01 Jun Businesses have a key role to play in supporting their trans stakeholders

Q&A with Bobbi Pickard

During a recent webinar hosted by UN Global Compact, Bobbi Pickard, Diversity and Inclusion Director at BP and CEO of Trans in The City spoke about the opportunity – and responsibility – businesses have to own their trans allyship.

We caught up with her after the event for a quick Q&A:

Q: You spoke about trust being a key component for businesses looking to build meaningful allyship with the trans community, can you expand on this?

A: To feel included you need to feel safe, to feel safe you need to feel that your employer cares about you. Trust is built by seeing businesses and employers actively working for the equality and inclusion of their LGBT+ employees. If there is no visible support, the default takeaway tends to be that the employer isn’t interested, or worse, doesn’t care. Countering this notion is simple: businesses need to be visible in their support.

Q: How can companies get into an inclusive mindset?

A: First and foremost, companies need to understand that some of their stakeholders are trans and they need to adopt a proactive, rather than a reactive approach. They can achieve this by considering the needs of their trans stakeholders and tailoring their approach accordingly. For colleagues for example this could include putting policies and guidelines in place to support them. Companies must sort out their training and awareness provision, to educate their non-trans employees and create a culture which is inclusive and understanding. In taking this proactive approach, when there is an interaction with a trans stakeholder, employees will be informed and aware, leading to a more positive experience for everyone involved.

Q: How can companies support colleagues who are transitioning?

The process of transitioning is about much more than undergoing surgery, and may not even involve surgery for some. It is a process and it takes time. Employers need to be able to manage that transition from a place of empathy, offering the necessary support to demonstrate that they genuinely care about their trans employees. It all comes down to authenticity, which is a fundamental component in building trust. The more informed companies are, the better able they will be to offer meaningful support. This includes understanding the landscape for trans and non- binary people and keeping up to date with what’s happening to them in the world.

Q: What advice would you give to companies who genuinely want to support their trans stakeholders?

A: I honestly believe businesses have a chance to change things for the better for trans and non-binary people, but in order to do so they must:

1. 1. 1. Gain confidence in being an active ally
      2. Stand up for what they believe and most importantly
      3. Speak out in defense of their LGBT+ colleagues

 

Q: What about those who argue that by supporting trans people companies are impacting the rights of cis people?

A: Human rights is not a pie. There are plenty to go around. You do not erode the rights of one group by giving more rights to another group.

Q: Do you have any tips for individuals keen to be more active in their allyship?

A: Being a true ally means being seen to be proactive. Beware of scaremongering, mis-direction and hype. Know how to dispel the myths, quickly and clearly. Remember: Trans people are far more likely to be the victims of abuse than the perpetrators of abuse – get informed and educate yourself, doing so will give you all the tools you need to be active in your support of the trans community.

Q: Are there any final words of advice you would give?

A: There are so many things companies can do to be active in their allyship but my key tips are as follows:

1. 1. 1. Collaborate with third parties who are visibly pro trans.
      2. Learn from best practice and share best practice – there is plenty out there!
      3. Use social media for good and drown out the hate.
      4. Be visible about the tangible things you are doing to support the community.