The landscape for LGBTQ lawyers is changing every day. As of 2016, an estimated 1.4 million adults in the US identified as transgender. The gender binary is being replaced by the gender spectrum, and 35% of trans* individuals identify as gender diverse, non-binary, or gender non-conforming.
For legal employers, it is no longer a matter of IF they will have transgender or gender diverse employees, but preparing for WHEN they have trans* employees. Despite strides toward inclusion, 27% of transgender people who held or applied for a job in the last year reported being fired, not hired, or denied a promotion due to their gender identity, only 33% of non-binary/gender non-conforming individuals report being out at work, and 45% of trans* individuals have experienced negative incidents at work on a monthly, or even more frequent basis. Given these figures, it's more important than ever that legal employers ensure an inclusive, welcoming environment that is respectful of all gender identities and expressions.
Making space for trans* and gender diverse lawyers, staff, and clients in legal organizations can be tricky. Much of the work requires reframing conversations about gender, retraining the brain around language, and implementing policies and procedures to limit the influence of gender norms and biases. Every organizational leader should understand the basic concepts of gender identity and gender expression, including how these concepts differ from sexual orientation. They must display gender-inclusive language and model appropriate pronoun usage. Finally, they must understand the state of the law in Colorado and federally to create policies regarding facilities, harassment, dress codes, and the like which accurately reflect the rights of trans* employees and clients.
Is your organizational leadership prepared to do this important work?
“Transgender at Work” will provide you with the tools and resources your organization needs to develop greater empathy and awareness of trans* and non-binary identities to create spaces of belonging in your organization.
Gender Transition Plans & Policies can be overwhelming. We’ll break them down into practical parts so your organization can adapt and implement a plan for the probable moment when a trans* employee announces they will be transitioning gender at work.
Even if you are well-versed in trans* 101, developing your power an ally to trans* and gender diverse colleagues is imperative to creating inclusive legal organizations. We will provide important knowledge and resources so that you can interact with your coworkers, colleagues, clients, and friends who may identify as trans* in a respectful and supportive manner. Allies are always learning how to put their responsiveness into action. We’ll give you the tools you need to be a better ally and recruit those around you to be allies too!
Join us to:
Trans* is an umbrella term that refers to all of the identities within the gender identity spectrum, other than cisgender man and cisgender woman. The asterisk denotes an effort to also include all non-binary, genderqueer, and gender non-conforming identities, including (but not limited to) transgender, transsexual, genderqueer, genderfluid, non-binary, agender, non-gendered, third gender, two-spirit, and bigender.
- Learn more about trans* and non-binary issues
- Champion inclusion and diversity throughout your organization
- Challenge thinking and actions, systems and processes
- Be a visible and active ally
More about this speaker:
Ryann Peyton serves as the Director of the Colorado Attorney Mentoring Program (CAMP), a program of the Colorado Supreme Court. A former litigator and a seasoned consultant and advocate on professionalism, diversity, and equity in the legal field, Ryann is a frequent commentator, presenter, and lecturer having contributed to the Denver Post, Law Week Colorado, Denver Business Journal, KDVR Fox 31, Rocky Mountain PBS, and Colorado Public Radio. Prior to joining CAMP, Ryann focused her law practice on civil litigation with an emphasis on LGBT families and civil rights.