Five steps to create forms that are inclusive of trans and non-binary employees
In recent years, there has been an increasing recognition of the diversity of gender identities, and a growing need to create more inclusive environments in various aspects of society, including organizations. Forms are one such aspect that may seem insignificant, but they can have a substantial impact on the experiences of trans and non-binary people. In this blog post, we will discuss five ways that organizations can create more inclusive forms, with specific considerations for the collection and use of titles, first names, and pronouns.
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How to convert men's and women's washrooms to all-gender, multi-stall washrooms at your office
We are frequently asked how to convert men's and women's to all-gender, multi-stall washrooms. This is not simply a matter of changing signage. This undertaking requires careful plan and thoughtful communications to be successful. Check out our newly-published blog to learn more and download our washroom inventory template.
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Cultural and Structural Changes: Bringing Inclusion to Life in Your Workplace
Holding down a job can be stressful at times for all of us. Imagine the additional weight of trying to hide or suppress a core aspect of who you are—your gender identity— for fear of being excluded or ignored by those you work with. Or imagine coming out as transgender at your workplace and encountering misgendering, jokes, and complete lack of support.
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Giving thanks for a wonderful year
In spite of the pandemic’s challenges, we’ve made significant progress this year supporting our clients with transgender learning and practice initiatives.
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Re-imagining gender to improve business practices
In the work that TransFocus undertakes with companies, we function as gender detectives investigating the mystery of why transgender people face challenges, or missing from company life. What we encounter in our explorations and discoveries is that there are often age-old practices that are deeply ingrained and unquestioned that complicate trans participation in or access to companies.
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Gender Identity and Expression as Protected Grounds: What are the practical considerations for employers?
As a consultant practicing in the area of transgender inclusion, the clients that reach out to me embody this aspiration to be more inclusive of transgender employees and customers. At the same time, they share with me their worries about saying, or doing, the wrong thing and inadvertently offending the people they wish to support. The question I hear most often among employers: “What do we need to know that we don’t know?”
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Gender Data Limitations of M / F: What are the Common Pitfalls to Avoid?
Gender demographic data is foundational to many surveys and forms serving both customers and employees. It is an important and powerful tool to drive employee engagement and business outcomes. Yet, often there are only two response options of female and male.
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Gender Data Limitations of M / F: How to Address Them with Five Steps
Now that we understand some of the complexities, how do we undertake this sort of deliberation to surface clear and decisive direction on gender data collection? I recommend a systems approach to develop gender data solutions that are specific to your organization’s unique needs and software capabilities. This effort can be scaled to your organization’s size and needs using the following five steps:
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