Certain shifts in the workplace could bolster transgender inclusivity, such as more inclusive healthcare coverage, more training for cisgender employees and more employee resource groups for trans and LGBTQ+ workers, according to a June poll by Monster. But a significant disconnect persists in perception over what is needed at work.
In the survey, 19% of workers identified as transgender or gender non-conforming, and among those, 59% said they’ve felt discriminated against or treated differently at work.
However, across all workers, more than 7 in 10 said they haven’t received any training or education around transgender awareness and inclusivity in the workplace during the past year. In addition, nearly 8 in 10 workers said they don’t have or aren’t aware of any LGBTQ+ employee resource groups or equivalent support groups at their workplace.
Overall, though, “trans identifying or gender non-conforming workers and cisgender workers have a clear disconnect when it comes to identifying areas within the workplace that have room to improve regarding transgender rights and inclusivity,” Monster wrote.
For instance, while 68% of trans and gender non-conforming workers said more policies should be put into place to support trans workers, only 17% of cisgender workers agreed. On the other hand, 57% of cisgender workers said there’s no room for improvement, which was selected by only 10% of trans and gender non-conforming workers.
Similarly, the vast majority of trans and gender non-conforming workers supported practices such as more inclusive healthcare coverage, more training and education for cisgender workers, and more resource and support groups for trans and LGBTQ+ workers. In all of these areas, less than a quarter of cisgender workers agreed.
Beyond that, about two-fifths of trans and gender non-conforming workers supported certain improvements specifically for trans workers, including more promotions and more upskilling opportunities. Less than 10% of cisgender workers agreed.
A lack of LGBTQ+ support may drive talent away, including about a third of LGBTQ+ workers and 50% of trans workers, according to an Indeed report. About a third of queer employees also said they’re reluctant to apply for work in states with limited or declining legal protections for LGBTQ+ people.
Diversity, equity and inclusion efforts can build support for trans employees and even help mitigate prejudice from some co-workers, according to researchers at the University of Bath. Building a strong culture of diversity and inclusion, paired with anti-discrimination policies and actions, prompted non-trans workers to be more willing to learn about allyship.
Trans inclusion matters in health benefits and total rewards as well, according to panelists at a 2023 Business Group on Health session. Companies can incorporate benefits with an LGBTQ+ focus and make the offerings clear in company benefits portals and pamphlets, as well as during open enrollment periods, the hiring process and onboarding.
