Is it Time for “Diversity” to Include Transgender Workers?

[suzifrommd]

Is it Time for "Diversity" to Include Transgender Workers?

By Suzi Chase, 2/3/2016

https://www.susans.org/2016/02/04/7951/

Civil rights activists learned decades ago that the only way to ensure employers are serious about minority hiring is to measure their progress and hold them accountable. Otherwise they get a lot of talk and no action.

For them, the Intel report is a triumph. A major corporation reports on numbers documenting their commitment to eliminating discrimination and hiring in such a way that achieves actual diversity rather than spurious claims.

Has the time come for transgender activists to demand the same? Are we ready to call out companies who are not tracking the number of transgender people they hire or whose statistics indicate lack of diligence in making sure that transgender and gender non-conforming applications are given a fair shake? Until we do, rampant discrimination against us will remain a serious problem.

[Tessa James]

Reading the leading LGBTQ publications it is obvious that many corporate interests have recognized the values of a diverse and inclusive work force.  They advertise their HRC ratings or show us happy queer couples and maybe even some racial diversity too.

Accountability is needed and that includes us.  I can relate to a timorous past that too often found me quiet and ashamed. That truth informs my need to now be counted and accountable as a transgender person.  If we aren't out we don't count when the number crunchers make their reports.

It is, of course,  a personal choice but please do consider our community needs for visibility and people who will stand up and speak the truth to power.  We can do this together.

[Asche]

I was reading an article recently (I don't remember where) pointing out that "diversity" alone doesn't necessarily do anything.  Frequently, it ends up being tokenism.  It's one thing to hire the requisite black person and (in some places) the requisite woman and the requisite gay person, etc.  It's another to have an environment that accepts and welcomes and integrates people who aren't exactly like the people who run things.

I've read posts by trans people in "dude-bro"ish software houses who have the distinct feeling that they are there on sufferance and left out of the more informal decision making processes because they don't fit the company culture.

I don't think that will happen to me when I transition at work.  On the other hand, our group and indeed our side of the business (and maybe even everybody more than 5-6 levels below the CEO) seem to be out of the loop on almost everything, so maybe we're all kind of tokenized already.

[Tessa James]

I was reading an article recently (I don't remember where) pointing out that "diversity" alone doesn't necessarily do anything.  Frequently, it ends up being tokenism.  It's one thing to hire the requisite black person and (in some places) the requisite woman and the requisite gay person, etc.  It's another to have an environment that accepts and welcomes and integrates people who aren't exactly like the people who run things.

I've read posts by trans people in "dude-bro"ish software houses who have the distinct feeling that they are there on sufferance and left out of the more informal decision making processes because they don't fit the company culture.

I don't think that will happen to me when I transition at work.  On the other hand, our group and indeed our side of the business (and maybe even everybody more than 5-6 levels below the CEO) seem to be out of the loop on almost everything, so maybe we're all kind of tokenized already.

Yes indeed.  I serve on several local and one national diversity committee and we are trying to change the name to "Diversity and Inclusion Committee"   Part of changing hearts and minds is the process we go through in committee and around the water cooler but inclusion is the new buzz word for what its worth