Webinar Date: June 28, 2023 – 03:00 PM ET
Head of Content at Fair360
Americas Diversity, Equity, & Inclusiveness Center of Excellence at EY
Learning and Development Facilitator at Wells Fargo
Program Delivery Executive & LGBTQ2+ Business Executive at TD Bank
Environmental Services Specialist at BASF
Transitioning in the workplace can expose employees to microaggressions and other uncomfortable interactions.
In this webinar, panelists discuss how organizations can better support transgender employees, develop strategies tailored to the employees needs, and foster a culture of acceptance and inclusion where employees feel psychologically, physically and emotionally safe.
Highlights From the Session
“Every single person needs something, wants something different and has a different experience with their gender. Every one of us is having a different gender experience, no two are going to be the same. The more that we work that muscle of understanding the fluidity of gender and the fluidity of what allyship means within our community, the better off will be to continue to work together and keep moving forward.” —Jamie Bergeron, EY
“You may be hiring trans and non-binary people, and you may not know it. Some people are what we would call stealth, they choose to live their life presenting in gender binary. It’s hard when you talk about how do you recruit, how do you retain people you may not know when you hire them? You’re not going to find a lot of people who are in their 20s and 30s that want to be ‘out’ during interviews with employers.” —Beverly Douglas, BASF
“By having intersectionality, we found that we could get a broader audience to the story, which focused on trans, transitioning and benefits. It broadened the conversation. Sometimes it’s that extra connectivity with intersectionality that can help bring more individuals to learn more about the community.” —Stephanie Eckersley-Ray, TD Bank
“We can understand that the ERG chapter is essentially the frontline part of the support, as it’s most in tune with the needs of those transitioning in the workplace. At the chapter level, you’ll see the most diversity of race, ethnicity, disability, sexuality, even categories like pay and title — all that to say the chapter is pretty down to earth because we’re less removed from who you are, because we are you.” —Alex Garveaux, Wells Fargo
