LGBT rights

Creating a Trans-Inclusive Workplace

How to make transgender employees feel valued at work

by

and

Jennica R. Webster

by

and

Jennica R. Webster

From the Magazine (March–April 2020) · Long read

Kirsten Ulve

Summary.

Trans people often experience stigma and discrimination, hostility from others, and pressure to “manage” their identities in social settings, including the workplace. These experiences can set in motion a host of psychological responses that have devastating consequences for trans individuals’ job satisfaction, turnover intentions, and emotional well-being.

Despite growing public awareness of the struggles that trans individuals often face, many employers remain ill-equipped to create policies and workplace cultures that support their trans employees. Fortunately, a growing body of research suggests how they can more effectively attract, retain, and promote the health and success of these workers. Interviews with and surveys of more than 1,000 trans people over the past six years reveal four key areas of intervention that can cultivate a more trans-inclusive workplace: (1) basic signs of trans inclusivity involving bathroom use, dress codes, and pronouns; (2) effective support for gender transitions; (3) trans-specific diversity trainings; and (4) interventions to build resiliency.

Idea in Brief

The Problem

Trans people often experience stigma and discrimination, hostility, and pressure to “manage” their identities in social settings, including the workplace.

Why It Occurs

Despite a growing global awareness of these struggles, many employers remain ill-equipped to develop policies and workplace cultures that support trans employees.

What to Do

Research and interviews or surveys of more than 1,000 trans people suggest four things companies can do: adopt basic practices of trans inclusivity involving bathroom use, dress codes, and pronouns; support gender transitions; develop trans-specific diversity trainings; and utilize resiliency interventions.

For most of us, work is stressful in and of itself. Imagine carrying the added emotional weight of having to deny and suppress one of the most fundamental aspects of who you are—your gender identity—because it doesn’t conform with society’s norms regarding gender expression. And imagine how it would feel if you revealed your authentic self to those you work with and see every day, only to have them reject, ostracize, or ignore you as a result. (Maybe you do not have to imagine at all.)

A version of this article appeared in the March–April 2020 issue of Harvard Business Review.

CT

Christian N. Thoroughgood, Ph.D., is an Assistant Professor of Psychology in the Department of Psychological and Brain Sciences and Graduate Programs in Human Resource Development at Villanova University. He holds a Ph.D. in Industrial/Organizational Psychology from the Pennsylvania State University.
KS

Katina Sawyer is an Associate Professor of Management and Organizations in the Eller College of Management at the University of Arizona. She received a dual-PhD from the Pennsylvania State University. Her research focuses on diversity, equity, and inclusion in organizations, as well as positive organizational phenomena.
JW

Jennica R. Webster is a codirector of the Institute for Women’s Leadership and an associate professor of management at Marquette University.

Creating a Trans-Inclusive Workplace

Idea in Brief

The Problem

Why It Occurs

What to Do

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