Despite growing recognition of LGBT+ identities, transgender people remain a poorly understood sector of the talent pool. Kaylee Morrison of HR Magazine sat down with Brenda Alegre, PhD, Lecturer—Gender Studies, Faculty of Arts, University of Hong Kong, to learn how HR can ensure the well-being and success of these talents.
Hong Kong is a place where traditions still dominate the workplace, and breaking with those traditions could mean unwanted conflict. For LGBT+ talent, the simple act of being oneself can cause anything from confusion from others to serious career challenges.
In particular, openly identifying as transgender affects everything from a person’s experiences during recruitment to their ability to climb the corporate ladder. It is important that HR understands what this identity means, the particular challenges they are facing and how to create a safer workplace where transgender talents can thrive.
Challenges
From the very first interview, misunderstandings about transgender identities may arise. Alegre related a story where she introduced herself to a panel as a transgender woman, and it shifted the focus of the entire interview. She recalled, “I spent most of the remaining time explaining what being transgender meant and defending my identity. That left me little time to discuss my credentials for the position.”
Whether the curiosity was well-meaning ends up being a moot point; the result was that a potential hire was reduced to an identity rather than viewed for her potential contribution to the organisation. Undervaluing potential talent is not only bad for the business, but leaves the candidate with a negative view of the organisation’s recruitment process.
Sex vs Gender - Sex refers to the physical characteristics of your body; gender refers to which sex you most identify with.
Cisgender - Someone whose gender identity is the same as their birth sex.
Transgender - Someone whose gender identity is different from their birth sex.
Presenting as - Representing oneself as a certain gender in public by adopting a style of dress, hairstyle, etc. which fits with expected attitudes about that gender.
Transitioning - The process of assuming an outer identity which matches one’s internal gender identity. It may include coming out to friends and family, changing names, hormone therapy and / or surgery.
Challenges in the workplace
Once a transgender talent enters the workplace, additional challenges may arise that make them feel anywhere from uncomfortable to unsafe. Alegre described, “Issues for transgender employees are different from what a gay or lesbian talent might worry about. The major challenges are toilets, names and uniforms.”
If a staff member begins transitioning, it is sometimes unclear to them which restroom they are expected to use, as well as when and how to change their name on anything from official documents to their email signature. Complications may also arise if employees are required to use their birth certificates as a form of identity verification later on.
As for jobs where men and women wear different uniforms, management may require transgender people to present as their birth sex, when they would rather present as the gender they identify with. Gendered attitudes about ‘looking presentable’ in the workplace may associate professional women with long hair and skirts and professional men with short hair and suits—and not include much wiggle room for those who are in the midst of transitioning.
Challenges in the management roles
While promoting more LGBT+ employees to management positions is one of the best ways to improve HR’s transgender policies, in practice making this happen can be difficult. Just as women (LGBT or not) often face particular difficulties when climbing the career ladder, obtaining promotions as a transgender employee will be difficult if one’s boss is not fully on-board with seeing a more diverse management team.
Even in a management position there may be discrimination happening that LGBT+ employees feel helpless to prevent. Alegre explained, “In one of my management roles, I discovered that about a year earlier two employees had been dismissed seemingly for the sole reason that they were gay. But since the employees would have moved on to new jobs by that point, there was little that could be done to better the situation for them.”
Alegre added, “LGBT people are everywhere, but it’s still hard for us to get legal recognition. If you’re outnumbered, it is difficult to manoeuvre change.”
Brenda Alegre, PhD, Lecturer—Gender Studies, Faculty of Arts, University of Hong Kong
Solutions
There are absolutely ways for HR to address these challenges in a way that improves the work environment for transgender staff. Alegre described, “First, HR should invoke the approach that the workplace is a safe space. All efforts must be aimed at creating a more comfortable environment where employees can be themselves.”
Recruitment and onboarding
During recruitment, it is critical that potential hires are aware of the company’s diversity policy. Alegre added, “And that policy must be explicit, listing out all protected identities, so that talent can guarantee the office will be a good fit for
them.” For marginalised identities, a vague statement such as ‘We celebrate diversity’ is not always clear enough.
Take a measured response
If an employee acts in a discriminatory manner towards a transgender talent, it is important not to respond with only a lecture. Alegre recommended, “Your goal should be to educate, rather than to punish.”Instead, HR should assume the employee is well-intentioned and just lacks understanding. Try a coaching session first, documenting the lesson to provide ready materials and a reference if it is needed later on. Only look at more severe actions if the employee shows a continued unwillingness to behave more respectfully.
Additional support
Just as employers offer support for major life changes such as pregnancy, they should offer specific policies for the major life change of transitioning.
While Hong Kong’s Hospital Authority will cover some of the cost of transitioning, additional financial support from employers for this medical expense is welcome. In addition, mental health coverage is an important benefit for transgender employees, due to the stress of discrimination they often face in their day to day lives. For any mental health support offered, employers should take into account whether the psychologists are willing and able to help on transgender issues, or else the money will not be well spent.
When creating an employee assistance programme in general, organisations should reach out to outside experts on transgender issues as much as they can. Consulting with a specialist who can tell you exactly what needs to be done for your transgender employees is the best bet for fulfilling the needs of your staff and keeping your talents healthy and happy.
Paul Arkwright
Publisher
