workplace culture
Gender Identity
in the Workplace
in the Workplace
Gender Identity
CREATING A SAFE AND SUPPORTIVE CULTURE WILL BENEFIT ALL EMPLOYEES
By Charles Benayon
Gender identity has become an important topic of conversa-tion
over the past few years. Trans-identifying individuals
specifically suffer from an increased risk of suicide – nearly
45 per cent are reported to have attempted suicide at one
point in their lives. In honour of Human Rights Day, which was
held Dec. 10, gender visibility in the workplace is playing a highly
prominent role in the conversation. It’s vital for businesses to be
aware of gender identity in the workplace and what can be done to
make their work culture both safe and inclusive.
GENDER IDENTITY AND HUMAN RIGHTS
The Ontario Human Rights Commission passed a Human Rights
Act prohibiting the discrimination or harassment of any per-son
based on their choice or expression of gender identity. This
includes transgender and non-binary individuals, as well as any-one
who chooses to express their gender identity through any
mannerism or form of outward appearance, such as dress, makeup,
hairstyle or voice. This has generated the necessity of instill-ing
policies such as a gender-neutral dress code in the workplace
to enhance the comfort of all employees (e.g. not requiring high
heels, skirts as an option for all genders, etc.)
Despite gender-based discrimination being banned from the
workplace since 2012 and the availability of Employee Assistance
Programs (EAP), harassment experienced by members of the
trans and non-binary community continues. In terms of employ-ment
with trans individuals, an alarming 17 per cent were later
declined a job they were originally offered because of the lack of
resources for a safe, trans-positive environment. In Ontario, 96 per
Ivan Ryabokon/123rf.com
HRPROFESSIONALNOW.CA ❚ DECEMBER 2018 ❚ 31
/123rf.com
/HRPROFESSIONALNOW.CA
