Transgender Inclusion in the Workplace: Recruitment, Retention and Productivity
Employers that develop and implement inclusive policies and practices for transgender employees, particularly those that demonstrate their commitment by supporting transitioning workers and hiring transgender applicants, can improve recruitment and retention of not just transgender employees, but also other fair-minded employees.
Human capital is arguably the most valuable asset an employer has today. It is the collective sum of the attributes, life experience, knowledge, inventiveness, energy and enthusiasm that employees invest in their work. As the number of businesses with inclusive policies and practices continues to grow (see "Transgender Inclusion in the Private Sector"), transgender workers and others concerned about workplace fairness have increasing options from which to choose — employers in virtually every U.S. industry have protections for transgender employees.
With the expected shortage of qualified employees as waves of workers retire, employers cannot afford to ignore qualified employees and applicants who could choose another employer with more inclusive policies and practices.
"The number of people who are going to retire in the next five to 10 years is staggering. If we can create a welcoming culture — change our DNA so inclusion and respect are part of it — then we’re going to attract and retain more world-class people."
— Larry Harrington, vice president of internal audit at Raytheon
Recruitment
Protections based on gender identity send a strong message to transgender job-seekers. Opportunities to recruit directly from transgender-identified applicant pools have increased since 2006, with career fairs and expositions such as the Southern Comfort Conference in Atlanta as well as those that target the broader GLBT community and professional organizations.
But employers have found that such protections also attract other diverse applicants and fair-minded job-seekers.
"We have found in our recruiting efforts... that individuals will often look for signals about what a culture is like; having gender identity protection signals we are a diversity leader and are serious about providing an inclusive environment."
— Ben Hladilek, Human Resources business partner at J.P. Morgan Chase
"[Policies that include gender identity are] used as a bellwether for a broader set of employees: if you’re the type of company with these policies, you also accept women and minorities."
— Brad Salavich, former program manager for GLBT workforce diversity at IBM
Retention & Productivity
Employers that actively support transgender employees by providing a safe and stable work environment can have a profound effect on their experience and productivity at work and, ultimately, their commitment to the employer.
A November 2005 Gallup poll indicated that an employee’s satisfaction with his or her employer, willingness to stay and inclination to recommend the employer to others are all strongly and positively related to the employer’s diversity policies. According to a 1997 study by the Families & Work Institute, "the quality of workers’ jobs and the supportiveness of their workplaces are the most powerful predictors of productivity, job satisfaction, commitment to their employers and retention." Employers that make employees feel valued "will gain a crucial competitive edge."
Everyday matters can be significantly burdensome on transgender employees. For example, a masculine or "butch" female employee may feel so uncomfortable using the female restroom in her work area that she might plan her entire day — such as when to take meals, when and how much to drink — around using a more private restroom further away, or perhaps even in another building. Such distractions and mental effort around as basic a physiological need as using a restroom — a function that is generally taken for granted — is unnecessary and hurts employees’ productivity.
"[The policies] allow people to be who they are, and not have to hide it. It’s also our way of saying that we recognize that these differences exist, and we are looking for your talent and what you can contribute."
—Hayward Bell, Chief Diversity Officer, Raytheon Corp.
"People who are comfortable and who feel included are more effective as employees — more creative and committed. That helps the company attract and retain top talent and reach more markets."
— Suellen Roth, vice president of global policy and diversity, Avaya
Transgender people often face significant issues outside of work that may compound workplace concerns. Employees just beginning the process of undergoing a gender transition, after potentially having spent much of their lives denying or hiding their identity out of fear, often discover upon "coming out" that even limited disclosure can bring great stress and risk — ranging from rejection by spouses, children and other family members and friends to violence.
"Besides coming out to my son, coming out at work was the most difficult thing I’ve ever done in my life. I was terrified."
— Donna Rose, author of Wrapped in Blue: A Journey of Discovery and advocate for the transgender community
Corporate Reputation and the Corporate Equality Index
The HRC Foundation's Corporate Equality Index report, released each fall, provides an in-depth analysis and rating of large U.S. employers and their policies and practices pertinent to gay, lesbian, bisexual and transgender employees, consumers and investors. To receive a rating of 100 percent and the designation of "Best Place to Work," a business must include the term "gender identity" in its non-discrimination or equal employment opportunity policy, must offer one or more transgender wellness benefits and must provide transgender diversity training or comprehensive transition guidelines.