policies & procedures
expectations involving appearance, names,
pronouns and medical leave, when an employee
begins to transition. The content of
these workgroup meetings will be determined
by the initial conversation the HR
team member conducts with transitioning
employees, outlining the following:
■■ The company’s policies addressing
discrimination in the workplace
■■ Indication of the company’s support
and commitment to confidentiality
■■ Identification of the management
personnel that may head the internal
support network for the transitioning
employee
■■ Communication and timing
preferences, such as how the employee
wishes to inform coworkers, clients and
others of his or her transition
■■ Name and pronoun preferences and
timing
■■ The internal resources available to
support the transitioning employee
■■ Time and leave policies surrounding
the transition
The workgroup sessions after this initial
conversation will not only minimize
workplace disruption and misunderstandings,
but will also make the transitioning
employee feel comfortable and valued. It’s
important to include external contacts,
such as clients or remote business partners,
who work with the transitioning
employee but may not be in daily contact
with him or her, in these meetings as well.
If coworkers raise negative concerns
about a transitioning employee, support
managers and HR professionals must
meet immediately one-on-one with the
employee to ensure that everyone feels
comfortable and valued.
The procedures and treatments associated
with the transitioning process often
necessitate time off from work. Existing
company leave and time off policies for
other medical procedures and treatments
also apply to these medical procedures and
treatments. Transitioning is a major lifechanging
event, and healthcare benefits
should also include mental health support.
The HR team must ensure that transgender
employees understand the extent
of their benefits, and confidentially discuss
transitioning timelines so that transitioning
and transgender employees feel
supported.
THE HR TEAM MUST ENSURE
THAT TRANSGENDER EMPLOYEES
UNDERSTAND THE EXTENT OF THEIR
BENEFITS, AND CONFIDENTIALLY
DISCUSS TRANSITIONING TIMELINES
SO THAT TRANSITIONING AND
TRANSGENDER EMPLOYEES
FEEL SUPPORTED.
TALENT MANAGEMENT AND
WORKPLACE CLIMATE
Apart from initiatives that target LGBT
employees specifically, establishing
policies and programs to improve the general
workplace climate in regard to LGBT
inclusivity is an important step for organizations.
Such programs could take the
form of diversity training, with specific
reference to LGBT issues. Incorporating
diversity objectives into management
performance goals allows companies to
consistently communicate its support to
its employees.
HR professionals can measure the effectiveness
of these efforts with frequent and
anonymous climate surveys distributed to
the entire workforce. In addition to these
surveys, it is also important for HR teams
to include self-identification in company
metrics in order to keep track of LGBT
employees so that they receive the necessary
support.
FROM POLICY TO PRACTICE
An LGBT-inclusive workplace is rooted
in HR policies that promote dialogue,
input and exchange so that every employee
feels valued as his or her authentic self.
From these policies blooms a company
culture where everyone feels confident
that they can bring their true identity to
work. n
Selisse Berry is founder and CEO of Out &
Equal Workplace Advocates, a nonprofit organization
dedicated to achieving lesbian,
gay, bisexual and transgender workplace
equality.
Over 30 years' experience in pensions,
benefits and compensation law
• HR/pension/benefit
governance
• Pension regulatory
matters
• Fiduciary duties
• Pension investment
• Pension issues in
collective bargaining
• Pension and benefit
plan design
• Taxation issues
• Litigation support
Helping employers across Canada solve complex
problems and manage legal, financial, fiduciary,
regulatory and reputational risks
416-846-6855 | www.newtonhrlaw.com | mnewton@newtonhrlaw.com
HRPATODAY.CA ❚ FEBRUARY 2016 ❚ 55