As a medically-transitioned non-binary person, this piece was emotional for me to write. Thank you for setting aside time to empathize, resonate, and act. Your understanding and support are essential for the inclusive future of work. 

There are at least 2 million transgender and 1.2 million nonbinary people in the US, and 3 out of every 10 adults in the U.S. now know someone who is trans. 

Organizations work to decrease burnout, increase engagement, boost productivity, foster psychological safety, and improve well-being. We have myriad policies, procedures, and programs to address organizational goals, but how many specifically include the distinct needs of transgender team members? 

Continue reading to take the first important step in supporting trans employees. Educate yourself.

Language matters

Without a shared vocabulary, it’s hard to relate to the transgender experience so you can TRANS-form. Here are several terms needed for this piece.

• Transgender/ Trans: An umbrella term for people whose gender identity and/or expression differs from cultural expectations based on their sex.
• Non-Binary: A person who does not identify solely as a man or a woman, but may identify as both, as a combination, and/or as another gender. Many also identify as transgender, but some don’t. Non-binary can also be an umbrella term encompassing identities such as agender, bigender, genderqueer, or gender-fluid.
• NGC/GNC: (Non-gender conforming) refers to people whose behavior doesn’t conform to traditional or societal expectations of their gender. It also includes people whose gender expression does not fit neatly into any one category or may be fluid.
• Cisgender/Cis: A person whose gender identity aligns with what is expected of them in their culture based on the sex assigned to them at birth. 
  

It’s already harder to be transgender

Recent studies underscore the importance of acknowledging and addressing the mental health disparities faced by the transgender community. Transgender individuals encounter higher levels of psychological stress due to societal stigma, discrimination, and lack of access to affirming healthcare, which significantly impacts their mental well-being:

• 58% of transgender adults report having a mental health condition versus 13.6% of cisgender adults
• 46% of transgender adults report having a mood disorder versus 9% of cisgender adults
• 31% of transgender adults report having an anxiety disorder versus 6% of cisgender adults
• 31% of transgender adults report having a major depressive disorder versus 4.8% of cisgender adults
  

The last few years made things even worse 

President Biden signed a landmark 2020 Supreme Court ruling protecting LGBTQ+ people from workplace discrimination, and a few states have begun enacting their own pro-trans laws. But those efforts are not enough. 

In 2022, 47% of trans people considered moving to another state because their government considered or passed laws that target transgender people for unequal treatment—such as banning access to bathrooms, healthcare, or sports. Additionally, 5% moved out of state.

Only 15 states and D.C. currently rank as being safe for trans people, with 29 states ranking low or extremely low for transgender safety. In June 2023, the Supreme Court even ruled that a business could refuse to design websites for same-sex couples’ weddings. 

As of March 2024, there are a record 527 anti-trans bills under consideration that seek to block trans people from receiving basic healthcare, education, legal recognition, and the right to exist publicly. 

There are still many dangerous and confusing roadblocks to transgender rights and safety, yet we persist with remarkable awareness and strength. Recognizing the unique challenges faced by this community is a critical step toward building a more equitable and supportive workplace.

Underrepresented, underemployed, underpaid

Statistics in these sections come from the 2015 and 2022 U.S. Transgender Survey Reports, this BRFSS survey, and this study. Given recent anti-trans legislation, these numbers are likely even higher now.

• 50% of transgender respondents said they could not be their full selves during the job application process, versus 33% of cisgender 
• Transgender people are 2x more likely to be unemployed than cisgender adults and 1.7x more likely to be recently unemployed
• 42% more transgender employees work part-time than cisgender employees, meaning less access to healthcare benefits
• Cisgender employees make 32% more money annually than transgender employees, even with similar or higher education levels
  

Unsafe at work

• 59% of trans employees fear for their safety at work 
• Over 50% are not comfortable being out at work
• 27% were fired, forced to resign, not hired, or denied a promotion due to gender identity
• 15% were verbally harassed, physically attacked, or sexually assaulted at work in 2015 because of their transgender status
• 30% were verbally attacked because of their transgender status
• 47% experienced at least some discriminatory behavior daily at work, such as being the target of transphobic remarks, being ignored, or being pressured to act in “traditionally gendered” ways
  

People leaders: you need trans people

Despite the challenges transgender individuals face at work, they report showing up and being allies of other marginalized groups, such as women and people of color. 

In the face of adversity, the transgender community displays incredible resilience and strength. Stories of perseverance, community support, and successful advocacy for rights and recognition are a testament to the indomitable work ethic and spirit of transgender individuals.

The trans journeys of self-discovery and advocacy drive individual and organizational productivity and progress toward greater acceptance and equality. Celebrating this resilience is not just about acknowledging the struggles—it’s about recognizing the courage, determination, and contributions of transgender individuals to our communities and workplaces. 

