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Diversity Hedges Risk with Natalie Egan
In the last couple of years, you’ve probably been hearing more about the trans community than you ever have before. More and more trans people are coming out at work, and elsewhere in their lives, and many people are wondering how they can best learn about the trans experience and support their colleagues, friends, and families. Natalie Egan (pronouns: she / her / hers), CEO and founder of Translator is championing diversity and inclusion through technology at scale.
How can HR support the trans community?4-5% of the population is somewhere on the trans spectrum - and when you think about them and their families, it’s a huge segment of the population. The first thing HR departments should do is get educated on the specific needs of the trans community. Often the first person who comes out as trans at work has to take on the burden of educating the rest of the workforce - so HR departments can take on the work of being proactive with inclusive and supportive policies.
Getting quality informationThe movable middle is composed of people who are open and interested, but unsure about where to get good quality information about the trans experience. Most information comes from the media - and that’s not always the best thing. You need to be intentional about seeking out information, and you shouldn’t be making assumptions about their lifestyle or intentions. Because trans people ARE in your community.
Being an ally is an ongoing jobBeing an ally is way different than being a fan - allyship is active. It means being consistent, and doing the work of being an ally whether or not the trans person is in the room or not. It’s not hard to support someone who is transitioning, although it can feel awkward - there’s one simple thing you can say when someone tells you they are trans, or that they’re using another name or different pronouns: congratulations! You can also ask if there are any ways you can support your colleague, friend or family member. Although you may be tempted - it is *not* the time to ask a lot of detailed questions. If you’re curious - research! Treat your trans colleagues as humans - and have a little humility about the situation.
Being self-aware is the first stepThe first step in real empathy is self-awareness, and understanding why we are the way we are, and how we got to where we are. Natalie talks about how growing up in a bubble of white male privilege meant they were disconnected from other people, and how lived experiences are different for everyone. Assimilation and homogenous culture is a liability. Diversity hedges risk - it’s true in investing and it’s true in communities - work-based or otherwise.
Resources
www.translator.company@NatalieJEgan
National Center for Transgender Equality https://transequality.orgTrans Toolkit for Employers https://www.hrc.org/campaigns/trans-toolkit
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In the last couple of years, you’ve probably been hearing more about the trans community than you ever have before. More and more trans people are coming out at work, and elsewhere in their lives, and many people are wondering how they can best learn about the trans experience and support their colleagues, friends, and families. Natalie Egan (pronouns: she / her / hers), CEO and founder of Translator is championing diversity and inclusion through technology at scale.
How can HR support the trans community?4-5% of the population is somewhere on the trans spectrum - and when you think about them and their families, it’s a huge segment of the population. The first thing HR departments should do is get educated on the specific needs of the trans community. Often the first person who comes out as trans at work has to take on the burden of educating the rest of the workforce - so HR departments can take on the work of being proactive with inclusive and supportive policies.
Getting quality informationThe movable middle is composed of people who are open and interested, but unsure about where to get good quality information about the trans experience. Most information comes from the media - and that’s not always the best thing. You need to be intentional about seeking out information, and you shouldn’t be making assumptions about their lifestyle or intentions. Because trans people ARE in your community.
Being an ally is an ongoing jobBeing an ally is way different than being a fan - allyship is active. It means being consistent, and doing the work of being an ally whether or not the trans person is in the room or not. It’s not hard to support someone who is transitioning, although it can feel awkward - there’s one simple thing you can say when someone tells you they are trans, or that they’re using another name or different pronouns: congratulations! You can also ask if there are any ways you can support your colleague, friend or family member. Although you may be tempted - it is *not* the time to ask a lot of detailed questions. If you’re curious - research! Treat your trans colleagues as humans - and have a little humility about the situation.
Being self-aware is the first stepThe first step in real empathy is self-awareness, and understanding why we are the way we are, and how we got to where we are. Natalie talks about how growing up in a bubble of white male privilege meant they were disconnected from other people, and how lived experiences are different for everyone. Assimilation and homogenous culture is a liability. Diversity hedges risk - it’s true in investing and it’s true in communities - work-based or otherwise.
Resources
www.translator.company@NatalieJEgan
National Center for Transgender Equality https://transequality.orgTrans Toolkit for Employers https://www.hrc.org/campaigns/trans-toolkit