Search form

March 31 is International Transgender Day of Visibility

By Shelly L. Freeman, Michelle E. Phillips and Wayne S. Yoshigai
  • March 29, 2019

Gender identity, transgender status, gender non-conformance, and workplace gender transitions are timely topics, both societally and within workplaces. March 31 is International Transgender Day of Visibility, which aims to celebrate transgender people and raise awareness of discrimination faced by them. Jackson Lewis has been fortunate to assist a number of clients with workplace gender transition issues — including drafting policies, creating educational materials, developing and conducting training for managers and co-employees, and preparing individual transition plans.

The most successful and competitive employers recognize that promoting an inclusive workplace where employees feel respected and safe and one in which they can bring their whole selves is good business. Further, under many state and local laws, and for federal contractors, non-discrimination and anti-harassment based on gender identity, transgender status, and gender non-conformance are legally mandated. Several federal courts have interpreted Title VII of the Civil Rights Act’s prohibition against sex discrimination to prohibit discrimination based on gender identity and transgender status; the U.S. Supreme Court is expected to take up the issue soon.

Preparation, education, and training are the most effective tools employers can use to facilitate workplace gender transitions and to raise awareness of gender non-conforming designations. Employers should start by reviewing their equal employment opportunity/non-discrimination and anti-harassment policies to determine whether legal obligations, or competitive imperative, demand that gender identity and transgender status be included in the policies.

Providing training and education focused on gender identity, sex stereotypes, and transgender status to a transitioning employee’s managers and co-employees is essential to a successful transition and to avoiding discrimination and harassment in the workplace. Employers need not (and probably should not) wait until an employee is transitioning to implement a plan. Early training and education will smooth the way for future situations and send a message that the organization values and appreciates diversity and promotes an inclusive work environment. At a minimum, include discussions of transgender/gender non-conforming non-discrimination and anti-harassment in on-going anti-harassment training. (California and New York require this by law.)

Often, in the early stages of an employee’s transitioning process, we are unaware that someone in the workplace is considering a gender transition. Therefore, it is best to proactively create a pathway for employees to notify and work confidentially with human resources (and, perhaps, others in the organization) to facilitate the education, training, and logistics that must be coordinated to make a smooth transition. Jackson Lewis provides policies, training, counsel, and assistance on a full range of workplace issues. If you need assistance navigating a workplace gender transition or other workplace issues, let us help.

©2019 Jackson Lewis P.C. This material is provided for informational purposes only. It is not intended to constitute legal advice nor does it create a client-lawyer relationship between Jackson Lewis and any recipient. Recipients should consult with counsel before taking any actions based on the information contained within this material. This material may be considered attorney advertising in some jurisdictions. Prior results do not guarantee a similar outcome.

Reproduction of this material in whole or in part is prohibited without the express prior written consent of Jackson Lewis P.C., a law firm with more than 900 attorneys in major cities nationwide serving clients across a wide range of practices and industries. Having built its reputation on providing premier workplace law representation to management, the firm has grown to include leading practices in the areas of government relations, healthcare and sports law. For more information, visit

See AllRelated Articles You May Like

April 1, 2019

Retail Industry Workplace Law Update – Spring 2019

April 1, 2019

Class Action Trends Report The latest issue of our quarterly report on new developments in class action litigation focuses on independent contractors and covers the following topics: Is an “independent contract” enough? Independent contractors in California Potential strategies to protect your company and tips to defend... Read More

March 20, 2019

New Jersey Prohibits Enforcement of Non-Disclosure Provisions in Settlement Agreements, Other Contracts

March 20, 2019

A sweeping amendment to the New Jersey Law Against Discrimination (LAD) bars enforcement of non-disclosure provisions in settlement agreements and employment contracts, and prohibits the waiver of substantive and procedural rights under the statute. The amendment applies to all contracts and agreements entered into, renewed, modified, or... Read More

March 19, 2019

Construction Trade Association Urges Minorities and Women to Join Construction Trades

March 19, 2019

The leading organization for general contractors in the U.S. has announced a new effort to attract more women and minorities to construction. The Associated General Contractors of America (AGC) said it will push to expand vocational education in high school and establish mentoring programs in college, according to the New York Daily... Read More