Top tips for hiring and retaining trans employees

My name is Le Cardenuto, and I am a Black trans man. I have worked at Warner Bros. Discovery for 3 years as a senior creative and motion designer for social media.

Six years ago, when I was still afraid to come out to society and even at home, the first place I asked to change my name and pronouns was at work, and being supported and respected in that space was what I needed to talk to my family and friends. Since then, in addition to working as a creative, I always try to bring Diversity and Inclusion topics to the companies where I work, as well as producing content on social media. In companies, we often get stuck at the “how can we increase the hiring of trans people?” phase, but the journey of including the T in the job market cannot stop there. With that in mind, I am sharing some tips not only for hiring, but also for retaining and supporting the career growth of trans people within companies, with the goal of creating a healthy and welcoming environment.

Hiring:

•⁠ ⁠Partnerships with organizations that work on the employability of trans people

•⁠ ⁠Understand the requirements of job positions and remove anything non-essential or that can be developed after hiring, so it’s not only more inclusive, but also less eliminatory

•⁠ ⁠Sponsor initiatives that train trans people in tools, activities, or languages relevant to your company’s field, creating potential future employees and preparing trans people for the job market

•⁠ ⁠Ensure management understands the importance of diverse teams and the creation of affirmative positions.

Retention:

•⁠ ⁠Mandatory diversity and inclusion training, with clear guidelines on what is or isn’t acceptable. Transphobia must never be tolerated in any interaction (even when trans people aren’t involved)

•⁠ ⁠Pay extra attention to the comfort of trans employees, creating a safe and positive environment. As trans individuals are often discouraged from expressing themselves and their opinions are frequently invalidated, affirmative efforts are essential for building trust and well-being

•⁠ ⁠An open door policy with the people team: transphobia and discomforts can be subtle and challenging to address, so it’s essential to have a well-prepared HR person who stays close, not only to prevent potential issues but also to identify opportunities for improvement in dynamics and spaces

•⁠ ⁠Do not position trans employees as a “trans dictionary” or assign extra responsibilities such as educating colleagues, reviewing communications, or addressing invasive questions

Growth

•⁠ ⁠Ask yourself: how many trans people have been promoted in your company?

•⁠ ⁠Identify which skills, knowledge, or even soft skills might be limiting these advancements and find ways to address them

•⁠ ⁠Develop career growth and mentorship programs specifically focused on trans employees

It is important to remember that we are acting against a society and system that excludes, violates, and kills trans people daily; therefore, it is essential to have careful attention and to engage in hard work to at least equalize opportunities and create a respectful and fruitful environment for all people, without exception. For this reason, before implementing these or any other tips, it is essential to talk to the trans people in your company and trans groups in the region to understand and address the needs in a more effective way. We must not forget that our actions can build not only a new job market but gradually a new society.