Workplace
management
Should we consider the transition of
this employee a confidential matter?
Most men who undergo transition usually
consider this process to be a private
personal matter.
When an employee is transitioning in
the workplace other employees need to be
aware of a) the process in advance, b)
management's stance on the issue, and c)
what is expected of them. This will dispel
any possible misunderstandings and rumour,
discourage inappropriate behaviour from
fellow employees, and prevent possible
harassment or discrimination towards the
employee concerned.
J*
My original
desire was to do the talking myself and
address what I felt needed addressing.
However the HR department gave my team
leader the advice that as this was a
management/HR issue, and that she
should be the one to do the
announcement. I wasn't sure about this
at the time but now I really appreciate
it. Unless I want to chat about it,
it's not a subject for discussion. I
actually don't know if anyone had any
"issues" over it, and I'm really
comfortable not knowing. It means I
don't feel tentative working with these
people.
The actual workplace disclosure must be
agreed upon between the transitioning
employee and management.
Should we transfer a transitioning
employee to a new location?
A transfer is not the ideal solution
for the employer, the employee or his
co-workers. It is better to resolve any
issues with facilities or other employees
in the current work environment. Shifting
the employee in these circumstances tends
to create an atmosphere of shame and
suspicion. Keeping the process hidden from
co-workers is likely to fuel the rumour
mill and lead to further workplace
disruption.
If the employee is afraid of the
reaction of colleagues, then reassure him.
A common response when an employee tells
his co-workers of his decision to
transition is often 'well, that makes
sense to me!' or 'I wondered when you were
going to do that'. Employees, in general,
will be guided by the reaction of
management. If the employer approaches the
issue openly and honestly then adverse
reaction from other staff will be
minimal.
In all instances, be guided by the
wishes of the employee involved. In cases
where the employee in transition wishes to
be relocated, then any such relocation
should be treated as any other business
related transfer.
How should we inform fellow
employees?
Informing other employees about their
colleague's changing role is the most
critical task for management. Offering an
informational meeting is helpful in most
work situations.
Current best practice is to agree on a
'Transition Date' for the workplace. It
has proven useful for the employee to take
a short period of leave from work, before
returning to the workplace in their new
gender role. This period of absence is
often used as an opportunity to brief
workmates of the impending name change,
the gradual change in appearance, and the
use of male toilets and change rooms.
"...everyone
at work had a chance to talk about it
while he was gone, to get it out of
their systems and have the novelty wear
off. When he returned to work he
dressed a bit differently, had his hair
cut shorter and was using his new name.
It was a clean break - he literally
told everyone, then walked out the door
on holidays. This was all coordinated
with management and coincided with his
legal name change."
It is important that you, as the
employer lead by example. Use the new name
and pronouns in all official and
unofficial communication. Make it clear
that the transition is 'no big deal' and
that work will continue as usual.
Is there anything fellow employees can
do to make the transition easier?
All staff should use the employee's new
name and use appropriate pronouns ('he',
'him', 'his'). In the early days it is
only natural that people will occasionally
get mixed up. Employers must also be aware
of the genuine concerns that members of
staff may have and resolve any issues
quickly.
Unfortunately, no matter how much
preparation is made and support given,
there may still be people who do not
understand the situation or refuse to
acknowledge the employee's change in
status. It is advisable to discuss the
situation with the transitioning employee
and agree informally how he would prefer
any such issues to be managed.
What can I do to help co-workers
adjust?
When an employee transitions on the
job, colleagues need to be aware of the
change, preferably some time in advance.
Disclosure to fellow employees must be
negotiated and agreed upon with the
employee. If the employee prefers to do
this himself, then the employer will
simply need to be aware when the
disclosure is to take place in order to
provide appropriate support.
Management should make a clear
statement supporting the right of the
employee to maintain employment and
emphasise their commitment to a workplace
where all employees are valued and
respected. This statement must be
reinforced through action. Management
needs to demonstrate its commitment by
dealing with the transitioning employee
appropriately at all times and by
disciplining those employees who harass or
intimidate him.
It is natural that co-workers will have
some concerns and questions. Make sure
these are answered factually, reinforcing
the company's equity policy. While it is
natural people will be curious about the
actual process, questions of a personal
nature are not appropriate unless the
employee specifically offers to answer
such questions. Their right to personal
privacy must be respected by both
management and colleagues.
How will our clients
react?
Many employees have transitioned
comfortably in workplaces where they
interact face-to-face with the public.
Their transition is rarely an issue with
customers and clients. In the rare event
that a customer does make a complaint it
should be dealt with according to the
company's established complaints
procedures. In reality most customers
don't even notice.
Reid, Queensland
As an
engraver, I work in one of those little
Mr Minit-type kiosks in the middle of
the centre, in a fish-bowl, on display
all day. I never told any of the
customers specifically. If they
guessed, they guessed. Otherwise, who
really cares? As long as I can engrave,
there's no issue.
How should we handle religious
objections or similar workplace
concerns?
Workplace policies are about ensuring
workplace fairness, not about changing
beliefs.
Andrew G, Queensland
When one of
the employees did cause problems for
me, the matter was officially handled
by the HR section of the company. This
person was not "punished" for his
actions, but rather was moved to
another section to be separate from me
for a period of time. I later joined
his section and due to the way the
matter was handled, we were able to
form a good working
relationship.
Some people will inevitably be offended
or challenged by anything new in the
workplace. Employers who support their
employee's decision to transition, and
deal with the matter in a non-sensational
way have found that, after a day or two,
the novelty wears off and the workplace
routine returns to normal.
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