Recent data reveals that 17 out of 50 states still maintain laws and policies that discriminate against transgender and gender non-conforming (TGNC) individuals at work despite the Supreme Court’s decision to extend federal protections to LGBTQ+ employees in 2020, along with the Equality Act passed by the House of Representatives in 2021.
TC’s Melanie Brewster, Professor of Counseling Psychology, whose research focuses on mental correlates of minority anxiety for marginalized groups in the United States, says, “Now more than ever, TGNC workers need help from their companies to ensure that they feel supported and healthy.
Now, TGNC individuals are faced with several work problems impacting their well-being and job trajectories. Companies must work to create a more welcoming and secure workplace atmosphere by understanding and addressing these activities.
“Explicit, racial workplace policies are important, especially when we look at TGNC career happiness or mental health benefits,” adds TC’s Brandon Velez, Associate Professor of Counseling Psychology. “Sometimes, businesses may go above and beyond to assure everyone feels comfortable.”
Melanie Brewster, Professor of Counseling Psychology (left) and Brandon Velez, Associate Professor of Counseling Psychology (right).What Information We Need
Therefore, how does work environment influence TGNC encounters specifically? More than 27,715 trans people in all 50 states were surveyed by the United States Transgender Survey (USTS), and 70 percent of the sample had previously applied for or held a job. Out of the members, 27 percent of them received no pay, no campaign, or also were fired because of their gender identity. Yet further, 15 percent of all respondents reported being verbally harassed, actually attacked, or sexually assaulted at work because of their female personality.
It’s truly difficult if you feel like you have to change or conceal something in your identity, says Brewster, because we spend all of our waking hours working as adults. “Many trans folks, particularly transgender women, mouth safety concerns, too. These items are likely to affect work performance.”
Even simple things like changing one’s legal title or seeking a gender-neutral room can be difficult. Employers may require the use of the legal name and sex at birth on company documents and other forms of communication, Velez says, noting that these practices are demeaning and even increase the risk of an employee being bullied. TGNC employees and their employers are at odds with one another in terms of gender roles.”
Brewster shares similar findings with similar sentiments and argues that cisgender colleagues are having trouble getting requests for name and pronoun changes from TGNC coworkers. When interacting with their TGNC colleagues, cannabis employees may be confused or feel awkward. Animatures or tensions that occupy gender-specific spaces (e.g., bathrooms) are likely to emerge, making it difficult to feel safe at work.”
Why It Matters
With so many challenges to overcome and a challenging legal environment, Brewster says it is understandable that some people may hesitate to openly identify as TGNC or engage in gender-affirming practices while employed. According to the data from a national study by Brad Sears, 58% of TGNC employees attempted to conceal their gender identity while at work, according to her co-authored study.”
These upsetting circumstances frequently result in worse consequences and worsening physical and mental health outcomes. According to Velez’ research, TGNC individuals are more likely to experience mental health issues like post-traumatic stress disorder (PTSD), depression, and even suicide. According to Velez, “consistent evidence suggests that trans people are more vulnerable to mental, physical, and behavioral health issues because of their ongoing systemic and interpersonal discrimination and harassment.” People believe they have to choose between being their most authentic selves and remaining safe.”
“If a person is at a job and they’re just beginning their transition journey, it’s likely to be noticed by the people around them, and if it’s not received well, that’s a problem,” shares Brewster. “TGNC employees are faced with a sense of self-surveillance and self-scrutiny that, in turn, does cause severe cognitive distress.”
(Photo: iStock)
Support is Crucial
Although there is still work to be done, the Corporate Equality Index (CEI) data for 2023 indicates that many employers are already making steps in the right direction. More companies scored a 90 or higher on the survey than ever before, according to the report, which measures corporate social responsibility, as evidence of their corporate commitment to inclusion. This might include offering more corporate training on inclusive, safe environments or inviting outside consultants to speak with employees about a healthy workplace climate.
It is crucial to comprehend that TGNC employees frequently feel burdened by constantly informing those around them about their identities. Not everyone will have the same educational backgrounds or access to diverse identity information, but TGNC employees shouldn’t be teaching them.”
In promoting awareness and affirmative environments, communities play an equal role. Velez says community advocacy for TGNC employees can range from writing op-eds for psychology publications to speaking with journalists about research as we’re conducting today… possibly even getting involved in town halls. All of these things can contribute to fostering a more gender- and affirmative workplace climate.”
Brewster notes that amidst current challenges like debates around sports, gender-neutral bathrooms, and more, support is everything. Having people check in on them is one of the things I’ve seen TGNC people appreciate the most, she says. The most crucial thing we can do as allies is offer our support to those in need of it most.”
