While the LGBTQIA++ journey can be tough on mental health, the transgender search for fulfilling and safe work is even more challenging. This is one of many reasons to celebrate this powerful community's resilience and continue working toward a better future by TRANS-forming the workplace to be more inclusive for everyone.
As a medically-transitioned non-binary person, this piece was emotional for me to write. Thank you for setting aside time to empathize, resonate, and act. Your understanding and support are essential for the inclusive future of work.
Organizations work to decrease burnout, increase engagement, boost productivity, foster psychological safety, and improve well-being. We have myriad policies, procedures, and programs to address organizational goals, but how many specifically include the distinct needs of transgender team members?
Continue reading to take the first important step in supporting trans employees. Educate yourself.
Language matters
Without a shared vocabulary, it's hard to relate to the transgender experience so you can TRANS-form. Here are several key terms needed for this piece.
- Transgender / Trans: An umbrella term for people whose gender identity and/or expression differs from cultural expectations based on their sex.
- Non-Binary: A person who does not identify solely as a man or a woman, but may identify as both, as a combination, and/or as another gender. Many also identify as transgender, but some don't.
- NGC/GNC: (Non-gender conforming) refers to people whose behavior doesn't conform to traditional or societal expectations of their gender.
- Cisgender/Cis: A person whose gender identity aligns with what is expected of them in their culture based on the sex assigned to them at birth.
It's already harder to be transgender
Recent studies underscore the importance of acknowledging and addressing the mental health disparities faced by the transgender community. Transgender individuals encounter higher levels of psychological stress due to societal stigma, discrimination, and lack of access to affirming healthcare:
- 58% of transgender adults report having a mental health condition vs. 13.6% of cisgender adults
- 46% of transgender adults report having a mood disorder vs. 9% of cisgender adults
- 31% of transgender adults report having an anxiety disorder vs. 6% of cisgender adults
- 31% of transgender adults report having a major depressive disorder vs. 4.8% of cisgender adults
The last few years made things even worse
President Biden signed a landmark 2020 Supreme Court ruling protecting LGBTQ+ people from workplace discrimination, and a few states have begun enacting their own pro-trans laws. But those efforts are not enough.
In 2022, 47% of trans people considered moving to another state because their government considered or passed laws that target transgender people for unequal treatment — such as banning access to bathrooms, healthcare, or sports. Additionally, 5% moved out of state.
Only 15 states and D.C. currently rank as being safe for trans people, with 29 states ranking low or extremely low for transgender safety. As of March 2024, there were a record 527 anti-trans bills under consideration seeking to block trans people from receiving basic healthcare, education, legal recognition, and the right to exist publicly.
Underrepresented, underemployed, underpaid
Statistics in this section come from the 2015 and 2022 U.S. Transgender Survey Reports. Given recent anti-trans legislation, these numbers are likely even higher now.
- 50% of transgender respondents said they could not be their full selves during the job application process, vs. 33% of cisgender
- Transgender people are 2× more likely to be unemployed than cisgender adults and 1.7× more likely to be recently unemployed
- 42% more transgender employees work part-time than cisgender employees, meaning less access to healthcare benefits
- Cisgender employees make 32% more money annually than transgender employees, even with similar or higher education levels
Unsafe at work
- 59% of trans employees fear for their safety at work
- Over 50% are not comfortable being out at work
- 27% were fired, forced to resign, not hired, or denied a promotion due to gender identity
- 15% were verbally harassed, physically attacked, or sexually assaulted at work because of their transgender status
- 47% experienced at least some discriminatory behavior daily at work
People leaders: you need trans people
Despite the challenges transgender individuals face at work, they report showing up and being allies of other marginalized groups, such as women and people of color.
Transgender and LGBTQ+ individuals bring unique skills to the workplace that can significantly contribute to success:
- Resilience and adaptability: Facing and overcoming discrimination requires considerable resilience, equipping trans employees with emotional intelligence and problem-solving skills essential for team innovation.
- Advanced communication skills: Trans people develop the ability to listen actively, express empathy, and convey complex ideas sensitively and inclusively.
- Global perspective and cultural competency: Diverse backgrounds and experience navigating cultural norms grant trans people competencies that enable companies to connect with varied consumer bases and international partners.
- Change management: Trans people often advocate for themselves and others, which translates into exceptional change management skills crucial for shifts in corporate culture, policy, or strategy.
People leaders: trans people need you
Studies show that trans people feel far less supported at work, especially by their managers. Transgender employees are at least three times more likely than cisgender employees to delay or skip meetings. 55% say they do not speak up in meetings, and 41% avoid talking to their colleagues altogether.
Still, the specific struggles faced by transgender employees frequently go unaddressed, even in diversity, equity, and inclusion initiatives.
Trans-forming support
Trans people need mental health support. It's been reported that to feel most resilient, transgender people specifically need to feel connected to community. Here are several simple yet powerful practices your organization can implement:
- Inclusive meeting practices: Start meetings with quick introductions that include pronouns, normalizing the practice for everyone.
- Visibility efforts: Regularly feature stories or achievements of transgender individuals in internal newsletters or bulletin boards.
- Representation in decision-making: Ensure transgender employees are represented in committees or bodies that affect company culture and policies.
- Policy feedback loop: Establish a regular feedback mechanism where transgender employees can safely express their thoughts on workplace policies and their direct impact.
A better future for transgender people at work
It's essential for leaders to recognize and support the significant transgender population that deals with systemic barriers to employment, work performance, and career advancement. Being transgender and/or non-binary must be not just accepted, but celebrated for the diversity of thought, experience, and perspective it brings.
Let's commit to continuous learning, open dialogue, and the implementation of policies that recognize and address the specific needs of transgender and non-binary employees. Together, we can trans-form work so every individual, regardless of identity, feels valued, supported, and empowered to reach their full potential.
If you're passionate about an inclusive future of work, reach out.
Together we can make it happen.