Giving Compass' Take:

• Nico Calvo Rosenstone, writing for Stanford Social Innovation Review, offers 10 actions for organizations to implement that will foster transgender inclusive workplaces. 

• How will these differences help non-transgender employees understand more about LGBTQ rights and limitations?   

• Read about how many LGBTQ staff work in foundations and nonprofits, but have not come out yet. 

Imagine spending your workday stressed out about which restroom facility to use and when, either because you fear harassment or because you just don’t feel comfortable in a bathroom that doesn’t match your gender identity or expression. This is the day-to-day reality for many transgender and gender-nonconforming people, who often run into unnecessary barriers that make their jobs harder than they need to be.

According to the Williams Institute, an estimated 1.4 million adults identify as transgender in the United States. Thanks to the dedicated work of LGBTQ trailblazers and advocates, employers across the United States have grown increasingly aware of the importance of creating welcoming organizations for LGBTQ people and their families.

When it comes to trans employees or any other marginalized group, true inclusion is not just about creating a more diverse workplace; it’s also about making sure organizations are treating all employees equitably when it comes to opportunities, benefits, and people’s everyday experiences when they go to work.

Here are 10 actions organizations can take to create more equitable and welcoming work environments for trans and gender-nonconforming employees.

  1. Get Proactive on Pronouns
  2. Do a Policy Check
  3.  Plan for Transitions Before They Happen
  4. Educate All Staff
  5. Advocate for a Gender-Neutral Bathroom
  6. Make Health-Care Benefits More Inclusive
  7. Rethink Recruitment and Hiring
  8. Invest in Trans Leadership
  9. Support Trans-Led Organizations
  10.  Educate Yourself

Read the full article about transgender inclusive workplaces by Nico Calvo Rosenstone  at Stanford Social Innovation Review