Two Canada Post workers in the Canadian province of New Brunswick have been suspended after refusing to deliver flyers from Campaign Life Coalition calling for a ban on gender-affirming care for minors.
The flyers, which describe gender-affirming medical procedures as “chemical and surgical mutilation” and declare that “God doesn’t make mistakes,” were distributed ahead of the province’s October 21 election.
Shannon Aitchison, a Canada Post carrier and union representative, was suspended for five days without pay. Aitchison, who has atransgender child, said she couldn’t deliver the materials. “The third flyer was straight-up nonsense,” she told the Brantford Expositer. “‘God doesn’t make mistakes,’ so you’re telling me my child is a mistake?”
According to the news outlet, five postal workers in the Saint John area refused to deliver the flyers. Two were suspended, and others used personal days to avoid delivering the controversial material.
Canada Post defended its decision, stating that the flyers did not meet the legal definition of “non-mailable matter” and thus had to be delivered. “Our important and longstanding role to deliver the country’s mail should not be seen as tolerance or support for the contents of any mailing,” Canada Post spokesperson Valérie Chartrand said. “We are a neutral third party regardless of our views.”
CBC reported on August 26 that Campaign Life Coalition has been distributing similar flyers across New Brunswick, supporting Premier Blaine Higgs’ “parental rights” policies. Similarly to far-right measures in some areas of the United States, these policies require teachers to get parental consent before using a student’s chosen name or pronouns if the student is under 16.
PinkNews examines the issues faced by bisexual people at work, the impact of bi-erasure and what colleagues and employers alike can do to support their bisexual colleagues.
A common experience for many bisexual people is the feeling of being invisible, and this rings true for the workplace. Many bisexual people are faced with the choice of being out and living their authentic selves or trying ‘fit in’.
With the amount of time spent at work, having to hide a huge part of one’s identity can be emotionally draining and can lead to burnout, mental health issues and even exacerbate imposter syndrome.
LGBTQ+ people are often discriminated against and even bullied at work: Data from McKinsey suggests that up to 30 per cent of LGBTQ+ people believe that their sexual identity will harm their career progression.
Katherine, an art history professor at a small state university in the rural US Midwest, believes her bisexual identity has positively impacted her career in academia – but she remains acutely aware of the issues it poses, too.
The bisexual Pride flag. (Getty)
She tells PinkNews: “While working in a Women’s and Gender Studies department for five years, in a way [being bisexual] legitimises my research and teaching interests. When introducing myself to students in those classes, it creates a safe space for my LGBTQ+ students to share their experiences and perspectives.”
However, living in a largely conservative part of the country and with anti-LGBTQ+ bills on the rise, Katherine still maintains a level of care in how she discloses her sexual identity.
“I mostly have fear from outside the university setting from internet trolls and conservative politicians,” she explains. “But this is also one of the reasons I try to be so open with students. So many of them come from rural communities where they can’t explore their own sexuality or gender.”
The impact of bisexual erasure at work
Many in the bisexual community contend with bi-erasure – the tendency to remove, ignore and even falsify experiences of bisexuality in legacy media, academia and history. In its most extreme form, bi-erasure can also manifest as the belief that bisexuality doesn’t exist.
Bisexual people can experience specific micro-aggressions at work, including assumptions about their partners and relationships and inappropriate questions about their personal lives. Bisexual women are often fetishised and bisexual men are often told that they are “too afraid to come out as gay.”
Frustratingly for the bi community is that sometimes bi-erasure and micro-aggressions come from within the LGBTQ+ community itself.
Fears of experiencing this could be preventing bi people from being out at work. Data from Catalyst found that in the US, just 17.5 per cent of bisexual men are out at work, compared to 50 per cent of gay men. For bisexual women, nearly 20 per cent are out compared to 49 per cent of lesbians.
Katherine admits that bi-erasure does happen frequently: “People tend to view any monogamous relationship, regardless of the gender of those involved, as being straight or gay.”
She says she combats bi-erasure by being more open with friends and family, yet she does acknowledge the negative impact it can cause.
“I think the bi-erasure affects me in the way that it is part of me, and I hate that in some cases I cannot share that part of me for fear of being targeted politically.”
Supporting bisexual colleagues and employees at work
Here in the UK, the most recent census data reveals that 1.28 per cent of the population (640,000) identified themselves as bisexual. For Gen Z specifically, those born between 1997 and 2012, four per cent identified themselves as bi.
As the younger generations feel more comfortable being out and head into the workplace, the responsibility of employers and colleagues to recognise all facets of the LGBTQ+ community is even more crucial.
