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gender-diverse employees. Coqual found that employees are more likely to say their companies are fair if they have inclusive managers and colleagues. Perceptions of fairness are tied to leading indicators of positive business outcomes, such as employees’ trust in the company and their intent to stay. With a growing number of transgender workers and an increasingly hostile legislative climate toward gender-diverse people, creating an inclusive workplace culture is more important than ever. And it’s just good business: Over 45% of all consumers under the age of 34 say they’re more likely to do repeat business with an LGBT-friendly company . Employers and teams can take simple, actionable steps to create a more inclusive workplace culture. By implementing meaningful policy change, working together and taking concrete steps to improve, we can create a workplace that supports all employees and ensures everyone feels valued and included. Cameron Zayne is a community leader with nearly 20 years of experience leading community development and advocacy initiatives. In addition to their work as a lifecycle marketing specialist at the NeuroLeadership Institute, Cameron has contributed to numerous campaigns and initiatives to promote equality and inclusion, including work with LGBTQIA+ groups, refugees and international aid organizations.
Name and gender marker changes: Creating a streamlined and confidential process for employees to change their name and gender marker on company records, identification and other relevant documents can help transgender individuals feel more comfortable in the workplace. Maintain strict confidentiality around gender markers and documents that include someone’s assigned gender. Health insurance coverage: Providing inclusive healthcare benefits that cover gender- affirming care and transition- related medical expenses can help trans employees feel valued and supported. Up to 85% of companies that have gender-supportive healthcare options found that there was no additional cost to providing them to their employees. Some companies, like Meta and Amazon, provide health insurance coverage for gender-affirming care. Training and culture: Providing training and education to all employees, especially managers and HR staff, on expansive DEI topics can create a more welcoming and supportive work environment for gender-diverse individuals. Supportive leadership: Leaders and managers have a critical role in creating and maintaining an inclusive workplace culture. They can demonstrate their support for gender-diverse individuals by using preferred pronouns, advocating for inclusive policies and practices and actively supporting and promoting
38 | April/May 2024
Leadership & Career
CCI Magazine
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