Employment: Difference between revisions
no edit summary
imported>TXJ |
imported>TXJ No edit summary |
||
| Line 9: | Line 9: | ||
* updating forms and software to allow more gender options than male and female (keeping in mind that "[[transgender]]" is not a gender on its own), and consider allowing free-text answers and/or "prefer not to say".<ref name="FP2020" /> | * updating forms and software to allow more gender options than male and female (keeping in mind that "[[transgender]]" is not a gender on its own), and consider allowing free-text answers and/or "prefer not to say".<ref name="FP2020" /> | ||
* offering gender-neutral [[honorifics]] such as [[Mx]] on forms and in computer systems.<ref name="FP2020" /> | * offering gender-neutral [[honorifics]] such as [[Mx]] on forms and in computer systems.<ref name="FP2020" /> | ||
* allowing/encouraging employees to list their [[pronouns]] on email signatures/name tags/etc. | * allowing/encouraging employees to list their [[pronouns]] on email signatures/name tags/etc., as well as having employees introduce themselves with their pronouns when speaking to people.<ref name="Moore-Beyond">{{Cite web |title=Beyond the Binary: Navigating the Workplace as a Gender Nonconforming Individual |last=Moore |first=Emily |work=Glassdoor |date=11 October 2019 |access-date=28 August 2021 |url= https://www.glassdoor.com/blog/haven-life-interview/}}</ref> | ||
* revising dress codes to eliminate gender-related restrictions, and "[r]eplace them with simplified instructions guided by principles of general professionalism."<ref name="FP2020" /> | * revising dress codes to eliminate gender-related restrictions, and "[r]eplace them with simplified instructions guided by principles of general professionalism."<ref name="FP2020" /> | ||
* revising anti-discrimination/anti-harassment policies to include nonbinary gender as a protected characteristic<ref name="FP2020" /> and including information about nonbinary genders in any anti-harassment training activities.<ref name="Smith2018">{{Cite web |title=How to Accommodate 'Gender-Nonbinary' Individuals—Neither Men nor Women |last1=Smith |first1=Allen |work=SHRM |date=16 February 2018 |access-date=23 September 2020 |url= https://www.shrm.org/resourcesandtools/legal-and-compliance/employment-law/pages/gender-nonbinary-individuals.aspx}}</ref> | * revising anti-discrimination/anti-harassment policies to include nonbinary gender as a protected characteristic<ref name="FP2020" /> and including information about nonbinary genders in any anti-harassment training activities.<ref name="Smith2018">{{Cite web |title=How to Accommodate 'Gender-Nonbinary' Individuals—Neither Men nor Women |last1=Smith |first1=Allen |work=SHRM |date=16 February 2018 |access-date=23 September 2020 |url= https://www.shrm.org/resourcesandtools/legal-and-compliance/employment-law/pages/gender-nonbinary-individuals.aspx}}</ref> | ||
* providing one or more gender-neutral [[bathrooms]].<ref name="FP2020"/> | * providing one or more gender-neutral [[bathrooms]].<ref name="FP2020"/><ref name="Moore-Beyond" /> | ||
* when appropriate (i.e. when it will not "single out" a trans/nonbinary employee), have people introduce themselves with their name and pronoun.<ref name="Oprah-GLAAD">{{Cite web |title=The Right Way to Use Gender Pronouns at Work |author=GLAAD |work=Oprah Magazine |date=11 June 2019 |access-date=23 September 2020 |url= https://www.oprahmag.com/life/work-money/a27921531/how-to-share-gender-pronouns-workplace/}}</ref> | * when appropriate (i.e. when it will not "single out" a trans/nonbinary employee), have people introduce themselves with their name and pronoun.<ref name="Oprah-GLAAD">{{Cite web |title=The Right Way to Use Gender Pronouns at Work |author=GLAAD |work=Oprah Magazine |date=11 June 2019 |access-date=23 September 2020 |url= https://www.oprahmag.com/life/work-money/a27921531/how-to-share-gender-pronouns-workplace/}}</ref> | ||
* Consider workplace recognition of [[holidays]] such as [[International Nonbinary Day]], Trans Day of Visibility, and [[International Pronouns Day]].<ref name="lewi_Empl">{{Cite web |title=Employment law and non-binary people: what employers need to know |trans-title= |author= |work=Lewis Silkin |date=15 September 2020 |access-date=23 October 2020 |url= https://www.lewissilkin.com/en/insights/employment-law-and-nonbinary-people-what-employers-need-to-know |language=EN}}</ref> | * Consider workplace recognition of [[holidays]] such as [[International Nonbinary Day]], Trans Day of Visibility, and [[International Pronouns Day]].<ref name="lewi_Empl">{{Cite web |title=Employment law and non-binary people: what employers need to know |trans-title= |author= |work=Lewis Silkin |date=15 September 2020 |access-date=23 October 2020 |url= https://www.lewissilkin.com/en/insights/employment-law-and-nonbinary-people-what-employers-need-to-know |language=EN}}</ref> | ||