Aside from simple steps like respecting pronouns and challenging bullying and discrimination, there are some other things business leaders and co-workers can do to support the ‘B’ in the LGBTQ+.
Education
Bisexuality is often misunderstood and can be attached to stereotypes. If employers understand that being bisexual is a valid sexual orientation, and that the sex of an employee’s partner, partners or spouse does not immediately categorise them as ‘gay’ or ‘straight’, it can create an empathetic working environment where everyone has the opportunity to live their authentic lives while at work. Business leaders should consider targeted training and resources that specifically tackle the bi-experience.
Listening and communication
Active listening is a powerful tool for supporting bisexual employees. Much like the rest of the LGBTQ+ community, no two peoples experiences are the same. Creating opportunities for open conversations where bisexual employees can share their experiences, concerns, and suggestions. Be empathetic and validate their feelings, showing that you genuinely care about their well-being. Encourage a culture of respectful communication, where everyone’s perspectives are valued.
Respect privacy and the ‘coming out’ experience
Coming out is a personal journey, and it’s important not to pressure anyone to disclose their sexual orientation. Never assume someone’s sexual orientation or share their personal information without their consent. Part of an inclusive workplace is creating a safe space where employees can choose to share when they’re ready promotes trust and respect.
A major US health insurance company is making artificial insemination available on all its eligible plans – regardless of sexual orientation or partner status.
Aetna, a subsidiary of CVS Health, announced the landmark change its intrauterine insemination (IUI) policy on Tuesday (27 August). Members can access the benefit as a test of fertility and, in some cases, to increase the chances of pregnancy.
“Expanding IUI coverage is yet another demonstration of Aetna’s commitment to women’s health across all communities, including LGBTQ+ and unpartnered people,” the company’s chief medical officer, Cathy Moffitt, said.
“This industry-leading policy change is a stake in the ground, reflecting Aetna’s support of all who need to use this benefit as a preliminary step in building their family.”
Aetna is one of the United States’ largest medical insurance providers, serving over 35 million people and when combined with the rest of CVS Health, makes up 11 per cent of the market share.
What is IUI?
Also known as artificial insemination, IUI is a fertility treatment that involves placing specially prepared sperm directly into the uterus. The procedure is done around the time of ovulation, to increase the chances of fertilisation.
The procedure is usually the first step for couples with unexplained fertility problems, but can also be used for single women and LGBTQ+ couples wanting to start a family. Unlike in vitro fertilisation, where the egg is fertilised in a lab and the embryos then implanted into the uterus, IUI is a direct injection of the sperm.
While IUI is generally less costly, the success rates are lower than IVF, especially for those over the age of 35.
Ground-breaking shift in policy for LGBTQ+ parents-to-be
Aetna’s previous policy only provided IUI treatments to straight couples who said they were not able to conceive after trying for six or 12 months, depending on their ages.
Single women and LGBTQ+ couples were required to pay for 12 cycles of IUI before they became eligible for coverage. The discrepancy was the subject of a 2021 lawsuit brought by a couple in New York.
In response, Aetna, without acknowledging any wrongdoing, committed to ensuring equal fertility treatment coverage for all policyholders, regardless of sexual orientation or marital status. This includes reimbursing past claims for eligible LGBTQ+ individuals and establishing a $2 million (£1.5 million) fund to compensate those affected by the disparity.
Kate Steinle, the chief clinical officer at Folx, an American healthcare provider for the LGBTQ+ community, said: “We know first-hand the barriers people face in accessing medical care to start or grow their families.
“As an in-network provider focused on the LGBTQ+ community, we applaud Aetna’s efforts to reduce out-of-pocket costs, so that more people can have the families they dream of and deserve.”
The new policy comes into effect on Sunday (1 September).
Diversity, equity and inclusion (DEI) is “no longer business-critical” at Microsoft, a leaked email claims.
The email was sent by a team leader following Microsoft’s decision to make all their colleagues redundant.
Sent to thousands of people on 1 July, the email, seen by Business Insider, said the entire team was let go because of “changing business needs”. The number of employees affected is unclear.
“True systems-change work associated with DEI programmes everywhere are no longer business-critical or smart as they were in 2020,” the unidentified team leader wrote.
Jeff Jones, a spokesman for the multi-national tech giant, said: “Our D&I commitments remain unchanged. Our focus on diversity and inclusion is unwavering and we are holding firm on our expectations, prioritising accountability and continuing to focus on this work.”
