Transgender Day of Visibility: How to be an Ally in the Workplace and in Life
By Lindsay Bissett
“Each and every one of us has the capacity to be an oppressor. I want to encourage each and every one of us to interrogate how we might be an oppressor, and how we might be able to become liberators for ourselves and for each other.” – Laverne Cox
What is Transgender Day of Visibility?
International Transgender Day of Visibility is an annual event occurring on March 31st, dedicated to celebrating Transgender people and raising awareness of discrimination faced by Transgender people worldwide, as well as a celebration of their contributions to society. -Wikipedia
Start at the start.
How can you find out if your organization is aware of the common (often hidden), challenges that Transgender people face? Trans Focus Consulting has a great Transgender Inclusion Survey to get started. They also offer many valuable services.
Why is allyship needed?
Unwanted behaviours in the workplace are experienced by Transgender people at startlingly high rates. Specifics can be found here and here via Statistics Canada. Transgender folks are also more likely to report poor or fair mental health and suicidal thoughts than non-transgender Canadians.
With the excessive amount of harassment towards the Transgender community, allyship is critical in creating safe, inclusive workplaces where everyone can thrive. There are not only perpetrators of harassment, but also silent bystanders. We need, both as individuals and organizations, to assure workplaces are safe for every single person, specifically those most in need of support. If you see something, say something.
Psychologically safe, happy, and engaged employees are productive employees!
How can you be an ally?
Use correct pronouns. Everyone deserves to be communicated to appropriately. A good practice is to introduce yourself using your pronouns. For example, “My name is Lindsay, and my pronouns are she/her/hers.” Lead by example and create a welcoming, safe environment. People around you are likely to follow suit.
Enter each interaction with good intentions. If you make a mistake, correct it without making a scene.
Don’t ask people inappropriate questions. Let’s get a little more specific, don’t ask people about their genitals. It feels silly to have to say this, but folks from the Trans community unfortunately still experience these questions.
Inclusive attraction and retention practices.
Get Support: Leda HR can help! Leda HR is committed to helping create equitable, diverse, and inclusive organizations where valued employees are engaged and doing their best work. We have worked with clients at all stages of their diversity journey, and if we aren’t subject matter experts in a certain area, we will refer to someone who is.
Attraction:
Where are you sourcing candidates?
Can you collaborate with community groups to generate more Trans applicants?
Do you use inclusive language on your job postings/applications
Retention:
When someone joins, how are you assuring they feel welcomed to the workplace?
How prepared are your staff to welcome a Trans coworker? From onboarding to day-to-day interactions.
If a Trans employee faces discrimination or harassment in the workplace, how can they report it? How will it be handled?
Is your benefits plans Trans inclusive?
Are your pronouns included in your business email signatures?
At the beginning and end of the day, if you take one thing from this blog, don’t be a jerk. It’s as simple as that really. Start with being kind, being curious, and maybe being a friend. Build from there.
About Lindsay Bissett:
By day Lindsay is a Wellness and Disability Management Consultant, with a flair for social media and mental health advocacy. By night she is a mother of two, green smoothie aficionado, podcast listener, and active glamper.
Follow Lindsay on social media!
Lindsay Bissett (@LindsayBissett) / Twitter