* Workplace policies related to gender [[transition]] should not require a specific timeline or "pathway" for transition to follow.<ref name="Zheng">{{Cite web |title=Transgender, Gender-Fluid, Nonbinary, and Gender-Nonconforming Employees Deserve Better Policies |last=Zheng |first=Lily |work=Harvard Business Review |date=20 November 2020 |access-date=21 November 2020 |url= https://hbr.org/2020/11/transgender-gender-fluid-nonbinary-and-gender-nonconforming-employees-deserve-better-policies }}</ref> | * Workplace policies related to gender [[transition]] should not require a specific timeline or "pathway" for transition to follow.<ref name="Zheng">{{Cite web |title=Transgender, Gender-Fluid, Nonbinary, and Gender-Nonconforming Employees Deserve Better Policies |last=Zheng |first=Lily |work=Harvard Business Review |date=20 November 2020 |access-date=21 November 2020 |url= https://hbr.org/2020/11/transgender-gender-fluid-nonbinary-and-gender-nonconforming-employees-deserve-better-policies }}</ref> | ||
* Make efforts to include coverage for transition-related services in employee [[health insurance]].<ref name="Moore-Beyond" /> | |||
It is best to begin making these changes even before the employer has any employees who are openly nonbinary.<ref name="Allen">{{Cite web |title=Workplaces Need to Prepare for the Non-Binary Future |last=Allen |first=Samantha |work=The Daily Beast |date=11 September 2018 |access-date=23 September 2020 |url= https://www.thedailybeast.com/workplaces-need-to-prepare-for-the-non-binary-future}}</ref><ref name="ohrc_Appe">{{Cite web |title=Appendix C: Best practices checklist |author= |work=Ontario Human Rights Commission |date=14 April 2014 |access-date=23 October 2020 |url= http://www.ohrc.on.ca/en/policy-preventing-discrimination-because-gender-identity-and-gender-expression/appendix-c-best-practices-checklist}}</ref> | It is best to begin making these changes even before the employer has any employees who are openly nonbinary.<ref name="Allen">{{Cite web |title=Workplaces Need to Prepare for the Non-Binary Future |last=Allen |first=Samantha |work=The Daily Beast |date=11 September 2018 |access-date=23 September 2020 |url= https://www.thedailybeast.com/workplaces-need-to-prepare-for-the-non-binary-future}}</ref><ref name="ohrc_Appe">{{Cite web |title=Appendix C: Best practices checklist |author= |work=Ontario Human Rights Commission |date=14 April 2014 |access-date=23 October 2020 |url= http://www.ohrc.on.ca/en/policy-preventing-discrimination-because-gender-identity-and-gender-expression/appendix-c-best-practices-checklist}}</ref> | ||
| Line 30: | Line 31: | ||
If you use a different name than your legal name, or if your current name is different than the name you used at previous jobs, it may cause problems in the background check/reference check process, so you may want to give the interviewer a heads up. However, you may want to wait until a job offer is made to tell them this, depending on if you think it will affect your chance of being hired. | If you use a different name than your legal name, or if your current name is different than the name you used at previous jobs, it may cause problems in the background check/reference check process, so you may want to give the interviewer a heads up. However, you may want to wait until a job offer is made to tell them this, depending on if you think it will affect your chance of being hired. | ||
During the interview, you could fish for information on whether the employer is accepting of nonbinary people by asking if they have gender-neutral restrooms in the workplace,<ref name="Moore-Beyond" | During the interview, you could fish for information on whether the employer is accepting of nonbinary people by asking if they have gender-neutral restrooms in the workplace,<ref name="Moore-Beyond" /> or inquiring about the employer's approach to diversity/inclusion.<ref name="Moore-Inclusive">{{Cite web |title=8 Interview Questions to Evaluate If A Company is *Really* Inclusive |last=Moore |first=Emily |work=Glassdoor |date=9 July 2020 |access-date=28 August 2021 |url= https://www.glassdoor.com/blog/interview-questions-inclusive/}}</ref> | ||
===While employed=== | ===While employed=== | ||