Introduction
In public spaces, especially the workplace, transgender people frequently encounter stigma and discrimination. They often face hostility from others and are pressured to ‘manage’ their gender identities. Such events can trigger a wide range of psychological reactions that can have disastrous effects on a transgender person’s emotional health, level of job satisfaction, and probability to remain with a company. Therefore, it is significant that employers and companies build trans-inclusive workplaces for their transgender employees.
The primary reason for addressing this issue is that it is morally appropriate to do so. Every person who is contributing to the success of the company should never have to fear going to work every day.
Businesses can lose a lot by not implementing trans-specific policies and procedures, such as through a decrease in turnover, less participation and productivity, and even legal action. The company’s reputation is harmed by discriminatory behavior in general. Employers cannot keep ignoring a large demographic that faces structural hurdles to employment, success at work, and career advancement.
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Where do the roots of stigma lie?
People are socialized to understand and act according to their gender identity. From a very young age, we have learned gender-specific behavior. We are encouraged to showcase stereotypical behavior specific to our gender identity. Whenever a person displays any behavior that does not align with society’s norms, they are discouraged to act that way.
This begins as soon as we start associating the color pink with feminine and blue with the masculine. These ‘gender norms’ result in the most basic framework through which a person defines themselves. They are difficult to change because of how widely spread and deeply rooted they are.
However, it is unfortunate that such expectations discriminate against transgender people, especially at work. In an investigation by the Harvard Business Review, a survey of 105 transgender employees revealed that 47% of the participants faced some sort of discrimination daily at their workplaces. This included transphobic comments, being pressurized to conform to gender norms, and being ignored.
Discrimination and hostility at your workplace will cost you retention of top talent, lack of motivation, decreased productivity, and a lack of commitment. When employers, whether intentionally or not, fail to address the discriminatory practices at their workplace, they develop disrepute and the status of an ‘unwelcoming’ place to work.
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Challenges transgender people face at work
A 2015 survey of more than 27000 transgender individuals revealed that at least 77% of them took active steps to evade being mistreated at work. This includes hiding their gender identities, refraining from asking their employers and coworkers to use their correct pronouns, and delaying gender transition.
Transgender people might not bring their complete selves to the work. They may feel anxious or alienated because they are more likely to have an inequitable work experience than a cisgender employee.
1. Hiring bias
Our culture still largely views gender identity in binary terms. Because of this perception, transgender people face discrimination even before their job starts. Hiring processes are often biased and discriminate against them. They and people who identify as non-binary don’t want their gender identity or non-conformity to come up during the interview process.
They may also feel the pressure to appear in a certain way that conforms to society’s standards. Cisgender people do not face the pressure of altering their appearances while applying for jobs. A McKinsey survey found that 50% of transgender applicants could not be their complete selves during the job interview process.
2. Workplace exclusion
After selection, a transgender employee is more likely to be alienated at their workplace than a cisgender employee. Most transgender employees do not want to talk about their gender identity at work.
Only 32% of them are comfortable with being completely out at their workplaces. Only 1/3rd of transgender employees who are completely out at work feel safe. More than 1/5th say they were either outed without their consent or were unable to hide their physical identity. Facing stigma and discrimination at work does not let transgender employees participate and engage in their workplaces wholly.
3. Developmental barriers
Transgender employees also face certain barriers in their professional development that cisgender employees don’t. 36% of transgender employees believe that their gender identity affects the likelihood of them being promoted. 37% of transgender employees also believe that gender and sexual identity, sexual orientation, and race are also factors that affect promotions at the workplace.
Because transgender employees do not see others like them around or above them on the career ladder, they believe career advancement for them is not possible. Since they already carry the psychological weight of watching out for discrimination, they can become more anxious resulting in lower productivity rates.
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What is PoSH (Prevention of Sexual Harassment)?
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