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EmailAs you work to become a more trans-inclusive workplace, it’s important to consider how trans employees are supported at each stage of their journey at your organisation.
From the recruitment process to new employee induction and beyond, employers have the power to break down barriers at every stage of a trans employee's journey.
Half of trans people have hidden their identity at work for fear of discrimination. Some trans staff may feel at risk of feeling isolated from other colleagues or concerned that their career progression may be affected.
By understanding and overcoming these barriers, you will help trans staff thrive in the workplace. Small changes at each of these stages can add up to create lasting change at your organisation.
Attraction and recruitment
Before applying for a job, trans people will want to know that your workplace is a safe and inclusive environment for them.
An applicant may research what your company values are before applying for a role. Check your website or your social media to see if you have spoken about your commitment to trans inclusion.
You can embed this messaging into job postings themselves. For example, when explaining employee benefits, you may want to discuss your LGBTQ+ network group and the support they can offer to LGBTQ+ staff. If you don’t currently have an LGBTQ+ network group, you can learn more about creating one by reading our free resource ‘Setting up an LGBT Employee Network Group’.
For further support in recruiting LGBTQ+ talent, consider utilising LGBTQ+ specific recruitment sites. These job boards are designed to advertise employers focused on internal LGBTQ+ inclusion to LGBTQ+ applicants.
You can learn more about Stonewall’s Proud Employers job board.
Recruitment expos, seminars and other events can provide further opportunities to run or engage with LGBTQ+ or trans specific recruitment initiatives. Consider having a presence at these recruitment events and communicating the work you are doing to improve trans inclusion within your workplace. Some applicants for job roles may apply through word of mouth, and a company presence representing your values can be a great way to encourage trans people to apply.
Employee induction and training
Employee induction is an important opportunity to let new employees know about your trans inclusion work. One in four trans employees say that they were encouraged to hide or disguise that they are LGBTQ+ by a work colleague. Training at induction and beyond can help prevent this happening. It can also reassure trans employees that they are welcomed within your workplace and are free to be themselves.
When inducting new employees, consider the onboarding materials they will be provided with. Specific content on trans inclusion, for example in your code of conduct or equalities policies, helps set clear expectations for cis employees. Having this written down also shows trans employees that trans inclusion is part of who you are as an organisation. You could also consider the content of equality and diversity training for new employees. The training might mention LGBTQ+ identities, but it can be helpful to discuss trans inclusion specifically. Try talking about how colleagues can be better allies to trans people, or what transphobic behaviour may look like.
The most inclusive employers go beyond this by building wider training plans that empower individuals to step up as proactive trans allies in their day-to-day work.
Employee communications and awareness raising
Regular communications about trans inclusion can be beneficial in raising awareness of issues affecting the trans community. By talking about issues than affect trans employees, you can help shift your workplace culture towards greater understanding and allyship. These messages can also help trans staff feel welcome and included in your workplace.
Consider holding an awareness raising campaign on trans inclusion, such as a series of internal blogs on challenges trans employees may face in the workplace. This could also be run through online or in-person events.
Messages from senior leaders can be particularly impactful, as they help raise the profile and importance of trans inclusion to all employees. If your senior leaders are engaged with your LGBTQ+ network group, encourage them to speak out about how they role model trans allyship.
You could also ask staff to share their stories of trans allyship. This can encourage others to do the same and help embed trans inclusion in your workplace culture. Some out trans staff may feel comfortable sharing their stories as well, but this shouldn’t be expected of all. It can feel daunting at first to share your story, but many talk of how empowering it can be.
When raising awareness, you may wish to focus on specific awareness days/events, such as IDAHOBIT (International Day Against Homophobia, Biphobia and Transphobia) or Trans Day of Visibility. Whilst some key dates celebrate the trans community, Trans Day of Remembrance is a solemn occasion. This day is held to commemorate trans lives that were lost to transphobic violence. Observation of this date, and broader trans inclusion work around this time, should be held respectfully and with consideration.
Key dates:
31 March: Trans Day of Visibility
17 May: International Day Against Homophobia, Biphobia & Transphobia (IDAHOBIT)
14 July: International Non-binary People’s Day
Third Wednesday of October: International Pronouns Day
13-19 November: Trans Awareness Week
20 December: Trans Day of Remembrance
Career development
Trans staff can face a variety of barriers in the workplace, such as feeling less able to be out in the workplace. They may feel concerned about being made to adhere to specific dress codes or using specific facilities. Previous workplaces may have been unsupportive, making future employment seem similarly unwelcoming. This could negatively impact confidence in applying for internal promotions or learning and development opportunities.
Consider encouraging career progression for trans employees through workplace programmes. This might include equality and diversity programmes that offer targeted career training, development, or progression opportunities. Many organisations already implement these programmes for marginalised and underrepresented groups in their workforce. Consider expanding these programmes to recruit trans applicants.
During appraisals, you might want to consider recognising participation in LGBTQ+ network group activity as part of employee development. This work can often be done in addition to an employee’s regular workload and is not always recognised. You can acknowledge the skill set involved in helping to organise events, speak publicly, and helping raise awareness. If your organisation offers reward and recognition incentives, consider including work facilitated around trans inclusion.
Exit interviews
When an employee moves on from your employment, it can be useful to learn about their experiences. Exit interviews allow staff to talk about what they enjoyed most about their time at your workplace, as well as any issues they may have faced.
Employers can ask questions about equality and diversity in the workplace. The former employee could share if there were any incidents or positive moments they would like to discuss. Consider how this information will be communicated to HR, and if any actions may need to be taken.
Checking in with employees who are leaving your organisation can help contribute to the continuing development of your trans inclusion work. You may receive more open and constructive feedback at this stage, which will be beneficial long-term for your trans staff.
As your organisation grows, we hope that your employees gain further understanding of your commitment to trans inclusion. If you would like to learn more about trans inclusion throughout the employee journey, Diversity Champions can access our Stonewall Employee Lifecycle resource or receive further guidance from their account manager.
