employees from Totaljobs in collaboration with YouGov, has discovered two thirds (65%) of trans people in the UK find it necessary to hide their trans status at work.
Figures show the number of trans employees hiding their status in the workplace has risen 13% compared to the last time Totaljobs ran this research in 2016, where over half (52%) felt it necessary to do so.
Over half (56%) of trans employees think it’s harder for them to find employment because of who they are, with 50% admitting to masking their true selves when looking for a new role.
As a result, trans people feel they have to hide their true identity to progress, with only 56% of trans employees sharing their status with colleagues.
Of those who have shared their trans status, 51% said their colleagues responded positively to them coming out, compared with 50% in 2016. Only 5% saw their colleagues react negatively to them coming out, is down from 10% in 2016.
“Having a situation where any employee feels that they have to hide who they are in the workplace, or even decide to leave a role as a consequence of not feeling accepted, is simply wrong,” said Totaljobs’ CEO, Jon Wilson.
“To hear that the number of trans people experiencing this has increased since our last report in 2016, is deeply concerning. As employers, we need to ask serious questions as to what we can do to improve this state of affairs and ensure we’re championing a culture that is inclusive of trans individuals, to ensure they have happier, healthier working lives.
“I call upon all companies, big or small, to consider the steps they can take across their attraction, recruitment and retention strategies to remove the barriers faced by trans people. In particular, having a firm stance against anti-trans behaviour or abuse at work is non-negotiable; nobody should have to feel unwelcome or unsafe at work.”
An unsafe space
Coming out to colleagues is a gamble, with many receiving anti-trans treatment and abuse. Discrimination is a big issue, with one in three (32%) trans workers having experienced it at work over the last five years.
Bullying or insults (32%), ‘deadnaming’ (27%), where people are consciously called by a former name, along with deliberately misusing pronouns (30%) are the most commonly experienced forms of abuse.
A quarter (25%) of trans employees have experienced social exclusion by colleagues, 17% have been left out from work projects and 6% have been physically abused or threatened in the workplace.
Places of discrimination
Where does abuse occur? The workplace itself is where trans people are where trans people experience discrimination/abuse the most frequently from their colleagues.
Trans workers can’t find respite from discrimination during the day, as it happens for many during breaks (30% of respondents). It commonly occurs in meetings with colleagues (29%) and even in social situations with colleagues outside of work hours (27%).
Thom Dennis, CEO of Serenity in Leadership says: “Create an inclusive policy which is embedded with values that are shared across the organisation and by the individuals, which the business truly backs.
“Corporate allyship is key, as is having visible role models and senior level champions.
“Ensure there is clear messaging of support in the office, on social media and in public statements. Listen to and engage with trans colleagues, but it is the responsibility of the employer, not the individual, to educate their colleagues.”
“Be self-aware and understand what you think and where your beliefs and attitudes originate from. Bias by proxy is unacceptable such as “I’m ok with you but what will the staff or our clients think? Bias can be overcome through quality training and real awareness.”
The pandemic has been a welcome break for trans workers, especially those working from home, as the ability to manage and control their environment, through the imposed isolation, has meant 31% have felt more confident in themselves.
Subsequently, 20% said working from home removed the microaggressions they typically experience at work, while 8% believe their colleagues have been more supportive during this time.
Additionally, 43% of trans employees agree that acceptance and understanding of trans employees in the workplace has improved in the past five years.
How can we change this?
Currently, there is a lack of awareness surrounding trans people’s experiences at work and the barriers they face in their careers. This is a result of discriminatory treatment by colleagues or a lack of understanding of trans and gender non-conforming identities.
Employers need to do more to educate all members of staff; 24% of trans employees said their work offers information on trans issues and only a quarter (29%) mentioned there were gender-neutral facilities.
Over a third (36%) of trans workers are not aware of any official process for them to report discrimination and 35% said they wouldn’t report anti-trans behaviour when it happens.
Only 33% of trans workers state their employers have dedicated anti-trans discrimination policies for trans employees in place, an indication as to why many might not feel confident reporting incidents.
Over half (54%) state there is no training provided for staff on how to support trans employees in their workplace, but trans workers have found support offered when going through transition positive overall.
Half (50%) of those who socially transitioned at work reported that support offered from HR, colleagues, and management was good to very good. When medically transitioning, 37% said they received good to very good support from the same groups.
