Gender transition can be a challenging and emotional process for employees. To make the transition as smooth as possible, managers are responsible for providing support and understanding.
Create a safe and inclusive work environment where everyone feels valued and respected. Here are some ways managers can support employees during their gender-transitioning process:
1. Educate yourself: When a person’s gender identity doesn’t match the sex they were assigned at birth, it’s categorized as transgender. To help you better understand what your employee is going through, educate yourself by finding resources online or consulting with experts in the field.
2. Use the correct name and pronouns: This is one of the simplest and most powerful ways to support a transgender employee. Using the name they prefer in daily interactions shows that you respect and acknowledge their gender identity. Need help determining their pronouns? Ask “What are your pronouns?” and not “What are your preferred pronouns?” Ask the employee if they want their name, title and gender updated in workplace records.
3. Provide resources and accommodations: Depending on the individual needs of your employee, you may need to provide resources or accommodations to support their gender transition. This could include access to gender-neutral restrooms, flexible scheduling for medical appointments or a confidential process for updating their personnel records. In positions where there are different uniforms for different genders, provide the employee options for their clothing preferences.
4. Informing colleagues: Have a private conversation with the employee to ask how they would like to inform other colleagues. The person transitioning may want to do this for themselves at an appropriate pace, or they may ask for a formal meeting or memo. Whichever option is chosen, provide that person control over what and when people are told, and the language used to explain their transition. You may contact your Human Resources department to ensure you follow confidentiality, data protection and disclosure protocols.
5. Be respectful and empathetic: Gender transition is a deeply personal and emotional process. They may feel joyous, optimistic, excited, nervous, anxious or vulnerable. Listen to the employee’s concerns and feelings and be open to their needs and requests. Do not make assumptions or judgments based on gender identity. Before asking any questions, consider whether you would ask anyone else on your team a similar question about their bodies or medical decisions.
6. Address discrimination or harassment: It is vital to address any issues as soon as they arise. Managers should have a clear policy in place to protect employees from discrimination and harassment based on gender identity and should be proactive in addressing any incidents that occur.
Note that when someone on your team wants to tell you they’re transitioning, they’re likely to use subtle comments such as, “I’d like to use a new name.” Thank them for sharing, be an ally and allow them to put trust in you. Your employee wants to feel safe, valued and respected as a member of your team so they can fulfill their professional potential.