The rise and fall of DEI
Following the murder of George Floyd by a Minneapolis police officer in 2020, and the resulting Black Lives Matter movement, businesses pledged to enhance diversity, equity and inclusion efforts. Microsoft committed to doubling the number of Black leaders by 2025.
This recent news from Microsoft does fit the pattern of tech giants reducing their DEI initiatives.
Despite the promise of a more inclusive workplace, including extra representation for marginalised groups in leadership positions, other companies have also scaled back their DEI schemes. Bloomberg reported that online video-conference company Zoom laid off a team earlier this year.
Google and Meta, which owns Facebook, Instagram, Threads and WhatsApp, reduced their DEI programmes in 2023, according to CNBC.
Meanwhile, in the UK in May, then business secretary Kemi Badenoch took aim at DEI initiatives, claiming they “divide rather than unify” and advised companies to focus on making money rather than on politics and activism.
Despite relative progress in diversity, a new report highlights that the many British retailers still have mainly white boardroom members and inclusion is still a tough “nut to crack”.
Published by the British Retail Consortium, the 2024 Diversity and Inclusion in UK Retail Report revealed that despite dedication to diversity, equity and inclusion (DEI), 35 per cent of British retailers still have an all-white boardroom and more than half lack any ethnic diversity on executive committees.
However, the report does paint a picture of progress, not least for queer members of staff: 67 per cent of retailers now have at least one queer person in a leadership role.
Meanwhile, the number of women in the boardroom have jumped from 32 per cent in 2021 to 42 per cent in 2024, while ethnic-minority representation has risen from 4.5 to 12 per cent.
On the flip side, the report highlights the lack of role models for disabled employees with only 11 per cent of companies having a disabled senior leader, down from 17 per cent in 2023.
Pinpoint policies towards trans inclusion and social mobility
UK retailers are choosing to ignore recent comments from equalities minister Kemi Badenoch – who believes DEI initiatives “divide, rather than unify” – with 98 per cent having a co-ordinated strategy towards such campaigns and policy.
And eighty-eight per cent of companies have LGBTQ+ initiatives woven into their DEI strategy, with specific initiatives dedicated to the experience of trans and non-binary employees.
The report points out some respondents mentioning that launching trans-inclusive activities is a strong symbol of support to the wider LGBTQ+ community.
Inclusion is ‘nut the industry still needs to crack’
There is still much work to be done, however.
The UK retail sector has an estimated 3.5 million employees, with most working at store level and many feeling a lack of inclusion.
Those feelings are most prominent among those who chose “other” or “prefer not to say” when it comes to their sexual orientation, Black/African/Caribbean employees, and those aged between 25 and 34.
The chief executive of the British Retail Consortium, Helen Dickinson, said:“I am proud to see the strides retailers have made in three years to improve diversity, especially at a time when D&I could easily have been relegated to the side lines in the face of a turbulent economic backdrop.
“But inclusion is the nut the industry still needs to crack. The progress made on diversity will only be meaningful and effective when it happens in tandem with a workforce where every employee feels happy and included.”
New research has revealed that more than a third of students and graduates identify as LGBTQ+, but many are reluctant to work somewhere where they can’t be their authentic selves.
The research, conducted by the LGBTQ+ jobs platform myGwork, revealed that today’s young queer job-seekers want to work in open and accepting environments.
The survey of more than 2,000 students and recent graduates globally showed that Gen Z is quickly becoming the queerest generation of workplace cohorts. The research showed that 36 per cent of those surveyed are LGBTQ+, with nine per cent identifying as bisexual, nine per cent as gay, five per cent as queer and three per cent as lesbian.
Those who identified as asexual, pansexual, queer and genderqueer collectively represent 13 per cent of LGBTQ+ students and graduates, which would seem to reflect a growing recognition and acceptance of diverse sexual identities.
The survey also showed that 75 per cent of respondents expressed a reluctance to join organisations where they couldn’t be their authentic selves, fearing being discriminated against, facing bias and being given limited opportunities for the training or development required to progress.
LGBTQ+ graduates want to see themselves in senior roles
The research highlighted the importance of seeing visible LGBTQ+ role models in senior roles. At companies without visible LGBTQ+ leadership, many young LGBTQ+ professionals are unlikely to believe they can get ahead. This lack of visibility led to an average of eight out of every 10 of those who responded saying that their sexual and gender identity will make it more challenging for them to reach senior positions.
Additionally, anoverwhelming 80 per cent of LGBTQ+ students and graduates said that seeing visible LGBTQ+ role models in senior positions would influence their decision to accept a job offer made by a prospective employer.
