If you plan to make a formal announcement of your transition, relevant information such as your email address and company photos should be ready in advance with your proper gender identity and expression. You may wish to decide on the use of gendered facilities such as bathrooms or changing rooms. When you decide to transition at work, some of the things you may wish to discuss are updating personal information such as your name, pronouns or employee photograph in internal systems. Many organizations are committed to creating diverse workforces and retaining talented people from all backgrounds. If your organization has a coming out guide or non-discrimination policy, consult it for advice specific to your workplace. Next, you may come out to your organization’s management or human resources representatives in order to create an action plan for transitioning at your workplace. If there is someone in your workplace that you trust, such as a close work partner or friend, you may wish to tell them about your transition first in order to gain an ally. However, you may still wish to work with colleagues and supervisors to develop a smooth plan for transitioning in the workplace. Clayton County, Georgia that makes it clear that discrimination on the basis of sexual orientation and gender identity is prohibited under the federal employment non-discrimination law known as Title VII. In 2020, the Supreme Court of the United States issued a decision in Bostock v. As long as it is safe and you are ready, publicly transitioning can allow you to grow your career as your authentic self. No matter your position, even if you are an intern or part-time employee, you deserve a comfortable workplace environment. You may wish to ask for an onboarding form to see if there is any relevant information related to sexual orientation and gender identity of employees. This can include time off for surgery, doctor’s appointments or personal time off to manage your transition. If you choose to disclose your trans identity during interviews or onboarding, you may also discuss necessary time off for transition related purposes. However, this information should otherwise remain confidential, and there is no reason for your other colleagues to know you as anything other than how you wish to be identified. For this reason, you may be forced to disclose your transgender or non-binary identity while being onboarded. Unfortunately, your legal name will likely be required for payroll and retirement accounts. If your name or pronouns are different from what’s listed on government identification documents, you may find it helpful to apply using the name and pronouns by which you wish to be referred. You may also choose when to begin certain aspects of your transition based on whether your organization has an inclusive environment or healthcare policy.Īpplying to jobs while transgender or non-binary can sometimes feel like a confusing process. Furthermore, you may choose to begin your transition at one workplace while continuing it at another. Information related to your gender identity (such as sex assigned at birth) may be confidential medical information that does not need to be shared with those who do not need to know. Only you can decide who, if anyone, to disclose your gender identity to. Whether applying for jobs or transitioning at your current workplace, it’s important to remember that you are in control of your transition.