Construction Employers and Transgender Inclusivity
How many transgender employees do you have? How do you know?
Statistics show only 1% of people identify as a transgender person, however this is likely underrepresented. Due to stigma, many transgender people respond on surveys with their gender assigned at birth.
When I came out as a transgender woman, the most common response I heard was, “wow, I did not see that coming”. It seemed almost no one saw it coming, except for the kids I’d gone to school with, whose bullying at the time was centered around homophobic slurs. Because of this stigma, when I began transitioning to masculinity at the age of fourteen, I became a skilled actress, carefully deciding what parts of myself to share with or hide from the world. I know from personal experience how stigma can deter transgender people from disclosing that part of their identity with others, which warrants repeating the question: how many transgender employees do you employ? And, does it matter?
Today’s reality is that, unless you have an incredibly safe workplace for someone to bring their authentic selves to, you don’t know and probably never will.
Transgender People and the Construction Industry
Transgender employees often face a unique set of challenges in the construction industry, a traditionally male-dominated field. Many transgender individuals may feel pressure to conform to gender stereotypes and hide their true identities, leading to increased stress and decreased productivity. Where their creativity could be benefiting the construction industry, it instead is spent on presenting as the person they feel necessary to present as. Additionally, these pressures can inhibit transgender people from participating in after-work activities, negatively impacting team bonding that could foster deeper, more productive collaboration. Not only does this negatively impact the company and industry, but also the stress of presenting inauthentically is unhealthy for the transgender person. These challenges could be mitigated by creating a truly inclusive environment.
To foster a more inclusive workplace for transgender people, construction employers should take the following steps:
1. Develop Inclusive Policies
Implement clear and comprehensive policies that prohibit discrimination based on gender identity and expression. Ensure that policies are widely disseminated, easily accessible, and understood by all employees.
2. Provide Education and Training
Partner with resources, such as Out & Equal, Trans in the City, or Gendered Intelligence to educate employees about transgender issues and best practices for creating a supportive environment.
3. Follow Through & Give Your Team Grace
Ensure that your actions related to the inclusivity of transgender people are aligned with your words. Understand that mistakes will be made along the way. As with any new undertaking, there will be a learning curve. With education, patience, and kindness, we can create workplaces that are truly inclusive.
By takings these steps, construction employers can create a more welcoming and supportive environment for transgender employees. This not only benefits transgender individuals but also contributes to a more diverse and inclusive workplace culture that can lead to increased productivity, innovation, and employee satisfaction.
About the Author: Amber Fourman started her Supply Chain career as a warehouse associate. Career growth led to a variety of roles including Director of Warehousing and Logistics, Materials Manager and Supply Chain Consultant. She is a certified Six Sigma Blackbelt and currently works for a global construction company in procurement. Amber is passionate about transgender advocacy hoping to be part of a better future for her community.