Transgender in the Workplace

One of the biggest challenges TGNC individuals face during the job search is deciding what name to put on their resume. If they list their legal name and their appearance doesn’t match in the eyes of the interviewer, it can create an uncomfortable situation. The reverse also holds true—if they list their preferred name but have not physically transitioned.

There’s no cut-and-dry answer, but Overstreet points out that whatever decision you make for your resume, you still must use your legal name if you’re hired. Employers must submit a legal name for the purposes of taxes, workers’ compensation, payroll, social security and insurance. That’s all on paper, however, and interpersonal communications need not feel awkward. “A person can ask the employer to use their preferred name and not their legal name to address them at all times,” she adds.

“Whether or not to disclose one's identity as a transgender or gender non-conforming person is a personal decision,” says Cathers. Neither option is right or wrong – it’s all about what makes the most sense for that individual in that specific job. TGNC people should feel empowered to make whatever choice is best for them.

While times have changed, it’s still a reality that being trans can be a problem in some workplaces. “Real discrimination is a huge problem for TGNC folks, and particularly TGNC people of color,” notes Cathers.

It can difficult to sift through employers to find those that are trans-friendly, but there are some key steps to take. At the local level, ask family and friends in the area for recommendations of employers who welcome TGNC employees. Look for career fairs aimed directly at the LGBTQ and TGNC communities. Do your own online research to find out about prospective employers before submitting applications. If an employer is inclusive, they typically go out of their way to make their stance known.

Dr. Overstreet also notes that the Human Rights Campaign (HRC) publishes a yearly Equality Index that lists the best companies for LGBTQ individuals to work for. Applicants can consult the list to find potential employers, or to check whether a particular company is included.

Discrimination of TGNC individuals is a real workplace issue, but despite the “bad apple” employers, there are many inclusive companies that make concerted efforts to welcome qualified workers, regardless of their sexual orientation or gender identity. It’s natural for TGNC individuals to envision worst-case scenarios, but their fears may not be realized. “Some TGNC people are so afraid of real discrimination that they may avoid interviewing at companies/agencies that are not LGBTQ-specific,” says Cathers. “This may limit them in the hiring process, as there might be a non-LGBTQ-specific company with a TGNC friendly manager or HR department.” In his experience as a therapist, Cathers says he has been surprised by both extremes—how discriminatory some firms are and how TGNC-friendly others are.

TGNC individuals can take comfort in the fact that there are legal recourses in place to protect them in cases of outright discrimination, which may help alleviate some anxiety during the hiring process. However, it’s certainly not a given that those resources will be needed. The bottom line? “Be open to a pleasant surprise,” says Cathers.

Ask yourself who’s going to be in your corner, says Cathers. “Is it your co-workers? Your boss? HR?” Knowing you’ve got supporters will make potentially dealing with negative reactions from other co-workers much more tolerable.

Many companies have formal, written policies in place to protect LGTBQ employees. Find out if you’ve got the paper to back you up—or not—since the best way to protect and advocate for yourself is to understand your workplace rights and procedures.

TGNC people who feel comfortable with their workplace human resources department may want to consider reaching out to them for help, notes Overstreet. A trained and compassionate HR representative may be able to help develop a plan for coming out. Be sure to involve your supervisor, says Overstreet, to decide how to reveal the information and who to include in the initial meetings. “There are many different options and it will depend on the decision of you, HR and your supervisor.”

Proactive HR departments may be able to connect their companies with organizations that conduct workshops on workplace laws and sensitivity training. Some workplaces also have a therapist or other professional facilitate a conversation to allow co-workers to ask questions so that the TGNC employee doesn't need to answer inappropriate questions or become the token TGNC person, notes Cathers.

There is no ideal timeline for a TGNC person to transition publicly at work. However, it can make the TGNC person more comfortable if it happens gradually. “Suddenly dressing as your authentic gender on Monday when you’ve been dressing in the attire assigned to your gender at birth since your first day of work may be a shock to your co-workers and may create an uncomfortable situation,” explains Cathers. “Some people start small, with some of their clothing or hair for example, to give themselves and their co-workers time to adjust.” Keep in mind, however, that these “baby steps” aren’t for the psychological benefit of co-workers; rather, they’re for the TGNC person. Giving others time to adjust to changes makes it less likely the TGNC person will experience discomfort or disapproval.

TGNC people often struggle to determine when or if to come out, and their answer may change from one week to the next. It often helps to talk things through with a therapist to get independent, professional advice and support. “The right time to come out is when you are ready,” says Cathers. “A TGNC-affirmative therapist can help you figure that out, as well as how to go at a speed that feels comfortable.”