Workplace Inclusiveness

It is not so much about being part of the team but more being part of an inclusive community.

Pride season is coming to an end and there are still few cities that are going to celebrate and have festivities. We recently had one at work and I will ensure with all my power that the event will be a yearly one and coincide it with the Vancouver Pride week. I was so happy and blessed to be able to flaunt my colourful dress and show off my pins without thinking of the judgment because that is the only day where you do not have to worry about anything- dirty looks, negative commentaries, and others. It is like having a birthday, who would rain on your parade?

On my early post this year, I expressed my trepidations about being the new employee in the workplace. For a transgender individual, imagine the anxiety that comes with it- the pronoun usage, the questions, the presentation, and the perception. I was fortunate to be part of the team where I did not have to worry so much about how I present myself. It took some adjustment but I finally was able to not think of the worries but focus on the job.

How did the PRIDE event happen in my workplace? I went to the Manager's office and was providing an update with how things are at work. The topic of projects came to light, I initiated about asking certain projects that she has for me. She then asked me, "What is your passion, your interest?" Without batting an eyelash I said, " I am interested in LGBTQI aging, however; there is none here at work." She then gave me this surprising answer, "Ok, well, let's start with awareness, let's make Friday a PRIDE Day." I was surprised by what I heard. I did not hear any hesitation on her end nor any second thoughts about doing it at work.

"I know the word thriving sounds uneasy but it is the workplace, you either dive and thrive or you bail and fail."

I then proceeded to talk to our lovely unit clerk who was very excited as well with the event and she created a lovely poster to announce the event. It was certainly, a moment I will never forget. Why is it significant for me? The Human Rights Campaign website has an article about advocating for transgender employees and it clearly states that identification of allies in the workplace is an essential part of building a relationship. Although pushbacks are inevitable, the allies would be there to support and provide further guidance with the transgender advocacy in the workplace. I certainly did find one at work.

I must admit our workplace is still lacking the necessary tools to support transgender individuals in the workplace. The union has some things in place but even then I find that their assistance is leaning towards a very limited approach. There are policies in place, however; I think thorough and specific policies about discrimination, gender transition guidelines, and respectful workplace policy should be determined. This is a work in progress and I know that the leg work has started. It is just taking time but I seriously think that if small companies can compile policies in support of their transgender employees, bigger companies should be doing some fast track work about it.

PRIDE DAY at Heritage Village. Out and Proud!

Despite all the things lacking to support my transition in the workplace, I know that I am thriving and I am happy. I think that is all that matters. I know the word thriving sounds uneasy but it is the workplace, you either dive and thrive or you bail and fail. The co-workers have been very respectful and open. Part of it too is having the support outside of the workplace. I know that at times, most transgender individuals are transitioning without the proper support to transition well and you will notice the struggle. It is crucial to have allies everywhere and having that circle once you are out of the workplace is beneficial in how you will tackle other parts of your lives once you are done with your 8 or 12-hour shift.

Workplace inclusiveness encompasses many things but policies and guidelines must be tailored to transgender individuals that will provide a consistent framework to address confusion and avoid grievances which can lead to either lawsuit or mismanagement.