FAQs
Corporate Equality Index: What Happened to the 2007 Report?
In a departure from previous reports by the HRC Foundation, the Corporate Equality Index report released in September 2007 is referred to as the "Corporate Equality Index 2008" report, rather than "Corporate Equality Index 2007."What restrooms should transgender people use?
Restroom access should be granted based on an employee’s full-time gender presentation.
Family and Medical Leave Act: Limitations for LGBT Workers
Frequently asked questions about the Family and Medical Leave Act (FMLA) and how it affects LGBT employees and their families.
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.Why should we amend our policies for a small number of transgender people?
The fact that the transgender population is relatively small does not justify ignoring workplace discrimination against people based on gender identity.
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.
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.
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.
Is Gender Identity or Expression preferred over Gender Identity in employment policies?
To ensure that expectations are clearly communicated to employees and potential applicants, employers should use the term gender identity or expression in policies and other communications.How can I find an employer's non-discrimination policy?
The Human Rights Campaign Foundation provides its data on employment policies it is aware of on its searchable database but, if you’re looking for the policy itself or want to see if the policy has been updated, here are some tactics to try.Page 2 of 2 Previous | Next