All lesbian, gay, bi, trans, queer, questioning and ace (LGBTQ+) people deserve to feel free to be themselves at work.
But there’s a long way to go to make sure that every trans person feels safe and can thrive at work. In the workplace, half of trans people (51 per cent) have hidden their identity for fear of discrimination.
It takes all staff to create an inclusive working environment, and senior leaders have a key role to play.
The importance of trans allies
Allyship is a powerful tool for creating this organisational and cultural change. Trans allies can help create a welcoming environment by being vocally supportive of trans inclusion in your workplace.
They can also help raise issues around transphobia, alleviating pressure from trans colleagues having to advocate for themselves alone. To make the most of allyship in your organisation, you need engagement from all levels, from colleagues, to middle management, to senior leaders.
A trans ally is someone who isn’t trans, and is actively supportive of trans inclusion. This includes LGBQ+ people who are not trans. There are many different reasons why allies are passionate about trans equality. Some may have family members and friends who are trans. Others may have no direct contact with the trans community, but still feel a commitment to inclusion and equality in the workplace.
Steps you can take to be an ally:
- You may wish to learn more about trans inclusion, but not have time to commit to regular meetings. Reach out to your LGBTQ+ network group, and request if you can attend meetings about trans inclusion on an ad-hoc basis. Attending a meeting will allow you to understand what immediate issues are affecting your trans employees, and how you can best support them.
- Your vocal support for trans inclusion will help raise the profile of issues affecting trans employees. It can help directly encourage the culture of your workplace, by setting an example of visible trans allyship.
- Consider influencing initiatives within your organisation that can benefit trans inclusion in your workplace. For example, by approving budgetary or employee time allocation for your LGBTQ+ network to use for trans inclusive events.
The importance of trans role models
To learn more about trans inclusion, it’s also important to hear from trans people themselves.
Trans role models are members of staff who openly identify as trans in the workplace. By sharing their stories, visible trans role models can show all trans employees that they can be themselves, thrive and pursue further success with confidence at work. Visibility can also encourage trans staff that are not out to feel less alone.
Steps you can take to be a role model:
- If you are a senior leader and trans, consider sharing your personal story with your organisation. Trans staff can be underrepresented at a senior level. This can be a positive opportunity to share experiences in your career, and how they led you to your current position. For example, what barriers you may have overcome, and why being a visible role model is important to you.
We are in a difficult climate for trans inclusion in the UK. It can be disheartening to see the challenges that trans people are still facing today. By engaging with trans inclusion, you can help cultivate a safe working environment for trans employees. Your organisation can work towards a culture where trans people to feel safe and free to be themselves.