Some Simple Steps to Being Trans* Inclusive: Part II (How To Make Your Organization Accessible and Safe for Trans* Individuals)

by Shaker TheDeviantE, a queer, poly, atheist genderqueer trans boy, who is: very infrequently writing a blog about "normal" society, becoming a social worker, making music, and otherwise trying to muddle on through.

[Part One is here.]

As far as I know, there isn't a comprehensive list out there for people trying to make their workplaces/organizations trans*-friendly. So I sent out a call last night to my friends asking for trans* individuals and allies to add to my germ (as in seed) of a set of guidelines. As with any community, there was some disagreement about how best to change the systems we deal with. I hope this will be viewed as a jumping off point for people, rather than an ending point. So! for all you shakers who are interested, I present ways to make your organization welcoming to trans* individuals!

• Always include "preferred pronoun" on intake forms.

• Don't include gender markers on forms if they're not necessary.

• Consider asking which services a person would benefit from (i.e. "prostate health____ pelvic exam____") instead of zir gender. If you need people to specify gender/sex on a form, be sure you know what you need (is it gender or sex?) and ask for the appropriate one.

• Consider including both gender and sex markers separately (a section for sex which would have boxes such as "male" "female" "intersex" "transsexual" and a section for gender which would include "male" "female" "transgender" "MtF" "FtM" "genderqueer" "other" etc.)

• If possible, let people write-in what they feel is most appropriate in all instances.

Never force an individual to identify as trans* if ze does not wish to.

• If you use intake forms that include sexual history, make sure that categories will actually work for people who have genderqueer partners – i.e. don't ask "do you have sex with men, women, or both?"

• Always ask for a person's "preferred name." If you require legal names, ask those after preferred name, it will help establish that you respect the person's identity first and foremost. If legal and preferred names differ, make sure to use legal names in only those situations where it is necessary.

• Ask for preferred pronouns, even if you think you know what someone would like you to use. Don't just ask people who you think "look" trans.

• Make sure that any automated phone calls or mail that go out have the appropriate name. For each individual, find out whether that would be legal or preferred name. If a trans* individual is not living full time as zir identified gender, it may put zir in danger to send out material to zir preferred name, if ze is being gendered correctly in the community, a legal name may put zir in danger.

• If you are cis* and someone asks you what pronouns you prefer, don't say "I don't care" – many trans* people regularly have to defend their gender and pronouns and treating pronouns use as something that doesn't matter trivializes trans people's experiences.

• If you have a front office or area where you leave information for clients, put out something that shows that you are aware of trans* issues and are trans* friendly.

• Make policies regarding how to treat trans* clients and staff. Since our society is transphobic, not having trans*-inclusive policies is often the same as having transphobic ones.

• If there's a dress-code, make sure it does not have gender-dependent requirements or require dress conforming to legal sex.

• Have bathrooms on the premise that are single stall and/or gender neutral. Many trans* individuals are not comfortable in male or female multi-stalled bathrooms. Whether or not there is a single-stall option, trans* people need access to whatever multi-stall facilities are available. The single deciding factor in what bathroom a person uses should be zir gender identity and comfort level. It's important that staff and security be trained to protect trans* people if their use of a restroom is questioned.

• If you're in a position to make decisions about health benefits, make sure that the insurance doesn't have trans exclusion – many insurance policies explicitly won't cover anything for trans people whether or not it's related to transitioning – and that it's accepted by trans*-competent providers.

• Make sure your staff are educated on cisgender privilege and "Trans 101" material (appropriate terminology and challenges that trans* populations often face).

• Know which organizations that you direct clients to are explicitly trans* friendly/inclusive.

• If your organization/agency makes referrals or placements to "sex segregated" programs, always find out if the program is accepting of trans* individuals. ALWAYS refer or place an individual in a program that ze would feel most comfortable in (ask zir).

• Explicitly include trans* status in your non-discrimination policy and in documentation you give to clients/staff. While some people assume that gender non-discrimination policies cover individuals who are trans*, courts in some states have ruled that is not the case.

• Don't assume that all sexually active women require birth control (due to trans* status, sexuality, or other factors, many women do not have penile-vaginal penetrative sex and as such are not at risk for pregnancy); be sure to give appropriate information depending on a person's actual sexual behaviors.

• Educate yourself about cis* privilege and how it perpetuates transphobia. Don't expect trans* people to educate you or feel comfortable discussing their trans status with you.

• Don't ever reveal someone's trans* status to others without zir permission.

• Keep in mind that being gay-friendly is not the same as being trans*-friendly.

• While for some individuals, their trans* status is an extremely salient aspect of their identity, for many others, it is not. Do not assume that all trans* clients view being trans* as important to their everyday lives or will want to identify as it all the time.

• Make sure to defend trans* clients in all situations where it is necessary without the prompting or initiation of the individual, i.e. if a trans* person prefers a certain pronoun and is being misgendered, correct the offending person yourself, don't wait for the offended person to do it. It is intimidating, alienating, and often unsafe for a trans* person to have to defend zirself alone.

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Do these things even if you don't currently knowingly have a trans* client or worker.

These are guidelines. Societal transphobia is very complex and not all situations can be planned for. If an individual indicates that one of these guidelines conflicts with zir needs, zir needs should always trump the guidelines.

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