LGBTQ+ students and graduates of colour attach slightly higher importance to having visible LGBTQ+ role models and allies in leadership roles compared with their white peers, according to the data collected.
The report revealed that discrimination based on sexual orientation or gender identity remains common in the workplace and universities/business schools.
Thirty-six per cent of LGBTQ+ students/graduates have personally experienced discrimination such as homophobia, biphobia and transphobia at their place of work or study. Almost half of all LGBTQ+ students/graduates surveyed reported witnessing discrimination based on sexual orientation or gender identity at their place of study or work, compared with 32 per cent of non-LGBTQ+ students and graduates.
Meanwhile, 52 per cent of LGBTQ+ students and graduates from marginalised ethnicity and racial groups said they witnessed more discrimination based on both their sexual orientation and gender identity. LGBTQ+ students and graduates of colour were more likely to have experienced discrimination themselves, at 40 per cent compared with 30 per cent of white LGBTQ+ students/graduates.
LGBTQ+ students and graduates value allyship
The research also highlights the importance of active corporate allyship, with 80 per cent of LGBTQ+ students and graduates indicating a reluctance to join companies that have reduced support for the LGBTQ+ community.
Currently, very few students and graduates globally believe that organisations are taking enough proactive actions toward total inclusivity. The figures are much lower for LGBTQ+ students, at five per cent compared with 14 per cent of cis-het students and graduates.
Commenting on the research, myGwork’s co-founders, Adrien and Pierre Gaubert, said: “Our latest research goes beyond highlighting industries perceived to be more LGBTQ+ friendly by young job-seekers. It provides insights into the criteria LGBTQ+ students and recent graduates seek in inclusive employers and the essential benefits necessary to attract and retain them.”
With Pride Month officially underway, businesses will be finalising their plans to celebrate and support their LGBTQ+ employees and colleagues. We share some suggestions on how to truly champion LGBTQ+ employees beyond the standard gestures of solidarity.
The month of June serves as a time when the entire LGBTQ+ community can unite and remember the progress made, all while addressing the ongoing issues that are impacting the community. As this year has already been plagued with hundreds of anti-LGBTQ+ laws and homophobic rhetoric in the news, Pride should also serve as a time to stand up and against the bigotry that has reared its ugly head.
For employers, Pride Month is low-hanging fruit when it comes to supporting LGBTQ+ employees, and the recent hasty retreats of brands like Target and Bud Light after their LGBTQ+ inclusive marketing efforts attracted bigoted hate are examples to brands and businesses of how not to handle Pride Month.
Offering honest support and a commitment to LGBTQ+ people at work goes beyond hanging some rainbow flags and putting on a Pride-themed event. While these are admirable gestures, LGBTQ+ employees value more than these surface-level actions.
To make an authentic difference and celebrate LGBTQ+ employees during Pride Month (and beyond), here is a list of meaningful ways employers can support their LGBTQ+ employees.
Update what is currently being done
Simple steps like encouraging the sharing of pronouns in emails and on name badges and offering gender-neutral bathrooms is a great starting points, but companies now need to refine and assess how inclusive those things are.
Do the company’s internal systems offer pronouns outside of the binary? If a colleague uses they/them pronouns then they should exist identically in HR documents. How accessible are those gender-neutral bathrooms? If a key is needed, then it may not be that accessible.
This approach also applies to the imagery that is on display throughout the workplace and in communications: If the company flying the Pride flag, consider updating it to the Progress Pride flag, which more explicitly represents queer people of colour, the trans community and intersex people.
Offer diversity training
Providing diversity training that specifically addresses LGBTQ+ issues can help educate employees and create a more inclusive workplace. Training like this increases awareness of unconscious biases, promotes respect and provides practical tools for fostering an inclusive environment.
When employers invest in ongoing diversity training, they are demonstrating their commitment to creating a broader atmosphere of understanding and acceptance throughout the year.
Re-examine benefits and how they are written
Nothing says “lack of inclusion” like employer benefits and policies that don’t reach everyone within the business. Benefits like family leave should reflect all the different ways families are created, such as through adoption or surrogacy. Employers should also double-check and make sure that all family leave is equitable rather than focused on the binary of maternal and paternal.
Regarding more complex experiences like gender-affirming care and transitioning, employers should be ready to support and advocate for their trans and non-binary employees where they can. Being this advocate could change internal policy and also influence medical providers to cover things like surgeries and hormone treatments.
Know the history of Pride
Given the political vitriol hurled at the LGBTQ+ community, now is a perfect time for businesses to be reminded why Pride is celebrated in June. Understanding the origins and significance of Pride is crucial for creating an inclusive environment. Employers can educate themselves and their employees about the Stonewall riots in 1969 and the struggles faced by the LGBTQ+ community throughout history.