Transgender and LGBTQ+ individuals bring unique skills to the workplace that can significantly contribute to success. Here are just a few:

• Resilience and adaptability: Facing and overcoming discrimination or bias requires considerable resilience and adaptability. This equips trans employees with emotional intelligence and problem-solving skills essential for team innovation and creativity.
• Advanced communication skills: Trans people develop advanced communication skills required for enhanced collaboration, such as the ability to listen actively, express empathy, and convey complex ideas sensitively and inclusively when navigating personal and professional spaces. 
• Global perspective and cultural competency: Diverse backgrounds, coupled with experience navigating cultural norms and biases, grant trans people a global perspective and cultural competencies. This enables companies to connect with varied consumer bases and international partners.
• Change management: Trans people often advocate for themselves and others, which can translate into exceptional change management skills. These skills help them contribute to or lead initiatives that require shifts in corporate culture, policy, or strategy.
  

In valuing this community’s distinct experiences and perspectives, companies can foster diversity, drive innovation, and enhance competitiveness, ultimately leading to growth and improved team dynamics. But we need support.

People leaders: trans people need you

Studies show that trans people feel far less supported at work, especially by their managers. They can find understanding culture and benefits difficult and face obstacles in career advancement. 

Transgender employees are at least three times more likely than cisgender employees to delay or skip meetings. 55% say they do not speak up in meetings, and 41% avoid talking to their colleagues altogether. 

Still, the specific struggles faced by transgender employees frequently go unaddressed, even in diversity, equity, and inclusion initiatives. 

It’s time to start recognizing and supporting the mental health and well-being of trans team members so we can all benefit. By championing transgender rights and safety in our company policies and programs and our daily work lives, we advocate for a better workplace for all.

Trans-forming support

Trans people need mental health support. It’s been reported that to feel most resilient, transgender people specifically need to feel connected to community.

Here are several simple yet powerful practices your organization can implement to be more trans-inclusive:

• Inclusive meeting practices: Start meetings with quick introductions that include pronouns, normalizing the practice for everyone
• Visibility efforts: Regularly feature stories or achievements of transgender individuals in internal newsletters or bulletin boards to educate and highlight representative role models
• Representation in decision-making: Ensure transgender employees are represented in committees or decision-making bodies that affect company culture and policies
• Policy feedback loop: Establish a regular feedback mechanism where transgender employees can safely express their thoughts on workplace policies and their direct impact
  

A better future for transgendered people at work

It’s essential for leaders to recognize and support the significant transgender population that deals with systemic barriers to employment, work performance, and career advancement. We’re strong enough to keep working individually and progressing collectively, and our contributions are valuable and deserve recognition. 

Being transgender and/or non-binary must be not just accepted, but celebrated for the diversity of thought, experience, and perspective it brings. Let’s commit to continuous learning, open dialogue, and the implementation of policies that recognize and address the specific needs of transgender and non-binary employees.

Together, we can trans-form work so every individual, regardless of identity, feels valued, supported, and empowered to reach their full potential. 

Let this be a call to action for all of us to build a more equitable, compassionate workplace. We all have a role in shaping a better, more inclusive future.

If you’re passionate about an inclusive future of work, reach out to me, and together we can make it happen! hello@kali.love

And check out my last articles on Why Lead Like a Woman? and How to Support Women at work.

The post TRANS-form the Workplace: From Silence to Celebration appeared first on Kali Love.

“Business is not war. It’s creation. I go out there, and I want to create a sustainable future for my customers and worthy competitors so we can create a better world together.” -Kali Love, #lovework

A truly boring boardroom…

I’d like you to picture a boardroom—a typical table of leaders gathering to make a decision that will affect their entire organization. These are the people at the very top making the rules that determine how accessible joy and energy are at your workplace. Let’s say there are 10 of them. 

How many women are there? 

If you said 4, you’re wrong. We’re talking typical. 

2? Nope. Lower. 

1? Still wrong. 

As of 2022, there would actually be roughly 80% of a woman there—which we know isn’t possible, but it’s true.

Here, we find a startling gap: as of 2023, despite women making up 58% of the workforce, only 10.6% of S&P 500 CEOs are women. If we consider any position that could be regarded as senior leadership, we might have 2.7 women there, but this is still far too low. 

Traits, not gender

You might immediately assume that I’m saying men are the problem. They’re the ones making the rules, so they’re the reason work is imbalanced and lacking in mental-emotional awareness. But that’s not the whole story. 

The entirety of business is currently unwisely defined by masculine traits. And this is causing people to fragment themselves instead of showing up as their whole and authentic selves. 

Women have had to put aside traits such as their nurturing side or their intuition to be considered “professional” at work and face disproportionate mental hardships compared to men as a result. 

