TDOV 2021: Going Beyond Visibility
It is Trans Day of Visibility and the team at Learnest are reflecting on our journey as a trans-led organisation working to reduce the barriers trans and non-binary people face when accessing employment. We have worked with over 100 trans and non-binary people over the last 12 months and it is a sad reality that many trans and non-binary people simply do not feel safe being themselves in the workplace.
On Monday 22nd March 2021, employment organisation TotalJobs released a report about trans people in the workplace. TotalJobs, alongside UK transgender Charity Sparkle, used the site YouGov to survey over 400 trans people about their experiences in employment. This report comes five years after a similar report was carried out in 2016 by Stonewall.
The findings of this 2021 research are shocking; it shows that 65% of trans people do not reveal their gender identity or history in the workplace, which has risen 13% from the 52% reported the 2016 findings. Given the considerable focus on trans issues across society over the last five years, it is hard to understand why we are seeing this regressive trend.
It's tough to fathom why more trans people than ever feel unsafe in the workplace when more organisations than ever are flying their rainbow flags and signing up to kitemark schemes to demonstrate how LGBTQ+ friendly they are.
Many of the survey responses highlighted the impact of 'microaggressions' experienced by trans people in the workplace.
32% reported having been bullied or directly insulted at work.
30% of respondents said colleagues deliberately used incorrect pronouns when referring to them.
27% said they were 'deadnamed' while at work.
Many said they were excluded from participating in specific projects & social occasions by colleagues.
12% of respondents were told to use incorrect toilet facilities while at work.
A small but still significant 6% said they had experienced physical abuse or threats while at work.
Trans people themselves often have concerns when looking for employment or worries when they find a new job. 56% of respondents believe that being trans is a significant barrier to finding a job. 53% think that they experience additional barriers to accessing senior positions than cisgender (non-trans) people. Shockingly, a third of the respondents (33%) have experienced outright discrimination during interviews or other parts of the application process.
This report demonstrates that employers still have to work to ensure a safe and supportive workplace for their trans employees. But how can employers respond to this data in a meaningful way? The Learnest team have put together some tips of where employers below.
Hold space in your organisation for difference.
Secondly, and this one is quite obvious; a little empathy goes a long way. Trans people, just like cis people, are not a homogenous group. Every trans person has a different experience of being trans, and so there are no "one size fits all" answers, but every trans person is just that; a person. Try not to make assumptions about trans people and the experiences they have. Trans people don't expect special treatment because of their gender identity; quite the opposite, your trans employee wishes to be treated the same as any other employee, with dignity and respect. Trans people desire to be given the same opportunities as everyone else rather than be denied those opportunities due to prejudice.
2. You probably have trans staff already.
The biggest mistake employers make is assuming they don't have trans people already working for them. Just because you don't think someone is trans doesn't mean they aren't. It's good practice always to assume a trans person is in the room, hold yourself and others around you accountable and challenge all oppressive behaviour towards trans people; you never know who is listening.
3. Stop debating
It's time employers stop all debates about toilets, pronouns and the need for transition at work policies; as long as employers are dragging heels on these simple adjustments, you can guarantee your trans staff don't feel safe your organisation. Remember that trans people are constantly exposed to 'debate' about their rights and ridicule in the mainstream media and sometimes in their own homes. The last thing your trans employees need is to be exposed to more questioning and debates about their existence while trying to do their job.
4. Trans people are essential.
Here at Learnest, we take a strength-based approach to everything we do; this means we honour peoples strengths, assets and abilities rather than focusing on peoples problems, challenges and needs. When employing a trans person, you are hiring someone with a unique and wonderful perspective of the world and someone who has probably successfully overcome many obstacles throughout their life. Trans people are not a burden; in fact, the opposite is true; including trans people at all levels of your work is an essential part of building an inclusive and diverse organisational culture.
5. Work with specialists
Learnest is a trans-led organisation, and we specialise in breaking down the barriers that LGBTQ+ people face when accessing employment. We provide expert support and training to employers who want to increase their knowledge and skills surrounding LGBTQ+ issues. We have worked with the NHS, the UK Fire Service, nationally recognised Publishing Houses and many non-profit organisations. We specialise in workplace inclusion planning and helping organisations figure out the best ways to recruit and support trans and non-binary staff.
Contact the team today for a training brochure
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Support for Trans Employees and those looking for work
We also run regular LGBTQ+ community events for individuals wishing to develop their skills, progress in their job or secure employment. We regularly run free programmes that include workshops, community spaces and mentoring opportunities for LGBTQ+ people.
Visit our Website for more information.
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You can find the TotalJobs trans report here.