Infotrans

Work Environment

The work environment may become quite critical for transgender people at every stage, from actually getting a job to working conditions to termination of the contract (e.g., dismissal or resignation). Transgender people remain mostly marginalized and excluded from the world of work. An effective protection against this grave inequity would be to include gender identity among the characteristics that render a person “disadvantaged” and at risk of discrimination, and to guarantee them support when in training or at work. Another step should be to create an environment that is inclusive and respectful of diversity. Think of actions that can mitigate the discomfort of those who are on the path of gender affirmation, for instance, the possibility of using their name of choice both on the ID badge and on internal documents.

  • Allow people in transition to have their gender and name changed in internal documents (email address, ID badge, phone book, website, internal documents), without waiting for the end of their gender affirmation path and legal gender recognition.
  • Allow people in transition to wear the clothing they feel best suits their perceived gender.
  • Provide for inclusive organizational mechanisms in the workplace, such as:
    • The possibility to wear a gender-neutral attire in cases where a different attire is demanded of men and women
    • The use of inclusive language in promotional materials, on websites, in notices placed in waiting rooms, in company communications, and internal/external newsletters to create a welcoming work environment, and send a message of inclusion of transgender workers
  • Draft and adopt internal guidelines or regulations for transitioning employees and, in general, on managing diversity related to gender identity in the workplace.
  • Allow workers in transition to use restrooms and common spaces that suit the person's gender identity.
  • Adopt specific Diversity and Inclusion Programs readily available on the national market.
  • When promoting your business, be careful not to convey stereotypical images that may directly or indirectly stigmatize the transgender condition.
  • Carry out training activities for your employees at all levels on issues related to gender identity and diversity in general.

C. D'Ippoliti, A. Schuster (eds.), DisOrientamenti, cit., 160 ff.

The transgender condition: legal profiles, anti-discrimination protection and best practices, Quaderni dei Diritti - 2017.