3 Ways to Advocate for Your Transgender Coworker
Why is it important for cisgender people to educate themselves on transgender issues — and to advocate for the acceptance of their genderdiverse coworkers?
A recent study shared that there are more than 1 million nonbinary people living in the United States, so the odds of working with someone who is nonbinary or transgender are quite higher than you may think ;) What’s important to note here is you may never know if a coworker is non-binary or transgender, the only way to know is if they straight up tell you “hey, this is my gender”. Assuming that someone is trans is offensive and transphobic, because you’re making a prediction based on their gender-presentation. This NPR article has more helpful information about the differences between gender identity and pronoun use.
Here are 3 ways to advocate for your transgender coworker when they are not in the room.
Correct people when they misgender your coworkers. Correct others when they misgender your coworker frequently, and use their name when they’re not in the room. Hold yourself and your other co-workers accountable by practicing on your own time.
Why is this important?
Transphobes relish in using language to further their hate of transgender people. They stand firmly in believing transgender people aren’t real, or confused, and they make this clear by using the incorrect pronouns or name for individuals — a way of saying, “you’re not who you say you are, and I don’t believe you”. As a transgender person, this is uncomfortable and terrifying to experience in the workplace. When Lizzo confidently corrected reporters misgendering Demi Lovato in this video, she showed what it means to be an ally for nonbinary and transgender people when they’re not in the room.
The extended version of this answer includes the fact that misgendering individuals means someone is still assigning them a different gender in their mind — and does not truly understand what it means that they are transgender or nonbinary. Read this article by Planned Parenthood for further reading on Gender Identity!
Don’t be a bystander in transphobia. When people make snide remarks or comments about coworkers who are transitioning it’s important to call attention to this. Sarcastic commentary about appearance or name changes after a social transition, as well as invasive suggestions about what surgical procedures someone may or may not have had are all uncomfortable and dangerous for your trans coworkers to be subjected to.
Why is this important?
It’s important to stop their train of thought, even if you’re not sure what to say — simply saying you’re uncomfortable and will be leaving can help prevent future harm by signaling these types of conversations are not okay. It’s important for cisgender people to understand that these inquiries are none of their business. And coworkers showing they’re feeling uncomfortable simply at the idea of having a transgender coworker, by making inappropriate remarks only furthers the need for a more inclusive understanding of transgender people — one that should be led by Diversity, Equity and Inclusivity educators outside of your organization.
Show support for employee & insurance policies that protect transgender people. Ask about using non-gendered language on employee policies and intake forms and about the option for gender-neutral bathrooms or single-stall family restrooms. Suggest adding pronouns to email signatures and name badges. Show support for allowing parental leave regardless of someone’s gender-assigned-at-birth. Check to see if your insurance covers gender-affirmation surgeries and treatments like facial feminization surgery, hormone-replacement-therapy (HRT), bilateral double mastectomy (top surgery) vaginoplasty or phalloplasty (bottom surgery).
Why is this important?
When cisgender people bring attention to these issues, and educate themselves on these life-saving procedures and treatments, it allows for a more general acceptance in work settings. Advocating for a wider acceptance and normalization of sharing pronouns, and access to gender neutral bathrooms means considering how transgender people may have to navigate your office setting — and what can be done to make them feel safer without making assumptions about their gender.
Ensuring an insurance plan covers transgender-affirming procedures and treatments and to begin advocating for it if the plan doesn’t already, is something allies can do to ensure their transgender coworkers can remain employed while receiving this life-saving care. It is important that cisgender people do not speak on behalf of transgender people, but advocating for their safety and acceptance is a necessary part of being an ally.
These are very simple ways to start showing up for your transgender coworkers at work! If you think or believe that there are no transgender, genderqueer or non-binary people working on your team, there probably are, and they don’t feel safe enough to share their gender at work. Transgender and nonbinary people have existed for hundreds of years, and the odds that you know someone, and possibly work with them who may be transgender are much higher than you think.
To learn more about transgender people’s issues, subscribe to my newsletter, “the gender issue” here!