According to LeanIn’s 2023 Women in the Workplace study, women leaders are about 1.5x as likely as male leaders to have switched jobs because their workload was unmanageable. They’re twice as likely as men to spend substantial time on DEI work, but 40% of women leaders say their DEI work isn’t even acknowledged. 

Additionally, 43% of women leaders are burned out, compared to 31% of men at their level. 42% of women even say they have been discriminated against at work simply because of their gender. Summarily, women are nearly twice as likely to have a common mental health problem as full-time employed men.

Non-binary, LGBTQIA+, and other minority identities have had to mask their true selves to conform to work mores and traditional cultures for far too long as well. We’ve had to assimilate to fit into stated and unstated parameters to get and keep a job with management that would discriminate against us. 

No wonder 85% of LGBTQ+ experienced burnout, anxiety, depression, or another major mental health difficulty due to work in 2023.

Men have also been harmed by gender stereotypes that perpetuate toxic masculinity and discourage vulnerability. This particularly affects men from marginalized communities who may face added stressors related to race, sexuality, or socioeconomic status. Men are far less likely to seek mental help, demotivated by gender-related barriers and stigmas.

Men face social stigma about showing emotions or even talking about anxiety, mood, and stress. The traditional male stereotype in several cultures—and in the workplace—includes socialized ideals of masculinity that require men to be strong (vs. weak), self-sufficient (vs. needing help), action-oriented (vs. emotional), and in control of their life (vs. in collaboration with others). 

Men are not less emotional than women—and that’s not better, anyway! 

It turns out men are not less emotional than women. They have just as many highs and lows, and that is critical for great business. We now know emotion is a biological driver for intelligent thought and innovative thinking. We should encourage its healthy expression. Masculine stereotypes in business are not just irrelevant—they’re holding us back. 

So, the problem isn’t simply that too many men are leading. The problem is that we’ve all been taught to lead a certain way—a way that champions our perceived “masculine” traits and minimizes the importance and effectiveness of our more “feminine” traits. We’ve all been taught to lead in a way that excludes our vivid, valid, valuable emotions. 

But what if that could change?  

What if it was already starting to change?

2024 top leadership trends

Considering Harvard’s top leadership trends, we find the rigid views of leadership beginning to shift. The workplace skills needed right now include: 

• The willingness and ability to take risks 
• The ability to provide clarity and direction to team members in dynamic situations 
• The ability to not just endure but embrace ambiguity and uncertainty 
  

Harvard also highlights empathy in communication, feedback sharing, and listening, as well as high emotional and social intelligence and the ability to manage conflict among team members. These are skills women excel at that are most needed in leadership today. But don’t just take my word for it—research proves it!

Why Lead Like a Woman?

Women score higher than men in leadership traits

2023 research from Leadership Circle, based on assessments with over 84,000+ leaders and 1.5 million raters (including boss, boss’s boss, peers, direct reports, and others), shows that female leaders scored as showing up more effectively than their male counterparts across every management and age level. 

The traits evaluated, which comprise the highly-validated “Creative Competencies” in leadership, include relating, self-awareness, authenticity, systems awareness, and achieving. 

Feminine leaders were also found to lead from a ‘playing for all to win’ orientation rather than ‘playing not to lose.’ This focuses on collaboration and partnering to create the future envisioned. Women also create stronger and more caring connections, emphasizing mentoring and developing others. 

This study also highlights that women have a lower “reactive impact”. They rely less on early life scripts of what leaders are supposed to do and say, which often leads to autocratic micromanaging. Instead, women leaders display higher levels of effectiveness and creative competency, which is crucial for more humane business environments.

Harvard’s Leadership study also lauds “feminine” contributions. In an analysis of thousands of 360-degree reviews, women outscored men on 17 of the 19 capabilities that differentiate excellent leaders from average or poor ones. 

A better, more beautiful boardroom…

and world

The possibilities of a beautiful boardroom are currently being disabled by the masculine ideas of work and the traits we are grasping at to be what society has perpetuated. We are all held back by the beliefs that work is supposed to be hard, zero-sum competition, battle mode. Let’s stop using war analogies to describe work and those working.

My call to action for you is to embrace and foster “feminine” leadership traits in your own journey and encourage others to do the same. Bring your whole self to your work instead of leaving part of yourself at home. Be bold with high integrity. Lead with authenticity, inclusivity, and emotional intelligence. Build inspiring and motivating relationships. 

Let’s embrace a more humane, shared future where we create more productive environments because they’re nurturing, dynamic, and inclusive. Let’s all play for all to win!

Together, we can build a better workplace and world… and doesn’t that make for a more beautiful boardroom?

The post LEAD LIKE A WOMAN? A WORK REVOLUTION FOR ALL GENDERS appeared first on Kali Love.