Chronicles
What’s a Rich Text element?
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Raising Trans Visbility and Helping the People Around You
Out of all the days we mark up for LGBTQ+ awareness throughout the year, I normally view today, the Trans Day of Visibility (TDOV), as a day to celebrate the most since it’s about positive visibility. After all, it’s the day I chose to come out as a trans woman in motorsport back in 2018, a leap-of-faith moment that generated heartfelt support within the industry and media.
But right now, it feels like the UK (and the rest of the world) is falling into a dark abyss as far as trans rights and acceptance are concerned. While that makes it even more important than ever to stand tall and show that we feel proud as a community, you cannot gloss over the fact that we are facing an increasing crisis that shows no signs of improving.
Earlier this year, England’s government refused to accept Scotland’s new legislation allowing people to self-identify, a measure that Wales is close to embracing to align with 11 other European countries, such as Belgium, Spain, Iceland, Ireland, Finland, Switzerland, and all of Scandinavia. Wait times for appointments with UK gender Clinics are now measured in years instead of months (up to 5yrs for an initial consultation), meaning that the ability to change your gender legally is unattainable for anyone without private health care.
In sport, World Athletics dealt another blow to trans inclusion last week, joining World Rugby and FINA (swimming’s governing body) by banning all trans women who have undergone male puberty from competing. This is despite the fact that the Canadian Centre for Ethics in Sport published a study in November 2023 collating 10 years of study and medical research into trans athletes, with one analysis stating, “A review of the available literature on transgender female athletes who have taken steps to reduce their testosterone concludes there is no legitimate basis for their being banned from elite competition.”
There is so much I want to say right now and so many voices that need to be accepted. Today is not just about visibility, it’s about being heard, acknowledged, and people taking action on our behalf. Visibility might be the means, but if no one is listening or standing with us, then it feels like we are on our own.
My call to action today is simple: Use your voice and privilege to amplify the voices of the trans people around you. These actions can be big or small, it’s up to you. For those in a position at their company to help their coworkers, OSOM has put together a handful of tips that can help in supporting trans employees:
1. Allow for anyone to use their preferred name and pronouns in the workplace anywhere a legal name is not required (email signatures, name tags, etc.), and make it as easy as possible to change these details.
2. Add coverage for gender affirming care to employee health insurance plans, and make sure the care covered is consistent with the most recent WPATH Standards Of Care.
3. Provide safe and confidential avenues for closeted employees to discuss possibly coming out at their workplace with their company.
4. Add a policy that all employees are allowed to use the restrooms that correspond with their gender identity.
5. Create a Diversity, Equity, and Inclusion board/committee to provide an avenue for marginalized employees to work with the company on creating a more equitable workplace.
6. Include training for all members of a company outlining expected and appropriate workplace behavior, such as respecting another coworker’s name and pronouns regardless of their identity.
7. Maintain a policy that prohibits discrimination and harassment of any employees, especially with regards to protected characteristics such as race, sex, nationality, veterans status, gender presentation, and gender identity.
8. If some of your employees perform customer facing roles, stand with them against any discrimination or harassment they may face from customers of your business (just as you would with discrimination or harassment from another employee).
9. Work with employees who are being targeted by anti-trans legislation to help protect them — this could mean advocating against such legislation, or providing relocation opportunities to safer states/countries for your employees, among other actions.
10. When your company has the power to speak out against harmful rhetoric calling for the eradication of a minority group, to stay silent is to be complicit in their eradication. Actions to protect your employees and the community at large speak volumes. Talk to your employees, listen to their struggles, and take the actions necessary to help them thrive.