“Inclusive workplaces happen on purpose”: building trans-inclusive cultures at work
TUC research has shown us that almost half of trans people (48%) have experienced bullying or harassment at work. Stonewall research shows one in eight trans employees (12%) have been physically attacked by a colleague or customer in the last year, and half of trans people (51%) have hidden their identity at work for fear of discrimination. The trade union movement is built on solidarity among workers in an explicit acknowledgement that we are stronger together. Bectu member Bee Godwin writes about being trans at work and how colleagues and employers can make workplaces more inclusive:
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I had just requested my third counselling referral of the year when my GP asked if I knew the root cause of my depression. I was stunned. Depression has a cause? I always thought it was just something you had, like asthma or flat feet. That led to a conversation about gender and my sense of self that I’d been avoiding for decades. And that prompted a career change. Going back to university wasn’t just a question of learning new skills; I had to learn to be a new person. And that new person had to be able to get a job.
Working within a trans-inclusive culture is something I will never take for granted. When I landed my first tech job, I still used my birth name and wore my old identity. My department was full of very masculine dudes, and as it turned out, I didn’t need to be out of the closet for my new colleagues to guess that I wasn’t ‘one of the guys’. I ate lunch alone every day for six miserable months. Finally, I scraped together the last of my courage, turned up to my next interview as myself, and got hired. I was a vibrating knot of anxiety on the first Monday, beginning to relax by Tuesday, and by Friday I was surrounded by new friends and unable to stop smiling. That was two years ago, and I’ve grown a lot since then. It turns out that’s what happens to human beings when they get their needs met!
How to build trans-inclusive workplaces
Inclusive workplaces happen on purpose. There are basic steps organisations can take toward trans inclusion.
Providing (private) alternatives to single-sexed spaces supports non-binary colleagues, and gives everyone greater choice about who, if anyone, they share a bathroom with. HR should have procedures to update name, title, email, and other records, and these should accommodate non-binary identities. Workplaces should adopt a working definition of transphobia and be clear that they don’t allow it in the workplace.
If you’re hosting a person who is medically transitioning, support them by offering time flexibility when they need it. Finally, if you have trans colleagues who can look over this stuff, they absolutely should – and that goes double for any content you’re making about trans people.
Working toward a kinder world for all
It’s easy to get the day-to-day personal stuff right if your organisation takes care of the big shapes, since then colleagues just need to add a dash of kindness and goodwill to the mix. It can take a bit of practise to get pronouns and names right, especially if they are new, but slip-ups are rarely a problem – just apologise and move on. And remember, your trans colleague treasures your allyship, but is not a learning resource – ask Google first. They’re not a community representative either. No trans colleagues? Consider that maybe you do, and they might need a safe place to come out!
Trans people may have spent much of recent history at the margins, but we have always been part of society, and we want to contribute. Gender reassignment is protected under UK equality law, but that doesn’t stop it from being ‘fair game’ to some sections of the media and political class. Equality before the law does not always add up to acceptance – as many as one in three employers won’t consider a trans hire. All this is challenging, but if as an employer you create an environment where your trans hires can thrive, you’ll have some very loyal people – and you’ll be working toward a kinder world.
Being a good trans ally at work
It’s important all working people, union members and trade union representatives are trans allies.
Being an ally isn’t difficult, but many members have told us they aren’t sure how to be a good trans ally. Here are five tips to get started:
- Always listen to trans people.
- Remember that being a good trans ally means educating yourself first.
- Challenge transphobia, discrimination and lack of opportunity wherever you see it.
- Call out lack of representation.
- Make sure your workplace policies support trans colleagues and union members.