- Policies: Include "Gender Identity or Expression" as a Protected Category
Prohibit discrimination against transgender employees by including "gender identity or expression" or "gender identity" among the list of protected categories in your firm-wide non-discrimination and anti-harassment policies.
- Process: Establish Gender Transition Guidelines
Institute protocols for gender transitions that clearly delineate responsibilities and expectations of transitioning employees, their supervisors, colleagues and other staff. Utilize senior management to demonstrate the organization's support for the employee.
- Education & Compliance: Provide Information and Training
Incorporate education about gender identity and gender expression in diversity and Equal Employment Opportunity compliance training programs.
- Documentation: Update Personnel Records
Change a transitioning employee's name and gender in all personnel and administrative records, including internal and external personnel directories, e-mail address and business cards.
- Facilities: Grant Restroom and Locker Room Access according to an Employee's Full-time Gender Presentation
Permit an employee to use sex-segregated facilities that correspond to his/her full-time gender presentation, regardless of what stage that person is in terms of his/her overall transition process.
- Dress Codes: Make Dress Codes Gender-Neutral and Apply Consistently
Dress codes should be modified to avoid gender stereotypes and should apply consistently to all employees. Transgender employees may dress consistently in accordance with their full-time gender presentation.
- Benefits: Remove Discriminatory Health Insurance Exclusions
Medically necessary treatments and procedures, such as those defined by the World Professional Association for Transgender Health's Standards of Care for Gender Identity Disorders, should be included in employer-provided healthcare and short-term disability coverage.
Transgender Inclusion in the Workplace: Recommended Policies and Practices