FAQs
Will some customers voice religious objections or other concerns?
Some customers may express concerns about the policy change or if they encounter a transgender employee. Employers should prepare appropriate protocols for addressing potential negative customer reactions that emphasize fairness, rather than changing peoples’ beliefs.Will some employees voice religious objections or other concerns?
Employers have the right and responsibility to set an expectation of fair treatment of all employees. Some employees may not agree with the decision to protect transgender workers, just as they may not agree with other workplace policies. However, protections are not about changing people’s beliefs, but rather preventing inappropriate workplace behavior and allowing all employees to do their jobs.
How much will it cost to amend our policies?
Expenses associated with amending employment policies are negligible, according to employers that have done so already.
What about transgender people who don’t transition, or other forms of gender expression?
As this publication focuses primarily on people who have or who plan to transition genders, an employer should generally defer to an employee’s full-time gender presentation in the application of its policies and expectations of employees, such as dress codes and use of facilities.
What about restrooms?
Restroom access should be granted based on an employee’s full-time gender presentation.
Why should we amend our policies for a small number of people?
The fact that the transgender population is relatively small does not justify ignoring workplace discrimination against people based on gender identity.
What is an employer's obligation reqarding restrooms?
In the United States, employers are required to provide workers reasonable access to restroom facilities.
Corporate Equality Index: What questions in the 2009 survey are rated?
Questions are designed so that credit is obtained by providing a "Yes" answer. Some questions require HRC review of documentation. All questions, unless otherwise indicated, have the same scope and apply to all U.S. employees.
Corporate Equality Index: Why are questions new or updated in the survey?
Each year, the Corporate Equality Index survey (available as an appendix in each year's report) is updated to capture practices that the Human Rights Campaign Foundation and the HRC Business Council have identified as emerging or positive trends in workplace equality for gay, lesbian, bisexual and transgender employees.Corporate Equality Index: How Can My Employer Prepare for 2009?
The next survey - the "2009" survey - will be mailed in late February or early March of 2008, with a due date in early June.Page 1 of 2 Previous | Next