cent of transgender people have experienced a form of transphobia
in their everyday lives, ranging from being perceived as “abnormal”
to being physically threatened or harmed.
Although gender inclusivity has come a long way over the years,
there’s still a lot of work to do. Every employee has the right to
feel safe and included in their workplace culture, regardless of
their race, gender-identity or sexual preference. Employers need to
make gender inclusivity a priority in order to create a better envi-ronment
and ensure that all forms of gender-biased harassment
are strictly prohibited.
WHAT CAN BE DONE TO PROMOTE GENDER
INCLUSIVITY IN WORKPLACE CULTURE?
Gender equality has become more than just a question of equal
pay. The entire gender spectrum has been called into question, as
well as the apparent lack of opportunities to prospective employ-ees
due to gender bias. This has given employers a lot to think
about in terms of changing company policy, including hiring pro-cedures,
as well as creating an inclusive work environment.
As with most major workplace changes, the correction of gen-der
imbalance needs to come from company leaders and HR
managers. Employers must be committed to inclusivity through
facilitating change by allowing all employees, regardless of gender
identity, to feel as though their voices are heard.
These are some things that can be done in the workplace to cre-ate
a stronger, more inclusive environment.
ALLOW EVERYONE THE OPPORTUNITY TO SPEAK
It’s important that every single member of the team feels as though
their experiences are valued. The inclusion of diversity through
these experiences is not only what makes a team environment
safer, it also makes it thrive. By ensuring that each employee has
their physical and emotional needs met, a culture of inclusivity is
established, providing an atmosphere that employees of all gen-ders
can feel comfortable taking part in.
FACILITATE FORUMS TO PROMOTE
Some of your employees may have questions about gender
diversity and what they can do to be more inclusive. Healthy dis-cussions
are a key aspect of not only educating employees, but
also creating a space where everyone feels safe sharing any exist-ing
issues in the workplace, as well as any possible solutions.
Scheduling meetings with all employees, while being mindful of
the comfort level of all gender groups, is essential to establishing an
In order to take the healthy conversation further, the establish-ment
of a healthy workplace committee is essential. This committee
would be charged with overseeing any matters surrounding gender
identity discussions and be tasked with constructing workplace
initiatives to increase awareness of gender diversity.
BE MINDFUL OF EXISTING GENDER DIVERSITY
If a team has a gender imbalance in any regard, whether it be on a
particular project or in the company as a whole, it’s an indication
that something needs to be changed. Making an effort to open up
new positions to trans or non-binary persons through an imple-mented
diversity policy will not only enhance company diversity, it
will also create a stronger work culture.
HAVE A GENDER-NEUTRAL WASHROOM AVAILABLE
Having a gender-neutral washroom is crucial for the comfort of
employees who do not subscribe to any form of gender identifica-tion.
This offers a solution for anyone who is not comfortable with
the “male” or “female” labels that are typically enforced in public
restrooms, and helps all employees feel safer expressing their own
sense of gender identity.
PROVIDE EDUCATIONAL SEMINARS TO
STAFF AND MANAGEMENT
As the gender spectrum opens up for deeper discussion, there will
be a need for continuing education for all members of the team.
EVERY EMPLOYEE HAS
THE RIGHT TO FEEL SAFE
AND INCLUDED IN THEIR
REGARDLESS OF THEIR
OR SEXUAL PREFERENCE.
32 ❚ DECEMBER 2018 ❚ HR PROFESSIONAL