The annual event known as Transgender Day of Remembrance ( TDoR ) honors people who have perished as a result of anti-gay violence. Every year, November 20th is designated as the day to remember those who have died as a result of transphobia and to spread awareness of the transgender community’s continuing violence and discrimination.
When trans activist Gwendolyn Ann Smith organized a celebration in 1999 to commemorate Rita Hester’s death in 1998, TDoR was born. Since then, the incident has become a global time of remembrance that highlights the significant murder that transgender and gender non-conforming people experience.
Communities from all over the world come up on Transgender Day of Remembrance to keep vigils, memorials, and events to honor those who have passed away and to promote greater understanding, rights for the transgend neighborhood. It serves as a somber reminder of how crucial it is to fight against trans people’s discrimination, prejudice, and violence.
Important Transgender Workplace Barriers
Transgender and intersex people, he said in an interview with Andrew McCaskill, an LGBTQ+ LinkedIn job professional, “often regrettably face a number of hurdles in the workplace—from the interviewing process all the way through to day-to-day business interactions, workplace advancement, and salary with transgen women, in particular, earning about 60 cents on the dollar compared to cisgen and right colleagues.”
In fact, according to recent LinkedIn research, only 35 % of LGBTQ+ professionals feel secure bringing their best selves to work, and 75 % report actively changing their behavior to fit in with the dominant group at work. Individual identity experiences, in addition to firms ‘ talent retention and leadership development, can have negative effects on health, happiness, and productivity, according to McCaskill. These emotions may be made worse by the fact that anti-LGBT+ attitude, policy, and crime against the transgender community are at an all-time high. Some trans workers also sit at intersections with other forms of discrimination, making them even more vulnerable to harm at the workplace.
There is no way someone is doing their best work if they do not feel secure or must be a unique version of themselves to fit in. Low performance and decreased quality are the results of a lack of safety and belonging. The customer knowledge and the employee experience are closely related. Increasing incorporation benefits your business.
The Transgender Community depends on allies.
According to McCaskill,” colleagues may support trans professionals in the workplace by taking a walk if they hear an unacceptable opinion, educating themselves with inclusion and anti-bias training, and by reporting any discrimination they see to HR.”
The Human Rights Campaign’s second executive director, Vic Basile, emphasizes the need for education, stating that trans people are less likely to be transphobic the more they learn about them, or even better, the better they get to know them personally. Therefore, being outside is crucial in lowering obstacles. Policy prohibiting discrimination is also crucial. The Equality Act’s passing by Congress, as well as state and local regulations, did go a long way toward reducing employment barriers.
Education is essential for participation and for a deeper comprehension of transgender people. Many people unintentionally fear transgender coworkers due to a lack of understanding because the majority of people think they do n’t know anyone who is trans and because they frequently see negative images in the media and films that perpetuate false stereotypes.
In his interview, LGBTQ+ communications specialist Robert Conner added,” As businesses are using the last decades of 2023 to re-look at company-wide policies around diversity, equity, and addition, it is imperative that education and training are prioritized in 2024 in a way that emphasizes LGBTQ capital.” Training and education had not begin and end, nor should they just take place during Pride Month. Trans activists or professionals should be in charge of the training, emphasizing the skill of active listening as well as having respectful and inclusive discussions. This will make sure that the workplace culture is more equitable and well-understood, from junior staff to top leadership. The numerous obstacles that transgender employees encounter at work are reduced by a more diverse workplace culture.
Aspiring allies are open to learning from one another, listening to others, and letting their fears go with attention and an open mind. Allyship is frequently spreadable. Corporate culture is start to change to be more diverse as supporters create more ally. However, unique actions may bring about social change on their own; organizations must use their influence for good.
More Action Must Be Taken by Organizations to Help the Transgender Community
Businesses are expected to lead societal change, and citizens expect more from them. That entails constantly defending LGBTQ+ workers and their areas and fighting discrimination. Regardless of sexual orientation or gender identity, companies have a shared responsibility to develop organizations that are healthy, polite, equitable, and friendly for all people. McCaskill sees five major chances for companies to help the trans community more effectively:
- Family formation: Organizations you eliminate obstacles that prevent LGBTQ+ people from receiving these benefits by providing LGBTQ-inclusive family formation benefits that are equal to those provided to non-EQL+ employees, regardless of sex, sexual orientation, gender identity, or marital status.
- Familial leave: Regardless of biological or adoptive status, organizations should think about implementing an LGBTQ+ diverse paid family leave plan that allows paid day off to take care of domestic partners and their children.
- Organizations may provide written gender transition guidelines that document supportive policies and practices on issues related to a workplace female shift, including, at the very least, friendly room, dress code, and evidence advice.
- Social transition: Honoring social transition ( e .g., clothing, pronouns, and chosen name ) without requiring legal transition or medical transition is one effective way that businesses can ensure workplaces are inclusive for transgender employees. Employees are free to express themselves among coworkers as they see fit without having to discuss a phase of their transition that they are n’t prepared for.
- 90 % of Fortune 500 companies have employee resource groups ( ERGs ). A community that supports, educates, and embraces allies will benefit greatly from this opportunity to sign participation.
Employee Resource Groups ( ERGs ) and LGBTQ+- inclusive family formation, parental leave policies, gender transition guidelines, recognition of social transitions, and other five key opportunities for organizations to better support the transgender community offer actionable strategies for businesses to put positive changes into practice.
In our interview, Christian Nunes, president of the National Organization for Women ( NOW), stated that “employers must actively address workplace attitudes, awareness, and inclusion.” The ongoing lack of comprehension and acceptance presents a continual challenge. Transgender employees may experience rejection, abuse, or even work loss as a result of prejudice and misunderstandings. To promote a more diverse work environment for people, it is essential to remove these inherent obstacles.
It is obvious that establishing a secure, courteous, and inclusive work requires an effort on the part of both individuals and organizations. Companies can lead to a more equitable and inviting atmosphere for all workers, regardless of their sexual orientation or gender identity, by addressing these issues and putting supportive policies in place.
