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21 November 2022 | by Becky Turner
Whilst there are plenty of uplifting stories of acceptance, it’s evident how the struggle of living one’s authentic self in the workplace persists. In fact, McKinsey (2022) reported how more than half of transgender employees feel obliged to supress their authentic gender identity at work, in stead presenting as their gender assigned at birth in order to feel safe at work. This dissonance between gender identity and expression at work takes a huge psychological toll on the person.
Whilst transgender identity is a protected characteristic under the Equality Act 2010, it remains that 63-73% of trans people reported transphobia whilst seeking employment (TransActual, 2021) and transgender adults are twice as likely as cisgender adults to be unemployed (McKinsey, 2022).
At Claremont, we acknowledge our responsibility to create inclusive, equitable, and supportive workplace environments for all employees. With obstacles to overcome in everyday life, the workplace should offer a psychologically safe space for its people to perform at their best, without fear of discrimination, abuse, or micro-aggressions.
Alongside clear policies and awareness training, here are a few points to be mindful of when establishing a trans-inclusive workplace:
Whilst the experience of transgender individuals can be lonely and alienating, creating a safe and inclusive culture and workplace is only going to be beneficial to supporting the overall health and wellbeing of colleagues, increasing loyalty and performance as well as attracting and retaining talented people with a wealth of diverse experiences.
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