However, there is still a portion of the working trans community going it alone, without any offer of support from employers during these major life moments. 18% received no support from HR when medically transitioning and 19% didn’t receive support when undergoing a social transition.
TUC Guidelines on supporting trans people in the workplace:
Review current equal opportunities and bullying and harassment policies to make sure that they promote trans equality.
Check other policies and procedures – such as recruitment policies, record-keeping and dress codes – to make sure that they do not discriminate against trans people.
Encourage employers to include trans issues in induction training.
Make it clear that anti-trans behaviour or comments are unacceptable in the workplace.
Negotiate specific policies to support employees who transition.
Support trans members experiencing problems at work, especially during transition.
Ensure there are robust systems in place to ensure a person’s trans status is kept confidential and that all personal records are swiftly updated should they change their gender
Creating an inclusive space
As it stands, 43% of trans employees have left a job because the environment was unwelcoming. This is 7% higher than in 2016 when this figure was at 36%.
This shows that trans employees feel one of the only ways to avoid discrimination is to leave their job. However, the solution should be making the workplace a more inclusive and trans-friendly place.
Joseph Williams (He/Him), CEO and Co-Founder of Clu says: “One of the most crucial ways organisations will need to evolve over the coming years, to be able to sustain their talent pipelines, is to prioritise the development of inclusive cultures that celebrate and empower people from all communities and backgrounds. This is specifically relevant for trans and non-binary people.”
Recent data from The Trevor Project highlighted that 1 in four LGBTQ youth now identify as trans or non-binary. Take a proactive approach to attracting talent from the broadest pools possible is no longer an option. Not placing an equitable focus on the wellbeing and inclusion of trans and non-binary people alienates your organisation from this community and damages your ability to hire the talent within it.
"As with all inclusion programmes, there are quick wins and longer-term strategies that you can adopt.
Below, Joseph has written some of the quick wins as a starting point but please remember that working with experts with lived experience to inform your journey and choices in allyship is critical to meaningfulness and sustainable success.
Gender identity and pronouns
When you are onboarding your employee ensure that you offer them a chance to select their gender identity and pronouns of choice.
Consider using gendered pronouns as standard for all email signatures as a positive and inclusive way to support trans and gender-diverse people in being addressed by their preferred pronouns.
Create a culture of allyship
In the workplace, allies can be leaders, managers or employees who acknowledge, respect and value differences. Being an effective and authentic ally means more than one single act of solidarity. It means taking the long road to understand and empathise with the various inequalities minority groups experience.
Displaying allyship can include standing up against discriminatory behaviour when you see it, challenging microaggressions, and explaining sensitive topics to non-diverse colleagues so the individual doesn’t have to. The burden on individuals from groups - such as the trans and gender diverse community - to talk about their identity time and time again can be exhausting.
Whilst it’s great to get to know your trans and gender-diverse staff members better, don’t spotlight or ask frequent questions about their identity or experience, even if it’s in a positive light. Often, it’s the case that you might have a trans person who is transitioning and coming to work and the last thing that they want to talk about is their physical and emotional changes.
Less talk, more action.
Making simple practical changes can make a big difference. Whether it’s making more than one toilet in your office building gender-neutral, addressing groups of people with more inclusive and less binary language, or using words in conversations that define the relationship instead of gender. Avoid referring to sexual orientation or gender identity as ‘a choice’. Being transgender is not a choice.
Build comprehensive and inclusive policies, benefits, and procedures, such as clear commitments and repercussions in anti-discrimination and harassment policies, supporting transitioning in your health care plan, offering education opportunities taught by people with lived experience and making sure all external marketing materials are gender-inclusive and include trans people.
It's vital to look beyond inclusion and push for true equity. Otherwise, workers with marginalised identities may always be struggling to secure the same basic rights that other employees may take for granted.
Educate yourself
It is our privilege and responsibility as humans to continue to educate ourselves about the communities outside of our own. We are all on a learning journey, and it is this exploration that strengthens our collective culture inside and outside of a company.
Before going to a member of the community to ask them questions, do the work as an ally to educate yourself first by using the amazing resources available at Trans Lifeline, National Center for Transgender Equality, GLAAD, Stonewall, Out & Equal, and the Human Rights Campaign (to name a few), read books and articles written by trans and non-binary authors and watch movies by LGBTQ+ directors.
