The importance of celebrating diversity and developing a culture of inclusion and belonging in the workplace.
‘Did you see that thing earlier’, said Dominic.
‘Yes’, said Jean, ‘It was in our toilets earlier and you should have seen the mess it made in there’.
‘It’s disgusting’ said Barry, ‘who does he think he is kidding, no one is going to fancy him, he looks ridiculous’.
'Clearly there was no concept of being a transgender-inclusive workplace!'
Those are real statements said around a boardroom table, made in my presence, before I was open about my own Transgender Identity. They were openly talking about another transgender woman from a different department in a workplace environment. Clearly there was no concept of being a transgender-inclusive workplace!
Months later, I was at a dinner with some male business associates, the night before a mini-conference. The conversation, and dare I say the banter, was flowing along with the wine and G&T’s. I was sat there, hiding my transgender identity and listening into conversations. I overheard one of the men mention ‘porn’, and then jokingly referred to an offensive slang term ‘chicks with ..…’ – well you can fill the blanks in for yourself.
The first time this joke didn’t land. I could tell that he was going to have another go, and sure enough he belted out ‘chicks with ..…’ once more – but again it failed to grab anyone’s attention.
Knowing the person well, I knew he wasn’t going to let it rest, and in a louder and more commanding voice, he landed it to full effect. The room stopped. Everyone looked at him and I was ready; I simply said: ‘You do realise I am trans, don’t you? And that is extremely offensive.’
That incident occurred in the final weeks before my eventual transition. I haven’t seen the guys since, but to be fair, once it was out there, we spent a good hour talking it over and I was persuaded to come to the conference as me, as Joanne, where I was warmly embraced for who I am.
Think about anti-harassment and anti-discrimination awareness
Both of these situations occurred three or four years ago, in around 2016. The world has moved on in that time, some may say for the better, some might say the worse. With the heightened awareness in the UK of trans identities through the discussion that accompanied the Gender Recognition Act 2004 reforms, trans people have been thrust into the limelight and are at the receiving end of online abuse as well as in the popular printed press. Trans people are being set up. We are described as a threat to women, and female-only spaces, are even being accused of corrupting children and damaging them forever through a ‘transgender trend’ that has supposedly erupted. I have received comments on Twitter and on my Facebook profile attacking me personally without any provocation.
'The world has moved on in that time, some may say for the better, some might say the worse...Trans people are being set up.'
Why is it still socially acceptable in 2020 to be able to target trans individuals this way? As a minority group, suicide rates are way above average, our access to employment is restricted, our families often disown or reject us, and this is still ok in society today. Seriously?
Diversity and Inclusion is about everyone, not just the few
What can businesses do to make their organisation become transgender-inclusive and make being transgender in the workplace less of a ‘burden’, a place where we feel safe enough to gender transition and bring our whole selves to work?
Firstly, businesses should understand that as their culture and values evolve, they cannot be a little bit inclusive - they can’t pick and choose who is worthy of their support and protection. Diversity and Inclusion should be seen as a business imperative and not a ‘nice to have’.
Organisations should recognise that workplace banter and humour is often at someone’s expense. Anti-discrimination measures need to be put in place to help the few, but these will also benefit the many in terms of all minority representations.
Everyone has the right to feel safe in their workplace environment; there is no place for people suffering poor mental health as a result of discrimination or micro-aggression's (aka banter) from their work colleagues.
'Everyone has the right to feel safe in their workplace environment'
Human Resources is a great place to start with ensuring there is transgender inclusion in the workplace. This can be done through briefings, ‘lunch and learn’ sessions, Human Libraries and other educational sessions. These will help people understand the spectrum of gender diversity and gender identities, including individuals who are non-binary, genderfluid or genderqueer – not only trans women and trans men.
Do you know the difference between Gender Expression and Gender Identity?
When I travel the world to tell my story, most people want to do the right thing, be supportive and embrace trans people in all of their identities. What I have also learnt is that there is still a lack of knowledge, a fear of saying the wrong thing or upsetting someone, so that often leads to nervousness or disengaging, which often feels to me like rejection.
People are still unsure of the difference between gender expression and gender identity – how we dress and express ourselves to the world, versus our inner sense of self and who we are, and which gender tribe we belong to. There are, of course, those who completely reject the notion of gender: they reject the social construct, step out of that box and declare their non-binary status, and use their own personal pronouns and titles.
Organisations should be judged on the way they treat their most vulnerable employees. On how people’s gender diversity, expression and identities are celebrated and allowed to thrive, without fear of discrimination in terms of opportunity, pay, or promotion. This isn’t about paying lip-service, pinkwashing, and chucking cash at a Pride Float once a year. Looking at your health care policies and making sure they are transgender-inclusive is an essential – getting treatment on the NHS is a lengthy and complex process fraught with challenges for most trans individuals.
'This isn’t about paying lip-service, pinkwashing, and chucking cash at a Pride Float once a year'
Having reached the hefty age of 55, it still surprises me how often I am asked my opinion on toilets; at this stage in my career, l have become a toilet consultant. I am asked for my views on gender-neutral facilities and what organisations can do. It really is simple: have toilets, forget the ‘gender neutral’ label. We don’t question our W.C. at home, our restrooms in hotel rooms, the facilities on trains and planes, so why is it such a big deal in the office and work environments? Let’s just get on with our business, wash our hands and move swiftly on. This is really basic stuff when it comes to transgender-inclusiveness in the workplace.
Human Resources are a great place to start with transgender inclusion initiatives
Great organisations develop staff networks to support LGBTQ+ people, together with effective and supportive ally programmes (not just dishing out lanyards willy nilly). This involves talking to people about their lived experience, their identity and their pronouns, their name and how they wished to be addressed. Putting in place a culture where someone’s gender transition is a positive experience, not an ‘OMG panic’ moment, is a basic way you can be trans-inclusive.
'You can be the one who makes a difference to ensure that your workplace is transgender-inclusive'
The work environment needs to be a safe space for all, including transgender people
I left my organisation rather than face the people who made those comments in my presence not knowing who I was. If where you work hasn’t embraced this, then why not go into the office and ask ‘what can I do to help?’ and you can be the one who makes a difference to ensure that your workplace is transgender-inclusive – you probably already employ and work with transgender people or people who have a trans person in their circles of friends or family, maybe you just don’t know it!
Article Written by Joanne Lockwood FRSA
(She/Her)