Improving team culture for more trans inclusion at work

Last month, I spoke with Isabel Gebien on the EQUALITY 365 podcast about being transgender (and more). We talked about what it means, why it’s so difficult right now, and why, despite everything, it can be a wonderful thing. And one of the questions that came up, and that I’m asked frequently, is: how can we create a culture of mutual goodwill and support where trans people are seen, heard, and respected, but cis people are also allowed to make mistakes and feel insecure? This conversation inspired me to revisit some things I would like to see from cis people in the workplace—and from trans people. Because both are part of a good team culture.

Trans inclusive team culture needs inclusive language

I'll be completely honest: This shouldn’t even need to be said. Regardless of what you believe or don't believe, what makes sense to you or doesn't, treating other people with respect and not using terms that hurt them should be a no-brainer, and not just in the workplace. And yet, for many trans people, the reality is still very different: almost every day, they experience their identity being ignored at best and ridiculed at worst.

FAQ: What is the best way to point out when someone is using the wrong terms?

If you notice that someone is using the wrong name or pronoun for a trans colleague, it's great if you point it out. If it was an honest mistake, it helps the person remember the correct terms—and if it was intended to be transphobic, it signals that such an attitude is not welcome. Corrections don’t have to be dramatic—a quick suggestions is sufficient. For example:

“Chris said that she's arriving tomorrow.”

“He.”

“Oh, right. He's arriving tomorrow.”

“I need to ask Stefan about this.”

“Hey, just a reminder, she's called Julia now.”

“Oops, thanks you. I need to talk to Julia about this.”

Were you corrected? As you can see, it's no big deal. Just repeat it again, maybe thank them briefly for the reminder, and move on. The more often you use the correct terms, the easier it will become.

Trans inclusive work culture needs inclusive systems

Trans-inklusiv Teamkultur verbessern ist eine spannende Reise.

So often we hear, “Someone at our company has come out as non-binary, but our system only has male and female options, and IT can't change that.” Or, “Our policy is to only change names once the official name change is legally valid.” Or any other variation on “Well, we would like to be supportive, but our systems don’t work that way.” In a world designed for only men and women, where gender does not change, trans people present many companies with logistical hurdles. But the thing is, these hurdles are usually not impossible to overcome, it just takes a little effort. That's why it's up to managers to educate themselves and remove these barriers.

FAQ: Can I issue documents such as pay slips in the new name, if it is not yet official?

Yes! As long as it is not intended to deceive or defraud anyone, it is perfectly legal in Germany to issue most documents (including contracts) in the chosen name. And importantly, once the official change of name and/or gender marker has been completed, the old name may no longer be used unless absolutely necessary.

Trans inclusive team culture needs supportive cis people

Perhaps you've already noticed the endless debates that have been going on for several years now on the subject of trans people, which often boil down to: trans people are either not in their right minds or future sex offenders, and our presence in everyday life, from toilets to sports competitions, needs to be strictly regulated. And no matter how often we say, “We know what we're doing, and we just want to live our lives,” since we are the ones being talked about, we are considered biased and therefore not trustworthy, as little sense as that makes. That's why we need cis people to back us up. People who say clearly: I stand up for the rights of my trans colleagues, even when it's uncomfortable. I think about them, even if no one else does. 

FAQ: How can I actively support my trans colleagues?

There are many ways to do something for your trans colleagues, besides the language and infrastructure already mentioned: Educate yourself, for example, by reading articles or books by trans authors—this will give you confidence and help you argue your case. Speak up when you hear transphobic comments—even if there are (presumably) no trans people within earshot. Be open to listening to your colleagues and don't feel offended if they complain about cis people – the fact that they are complaining to you shows trust. Think about trans people when you design something – be it your inclusion guidelines or an advertising image.

Trans inclusive teamwork needs patient trans people

Among all the things I wish cis people would do, there is one thing that trans people can do to contribute to a more inclusive work culture. Because what we as trans people sometimes forget is that many things that are completely clear to us may be a surprise to the cis people in our lives. By the time we come out, we have usually gone through a long process of self-discovery. We have reflected, read, learned, exchanged ideas, and accumulated a tremendous amount of knowledge about gender and about ourselves. The only problem is that we overestimate how much other people know and what they can understand. Admittedly, I still fall into this trap myself from time to time, but when a cis person does something ignorant, let’s stop for a second and remember that this may be completely new to them. Let's acknowledge that they know less than we do and give them the time and space to be uncertain, make mistakes, and ask “stupid” questions. Tip: Think of an area you're not very familiar with yourself—perhaps disability, parenting, or racism. How would you like those affected to deal with your well-meaning ignorance?

FAQ: But what if someone is transphobic? Should I just ignore it?

No, of course that doesn't mean that we as trans people should just put up with hateful comments. Or that we have to answer every intimate question. Or even that we shouldn't be annoyed when our colleague still uses the wrong pronouns after six months. Marginalized people are often required to ignore or suppress their own feelings and needs in order to make things easier for more privileged people—and that's not okay. But: A healthy and productive team culture must also include treating each other with kindness. That means not immediately assuming the worst, but allowing the possibility that it really may be difficult for your colleague to remember the correct pronoun. Or that the boss is not aware that a term has transphobic connotations – even if it seems totally obvious to you. We all live in a system that fundamentally fails to consider the existence and needs of trans people; unlearning this takes time and goodwill.

Improving team culture requires empathy

In conclusion: Even a good team culture has its limits—transphobia is just as toxic to a pleasant working environment as any other form of discrimination. At the same time, improving team culture needs goodwill. The trust that colleagues genuinely mean well—and active solidarity with trans people that proves that this trust is not misplaced. A gender-inclusive team culture is not difficult to achieve, but everyone has to contribute.