There are numerous internal and external resources
available for transgender employees and their
colleagues. Below is a list of links for helpful government resources. Additionally, each agency has a variety of mediation, education, and EEO redress services and processes available. IC EEOD: IC LGBTA Affinity Group: http://intelshare.intelink.ic.gov/sites/cps/eeo/ Pages/default.aspx http://www.intelink.ic.gov/blogs/lgbtqa OPM Guidance: http://go.ic.gov/jzioMSS OPM - Personnel Folder Reconstruction Guidance: http://go.ic.gov/s6ZPQXI Department of Labors Occupational Safety and Health Administration (DOL/OSHA) Guidelines: http://go.ic.gov/l7JsOth Security concerns: There are no additional security considerations regarding an employees decision to come out as transgender or to transition. All employees are expected to adhere to the regular personnel security requirements of their position. Bathrooms: OPM guidelines require agencies provide access to adequate sanitary facilities as soon as possible. Agencies should allow access to restrooms and locker room facilities most consistent with the employees gender identity. Dress codes: Employees are allowed to dress in clothing consistent with their gender identity which may include a mix of traditionally gendered clothing. Employees are expected to follow the appropriate dress codes at their agency. Administrative records and IT systems: An employees personnel folder and other records should be changed to reflect the employees preferred name and gender. This may include email addresses, contact information, badges, historical or current personnel records, and any other data record containing an employees picture, name, or sex. Agencies vary on how and which administrative records and computer accounts are updated. At the discretion of your employee, discuss this issue with your HR and IT components early in the process. Be s t Pr act i ce s f or t he Ma na ger s a nd Col l ea gue s of Tr a ns gender Empl oyee s Produced by the Intelligence Community Lesbian, Gay, Bisexual, Transgender and Allies (IC LGBTA) Affinity Group and the IC LGBTA Transgender Working Group Some Common Quest ions Tat Ari se Duri ng a Transit ion IC and External Resources Each transgender employee in the workplace will have different needs. Below are some best practices compiled from across the Intelligence Community that may be useful for the managers and colleagues of transgender employees but should not be implemented without consulting the employee. Know t he Basics The term transgender refers to people who have a gender identity or sense of self that is different from their physical sex. Transgender people often, but not always, transition or alter their appearance to match their gender identity. Living in ones gender identity may include a range of changes to things such as: hormones, clothing, mannerisms, pronouns, and/or surgery. Being transgender is not related to a persons sexual orientation. Keys to Success Respect conoentlallty: Understand that some employees want very few people at work to know. Others prefer that multiple management levels be informed and that their co-workers understand. Respect the transgender employees preferences. Use the preferred name and pronouns: Always use the transgender employees preferred name and gender pronouns. Insist that others in the workplace do the same. Understand what your colleague is facing: The decision to come out or transition is not done lightly. Coming out can be different for transgender employees than for lesbian, gay, and bisexual employees because it may involve changes in appearance. Transition is often socially isolating, physically painful, emotionally draining, and expensive. Educate yourself: Learn more by attending events sponsored by your agencys Lesbian, Gay, Bisexual, Transgender, and Allies (LGBTA) group. As a manager, your job is to ensure you are creating an inclusive workplace that helps your employees continue to support the mission. Your employee will look to you as tbelr manager to belp tbem navlgate tbls oltcult sltuatlon. Communicate: The transgender employee is the best source of information and may already have a plan in mind. Managers and employees should work closely to develop a plan and discuss their concerns while respecting the needs of the employee. The employee may need time off or have questions. Managers do not need to have all the answers, but seek them out and get back to your employee. Assemble a transition team: If applicable, assemble a small team to help with the transition process, include the transgender employee, their manager, and an HR professional. Plan ahead: Develop a realistic timeline that is comfortable for the employee. If the transgender employee is a manager, develop a plan that makes sense for both the employee and the employees they manage. Provide training: Set the stage for success by providing the workforce with training by HR, outside consultants, or LGBTA groups. Be clear that management values diversity and explain what is expected from the workforce. Deal with complaints: Any complaints of harassment or discrimination should be investigated and dealt with promptly. Assign a mentor: It may be helpful to have a mentor assigned to a transgender employee. A mentor should be someone knowledgeable about transgender issues and who understands your agencys resources, rules, and culture. As a colleague you can take some simple steps to create an inclusive work environment. Be a role model: Use preferred name and pronouns. |t you Nub, selt-correct ano move on. Correct hurtful comments: Challenge coworkers and/ or alert others of people using offensive or non- atrmlng language, sucb as conslstently uslng tbe incorrect name or pronouns. Finding a way to address offensive language can help ensure a tolerant and productive workplace. Ask respectful questions: Asking questions is a good way to no out more about belng transgenoer, but use common sense and respect a persons privacy by not asking about their physical transition. Seek knowledge and show support: Leverage the resources available to learn about transgender issues ano no eamples ot successtul workplace transltlons. Your agencys Lesbian, Gay, Bisexual, Transgender, and Allies (LGBTA) group is often a great starting point. See reverse for additional resources. Introducti on Consi derati ons f or Managers of Transgender Empl oyees Consi derati ons f or Col l eagues of Transgender Empl oyees