Life-Affirming Resources for TGX+ Employees
I was on Instagram the other day when my friend posted this story:
It reads: “Is it just me, or are a majority of the resources out there on what to do when you misgender someone instead of what to do when you’re misgendered?”
I was really struck by this.
I immediately did a Google search for “what to do when you’re misgendered” to be met with mostly articles on what to do if you misgender someone. The majority of resources are about what to do when you misgender someone, how to support your trans kid or colleague, etc.
Which brings up a really important point for TGX+ inclusion within organizations. While it is integral to TGX+ inclusion work to provide education and resources for non-trans folks to learn how to be inclusive of their TGX+ colleagues, that should not be the focus in lieu of providing TGX+ folks with life-affirming resources.
The 2023 Undead Voice Trans Survey showed a marked discrepancy in the perception of the needs of TGX+ employees versus what TGX+ employees actually want. While most organizations prioritize employee education and inclusive policies, the top need identified by TGX+ employees was access to life-affirming resources (e.g. TGX+ affirming health care providers, etc.).
This ties directly into the 4 pillars model, which discusses the cooperation between education, policy, engagement, and assessment in order to be effective with TGX+ inclusion organizational goals.
While this can seem like a big undertaking, there are some really simple ways to get this started.
One of the easiest ways is to provide a hub for internal and external resources to your TGX+ employees. This immediately contributes to a culture of belonging for TGX+ individuals in your organizations. It also communicates to parents of TGX+ kids that you support them.
So how do you go about this?
1) If you don’t already have a resource hub, create one!
This will allow an access point for folks of diverse identities to have quick access to resources within your organization (such as benefits guides) and additional resources that will be helpful to them in navigating their identity at work and otherwise. It can be as simple as creating a shared Google Drive folder.
2) Make sure your resources are intersectional
When creating a hub for TGX+ resources, make sure they include resources that honor multiple intersecting identities. For example, resources for BIPOC TGX+ employees, TGX+ employees with disabilities, TGX+ intersex folks, TGX+ parents, TGX+ employees who are pregnant/nursing, etc.
3) Ensure anonymous access
Studies show that 65% of TGX+ folks are not out at work. This means that the majority of TGX+ employees who want to access these resources aren’t going to ask for them. Creating an anonymous resource hub allows employees who aren’t out at work, or who are questioning their identity, to access these resources without fear of being outed.
4) Vet your sources
With the rise in TGX+ visibility has also come a rise in misinformation about the TGX+ community and resources that negate the TGX+ experience. Utilize resources from trans-led organizations such as the National Center for Transgender Equality, TransLife, etc. You can also have your sources reviewed by TGX+ community professionals or other trusted sources.
There are some truly incredible resources out there, including some great guidance on what to do when you’re misgendered. Providing a pre-vetted curated hub of resources takes some of the pressure off of TGX+ employees spending their time and emotional energy (which, especially given the political climate, may already be pretty stretched) searching for resources and allows them to focus on prioritizing their joy.
For more on developing life-affirming resources for the TGX+ folks in your organization, join our monthly TGX+ Inclusion Roundtable — a free virtual gathering for HR, DEI, and ERG leaders. Check it out and register here!
