Acknowledging Anti-Trans and Anti-LGBTQIA+ Legislation and Rhetoric in the Workplace

In yet another record-breaking year, 2023 has seen more than double the number of anti-trans bills being considered across the U.S. compared to 2022, and we’re only halfway through.?

For many people, politics can feel like an off-limits topic at work, but when policy impacts our colleague’s lives at home AND at work, how can we ignore it? ?? This is more than politics. As we continue to see more anti-LGBTQIA+ policies and rhetoric, more queer and trans people are protecting themselves by covering parts of their identities - a recent survey revealed that one in four young LGBTQIA+ people are choosing to go back into the closet when starting work (Just Like Us, 2023). At Empovia, we know that covering is rooted in a lack of safety in our environments, which can lead to lower engagement and productivity, health issues, and more.

So how can we best support our queer and trans colleagues when we hear about another piece of discriminatory legislation or hate crime?

?? Lead With Empathy

• When anti-trans legislation is in the news and you notice your trans colleague isn’t as present or social as usual, reach out to them privately to ask how they are feeling and if there is any way you can support them.?
• If you have questions about certain legislation, do some research on your own: it is not your colleague’s responsibility to educate you on the topic. Then, if your LGBTQIA+ colleague is open to talking about it, listen with the intention of understanding them better. Ask questions that show you are genuinely interested in hearing what they have to say.
• Avoid centering your experience as the norm. Listening with empathy includes trusting others’ experience with marginalization and discrimination even if you haven’t experienced this yourself.

?? Have Inclusive Conversations

• If leadership isn’t addressing anti-trans legislation or anti-LGBTQIA+ shootings & hate crimes in the news, let them know why it is important to do so. When leaders start showing support or creating spaces for people to have these important conversations, it creates a safer space for everyone.
• In 1:1s, whether you’re a colleague or a manager, make time to discuss things happening outside of work, including any relevant current events or mental health updates that may have an impact on our capacity to do our jobs.?
• Ask your colleague how you can support them in bringing their authentic selves to work.

? Advocate For Those Around You

• Hateful people can often empower hate in those around them. If you witness bullying or harassment against an LGBTQIA+ colleague, (maybe discussions around recent bathroom bills have empowered someone to give your colleague a hard time about using the bathroom that most aligns with their gender identity), you can do something about it. Depending on the power dynamics and everyone’s safety, this could look like:

1. Intervening in the moment to stop the harrassment.
2. Discussing what you witnessed with the offender after the moment has passed.
3. Reporting what you witnessed to a manager and/or HR.

• Examine new policies with more perspectives than just your own. Listen to your LGBTQIA+ colleagues when they share that a new policy has negative impacts on them and their work, and amplify their voice to ensure that leadership has considered the implications for all employees.

??? ?? Support trans rights and livelihood: ally.cc/SupportTransPeople

We often speak of allyship broadly as it applies to different groups, but when current events come up, it is important to address them directly. When we open ourselves up to those important and inclusive (and sometimes challenging) conversations, we are creating safer spaces for our queer and trans communities to feel comfortable as they are.?

Thank you for continuing to support our LGBTQIA+ communities this Pride Month (and every month). ??

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For more opportunities to learn and become a better ally, visit empovia.co

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