February marks national LGBTQ+ month, so we thought we’d take this opportunity to show our support for the trans community. Sadly, construction is still behind the curve when it comes to representation, with only 1% of staff belonging to the LGBTQ+ community. It is evident we need to do more as a sector to promote equality - and that starts with education. In this blog, we discuss what it means to be trans and how to be an active ally.
What do we mean by ‘trans’?
People who describe themselves as ‘trans’ are usually individuals who do not identify with the gender they were assigned at birth.
How can I be a better ally?
There are a few steps you can take in order to help make the workplace a safer and happier environment for trans people. For example:
Don’t make assumptions - never assume someone’s gender based on how they look/dress.
Pronouns are important - make a conscious effort to share your pronouns upon meeting people or in your email signature. Remember, it’s also ok to ask if you’re not sure.
Sexual orientation is completely separate to gender identity - don’t assume someone’s sexual orientation. Transgender people, like everyone else, can be straight, gay, bisexual etc.
Be sensitive and think before you speak - humans are naturally curious beings, yes - but think about whether the question you want to ask is appropriate/necessary to the situation. For example, asking a trans person what their ‘real name’ is or if they have undergone any surgery is not only invasive, but could be a big trigger for their anxiety. Let people share what they want to share without probing for personal information.
Respect confidentiality - while some trans people may be happy to disclose their gender history, others may not. Don’t spread gossip or ‘out’ someone’s gender history behind their back; this could have serious consequences for their job, relationship, friendships etc - and most importantly, it is a massive violation of their trust.
Backhanded compliments are a no - You might think you’re being supportive by telling a trans person they look ‘just like a real man’ or that you ‘couldn’t tell’ they were trans. However, these types of comments almost always come across as insensitive and insulting.
Use inclusive language - at events, in emails and in meetings try to use gender neutral pronouns when addressing the team. For example, replace ‘ladies and gents’ with ‘folks’.
We hope this article proves helpful in improving your workplace culture and making it a little more inclusive.
Pillar Partnership is proud to be an LGBTQ+ ally and hopes to see more diverse workforces in 2023.
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