We bring you regular insights into the nuances and complexities of identifying and addressing gaps in inclusion of gender diversity in the workplace and marketplace. We post blogs on a monthly basis on a range of different topics of interest.
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?”
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.
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: