Transgender Awareness Week – 5 Ways to Build Inclusive Workplace Culture

• Respect pronouns & use correct terminology

  • Use a trans* person's chosen name & pronouns.

  • Educate managers & staff on appropriate terminology. (glaad.org/reference/transgender)

  • Adding pronouns to e-mail signatures should be optional, but can signal an inclusive workplace culture.

• Understand legal obligations

  • Federal law prohibits employment discrimination against trans* employees. California law is even more protective.

  • Respect privacy. An employer cannot inquire or require documentation on sex, gender, gender identity, or gender expression as a condition of employment.

  • Employers may not discriminate against an individual who is transitioning.

• Acknowledge & train

  • More than one in four transgender people have lost a job due to bias, and more than three-fourths have experienced some form of workplace discrimination.

  • California requires anti-harassment training for managers & staff every two years. It must be trans-inclusive.

• Recognize intersectionality

  • Some employees will experience both racism and transphobia.

  • Transgender women may experience a new degree of sexism if transitioning from male to female.

  • Black transgender women are at a significantly greater risk of violence.

• Invest in experienced employment counsel who can help you navigate trans* workplace issues