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 The Human Rights Campaign Foundation created Transgender Inclusion in the Workplace to provide human resource and other employment professionals with an overview of the legal and other issues encompassing transgender inclusion, as well as the best practices that leading U.S. businesses utilize today — from discrimination and benefits policies to internal practices that reflect how gender is expressed and integrated in the workplace.
At the end of 2004, when the first edition of this guide was published, only 27 of the Fortune 500 companies prohibited discrimination based on gender identity. As of April 2008, that number had increased to 153 companies (see "Transgender Inclusion in the Private Sector" on page 22). While non-discrimination policies are just one component of inclusive workplaces, these numbers demonstrate that, increasingly, U.S. employers value their transgender employees. Moreover, these businesses stand ahead of the curve of evolving employment laws throughout the country.
Cities, counties and states throughout the U.S. are passing laws and ordinances that establish expectations of transgender inclusion for employers. Today, nearly 100 cities and counties, 12 states and the District of Columbia have laws and ordinances that prohibit discrimination based on gender identity (see "Employment Non-Discrimination Laws & Ordinances" on page 8). And public opinion continues to sway in favor of fairness for transgender people in employment (see "Public Opinion" on page 19).
But even with increasing protections and acceptance throughout the United States, surveys find that at least one of every five transgender people have experienced workplace discrimination and harassment (see "Discrimination Against Transgender Workers" on page 17). And the vast majority of employer-based health insurance plans exclude coverage for essential medical care for transgender people, placing tremendous burden and stress on transgender workers and employees with transgender family members.
Such discrimination, and subsequent loss of talent, comes at a significant cost to employers, many of whom are expected to suffer from shortages of qualified workers. To address many of these issues, this guide details successful practices that employers and employees have shared or developed with the Human Rights Campaign Foundation, in addition to drawing from the expertise of transgender workplace advocates (see "Recommended Policies and Practices" beginning on page 20).
Ultimately, employers that incorporate gender identity in non-discrimination policies and other business practices:
- Stay ahead of evolving local, state and federal laws.
- Bolster employee recruitment and retention efforts that emphasize diversity.
- Mitigate the risk of legal discrimination claims.
"It doesn‘t matter what employees‘ orientation, heritage or gender is. It‘s their talent. Just to be competitive, companies really have to do this."
— Jim Sinocchi, Director of Workforce Communications for IBM Global Workforce Diversity
Visit Transgender Inclusion in the Workplace, 2nd Edition Download Page
You can download full publication in pdf format.
A Human Rights Campaign Foundation Report
April 2008, Revised June 2008
TABLE OF CONTENTS
Introduction & Business Case for Transgender Inclusion ...................................................................... 1
Terminology................................................................................................................................................ 2
The Transgender Employee ....................................................................................................................... 4
Transgender Population ............................................................................................................................ 4
The Gender Transition Process ................................................................................................................. 6
Employment Non-Discrimination Laws & Ordinances........................................................................... 8
City and County Ordinances ..................................................................................................................... 9
State Laws ............................................................................................................................................. 11
Federal Law ........................................................................................................................................... 12
International Laws ................................................................................................................................. 13
Recruitment, Retention and Productivity ............................................................................................... 14
Recruitment ........................................................................................................................................... 14
Retention & Productivity ........................................................................................................................ 15
Corporate Reputation & the HRC Corporate Equality Index ................................................................. 16
Discrimination Against Transgender Workers ...................................................................................... 17
Costs of Discrimination .......................................................................................................................... 17
Mitigating the Risk of a Lawsuit ............................................................................................................ 18
Public Opinion ....................................................................................................................................... 19
Recommended Policies and Practices ..................................................................................................... 20
Policies: Include ―Gender Identity or Expression‖ as a Protected Category .......................................... 21
Process: Establish Gender Transition Guidelines ................................................................................... 26
Education & Compliance: Provide Information and Training ................................................................ 27
Conversations: Ensure Employee’s Privacy ........................................................................................... 29
Documentation: Update Personnel Records ........................................................................................... 30
Facilities: Grant Restroom and Locker Room Access according to an Employee’s Full-time Gender Presentation ........................................................................................................................................... 33
Dress Codes: Make Dress Codes Gender-Neutral and Apply Consistently ........................................... 35
Benefits: Remove Discriminatory Health Insurance Exclusions ............................................................ 36
Appendix A: Related Publications........................................................................................................... 42
Appendix B: Diversity Trainers and Organizations That Specialize in Transgender Issues............. 44
Consultants ............................................................................................................................................ 45
Research and Advocacy Organizations .................................................................................................. 46
Appendix C: Select Employment Discrimination Cases........................................................................ 50
Endnotes ................................................................................................................................................... 51
Methodology ............................................................................................................................................. 56
Acknowledgements .................................................................................................................................. 57
About the Author ................................................................................................................................... 57
Special Thanks ....................................................................................................................................... 57
About the HRC Workplace Project ........................................................................................................ 57
About the HRC Business Council .......................................................................................................... 58
Index ...................................................................................................................................................... 59
Visit The Human Rights Campaign Website
The Human Rights Campaign is America’s largest civil rights organization working to achieve gay, lesbian, bisexual and transgender equality. By inspiring and engaging all Americans, HRC strives to end discrimination against GLBT citizens and realize a nation that achieves fundamental fairness and equality for all.
HRC seeks to improve the lives of GLBT Americans by advocating for equal rights and benefits in the workplace, ensuring families are treated equally under the law and increasing public support among all Americans through innovative advocacy, education and outreach programs. HRC works to secure equal rights for GLBT individuals and families at the federal and state levels by lobbying elected officials, mobilizing grassroots supporters, educating Americans, investing strategically to elect fair-minded officials and partnering with other GLBT organizations.
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