Information for trans and gender diverse employees
Transitioning at work
You have the right to be yourself at work. You also have a right to feel safe in your workplace. If you have decided it is time to transition, or want to start presenting as your affirmed gender at work, this guide will help you get started.
Good communication is essential to a successful transition at work. As difficult as it may be to have that first conversation with your manager or HR officer, you will need to involve these people for a successful transition.
Work with your manager as much as possible; be prepared to answer their questions, and provide your input into how the process will work best for you. Be aware that your manager and HR department probably have never assisted a transition process before. Most people are not well educated about trans and gender diversity issues, and so your colleagues may not have much knowledge to draw on.
On this page:
- Planning the transition
- Support person or ally
- Names and pronouns (she, he, they)
- Toilets and change rooms
- Uniform and dress standards
- Co-worker reactions
- Records, logins and email address
Planning the transition
We recommend that, when you feel ready to transition at work, that you work out a plan with your manager or HR officer to make sure your expectations are considered and to support the process for you and your colleagues.
A poorly planned (or unplanned) transition can lead to communication breakdowns, misunderstandings and insensitive treatment of you by colleagues. If you don’t explain your needs or concerns to anyone, they cannot be addressed.
If you are changing your name, it will mean that a new identity card, email address, computer logons, IT access and payroll details will have to be arranged. Usually your manager will be able to advise you on the best way to go about this. However, if you don’t have a good relationship with your manager, consider asking for another person you are more comfortable with to manage your transition. You can also ask for a support person to be present for planning meetings.
Support person or ally
It is good to find a support person or ally in your organisation who can help you through the transition process. Do you have a strong relationship with someone at work who you think will be open-minded and supportive when you come out as trans or gender diverse? If there is no one at work, you may be able to ask someone outside the organisation.
To prepare for your workplace transition, you could practise coming out to one person at work. You should make it clear to the person that you’re not ready to make your transition known to everyone just yet, and they should keep it confidential.
Names and pronouns (she, he, they)
Consider developing a standard response to say to people if they get your new name wrong, or use the wrong pronoun (such as using he instead of she). Be prepared for slip-ups, but also correct people if they keep getting it wrong. Complain to your manager if there are repeated and intentional incidents of misgendering or deadnaming.
Toilets and change rooms
You have the right to use a toilet and/or change room facility that reflects and affirms your gender. Some trans people prefer initially, or even in the long term, to use a unisex/accessible toilet. This is a personal choice, and you should not be told that you cannot use the toilet that matches your affirmed gender; and you shouldn’t be required to use an accessible toilet.
Gender diverse (non-binary) employees are entitled to use toilet and change room facilities that they feel are appropriate and safe for them.
Be aware that toilet use can raise concerns for colleagues, so explain your needs to your manager. This is one of the messages that should be given to your colleagues up front and before you start using the toilet that matches your affirmed gender.
Uniform and dress standards
If your workplace has a uniform, you should be allowed to wear the uniform that reflects and affirms your gender. You should not be asked to continue dressing in a uniform that does not match your gender identity.
If your workplace requires a professional standard of dress, it is reasonable to expect you to dress appropriately in corporate clothing in line with what others of your affirmed gender wear. Similarly, if your workplace requires protective clothing, shoes etc., you will have to meet the expected standard for workplace health and safety in the way you dress. However, if there are different expectations on you compared with cisgender employees just because you are trans or gender diverse, this might be discrimination.
Co-worker reactions
Be prepared for co-worker reactions to your transition — whether good or bad. Most people are not well educated about trans and gender diverse people, and although it is not your role to educate others, you may need to set some clear boundaries with people about what is not okay, and what is acceptable to you. It is important to tell people if they are making you feel uncomfortable or crossing a line with their comments, questions or actions towards you. If there are persistent issues, discuss them with your manager.
You can use the Information for colleagues section of this guide as a handout, or as the basis for a talk with colleagues.
Records, logins and email address
If you are changing your name, think about what changes you will need to make for ID cards, work badges, email addresses and computer access, and discuss the date you would like these changes to be made. You may also like to request to change your gender on personnel files.
You should not be required to formally change your gender with the Registry of Births, Deaths and Marriages prior to system changes being made.
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