1 Adoption of trans-inclusive policies:
- Showing employees that the organization cares about them is one way of making this happen;
- Allow people to use the bathroom with the gender they identify with or create "genderless" bathrooms;
- Remove the requirement for dress codes based on binary gender (Male and Female);
- Adopt the use of the social name of trans people, both in treatment and in documents and other forms of identification;
- Provide support when a collaborator announces their transition, offering psychological support and, if possible, extending the medical insurance needed for this process. And remember that not every transition process necessarily involves surgery, "choosing" a binary gender or changing your name.
2 Leadership support in promoting the rights of trans people in the organization:
- Creating an environment of equal treatment and opportunities;
- Transgender employees should always have the opportunity to discuss their transsexuality at security;
- Ensure that information about transition or other personal issues is not shared with others, only share what you know for a fact and have been authorized to talk about.
3 Educating employees about the rights of trans people:
- Disclosure of your rights in the organization's marketing campaigns (internal and external);
- Make people comfortable talking about these issues and always listen to them. Active listening is a crucial element in making everyone feel that their workspace is a safe and increasingly prejudice-free environment.
- You don't have to wait for a trans person to arrive in your workspace to educate yourself on the subject; a trans-inclusive environment should be welcoming to other people too.
- Study the subject and encourage collaborators to do the same, always maintaining a polite and didactic tone when approaching the subject.
4 Invest in training and development programs for trans people:
- Seek external support on Diversity & Inclusion in the workplace;
- Offer flexible benefits that can be adapted;
- Make available psychological support for trans people;
- Create internal actions with Diversity & Inclusion themes in the workplace.
5 Inclusion of trans people in decision-making:
- When developing your organization's policies on LGBTI+ employees, include transgender employees in decision-making;
- Avoid making one of the most basic mistakes, which is to exclude the people who will be affected by these policies from the creation process;
- To ensure safety and comfort, include topics such as transphobia and sexual harassment in the workplace in your employees' training.
- It is important to emphasize that in order to have good engagement and performance at work, it is essential to make people feel valued, respected and that they belong in their environment.