By acknowledging and respecting this history, employers can foster empathy, awareness, and appreciation for the progress that has been made. It’s also key that employers are vocal themselves, and not put the onus to spread awareness on the shoulders of their LGBTQ+ employees.
Donate to charities that align with company goals
There’s no better way to show allyship than with a sizeable donation. With the help of employee resource groups (ERGs), companies can find charitable organisations that align with the company’s values and missions. If there is an employee-led fundraising campaign underway, companies can easily match employee donations.
Charitable donations are a win-win for the business. They are tax deductible and it’s another sign to LGBTQ+ employees that the company they work for is committed to LGBTQ+ inclusion outside of the workplace.
Let ERGs and employees lead the discussions
There is no gatekeeping in allyship, so business leaders should give the space to let LGBTQ+ ERGs and individuals drive the conversation around Pride. Employee-led groups can share their own experiences and what inclusion looks like to them. Companies with progressive benefits often utilise these volunteer-led networks to help shape and form those policies.
It’s important to note the difference between LGBTQ+ employees leading discussions and putting the responsibility for starting those discussions on them. Queer employees want the space, but shouldn’t have to create the space themselves. ERGs are more impactful when there is an executive sponsor that advocates for them.
Make resources readily available
Employers can go the extra mile by providing additional resources specifically aimed at supporting LGBTQ+ employees. This could involve creating an LGBTQ+ library or resource centre that offers books, articles, and educational materials.
Additionally, implementing mentorship programs or pairing LGBTQ+ employees with allies can provide invaluable support and guidance. These resources contribute to a sense of belonging, personal growth, and professional development among LGBTQ+ employees.
Stand up for what is right
Already this season, brands and businesses have succumbed to the backlash from the “anti-woke mob.”
From issuing public ‘apologies’ to taking down Pride retail displays, when businesses backtrack like this it severely impacts the LGBTQ+ community. It makes many in the community feel further isolated and it also encourages more hateful speech and discrimination towards LGBTQ+ people.
A new study has shown that less than half of LGBTQ+ women and non-binary people are out at work.
The research, published by myGwork, indicates that high rates of discrimination towards LGBTQ+ and non-binary professionals are preventing many from coming out in a professional environment, with just 44 per cent of LGBTQ+ women reporting that they are out at work.
The number of LGBTQ+ women and non-binary people who are out at work includes the 23 per cent who reported being out and proud in all aspects of their professional and personal lives, and the 21 per cent who say they are only out in the workplace.
The results of the survey of more than 2000 LGBTQ+ women and non-binary people has been published to coincide with Lesbian Visibility Week – a time to reflect on the progress made for LGBTQ+ women and also to acknowledge the need for further visibility for LGBTQ+ women, including in their professional lives.
Within wider society, the report reveals that less than 25 per cent of respondents are completely out and proud, and 46 per cent of LGBTQ+ women and non-binary people are only out to their friends and family members.
The report confirms that 70 per cent of respondents still encounter discrimination while they are at work – and for people of colour, marginalised communities and those from ethnic minority groups, the figures are even higher.
Gender non-conforming and queer people experience the highest rate of discrimination at work, followed by cis-gender women, gender fluid, intersex, trans women and non-binary people.
This discrimination at work is playing a factor in many lesbian and queer women believing that their sexual orientation and/or gender identity is hindering their career progression.
In fact, nearly 80 per cent of respondents across all age groups say that it’s tougher for LGBTQ+ women and non-binary people to smash through glass ceilings than straight cis-gender women. This figure is much higher for those with intersectional experiences who belong to other marginalised communities.
Marginalised groups aren’t climbing the corporate ladder
Those in ethnic minority groups say that they find it much harder to progress higher up the career ladder than their white colleagues. For example, those with Latinx (86 per cent), South Asian (85 per cent) and Middle Eastern (85 per cent) backgrounds found it the most difficult, followed by East Asian (83 per cent) and Black/African communities (81 per cent).
This is in comparison to 76 per cent of their white colleagues. These staggering data points are in despite of high rates of allyship from both men and cis-gender straight women and even more visible LGBTQ+ role models at work.
While there are a handful of notable queer women in the boardroom, the research also confirms that very few LGBTQ+ women and non-binary professionals occupy top C-suite leadership roles. Only nine per cent hold leadership roles, and only three per cent are CEOs or founders.
The report from myGwork also uncovers insights such as how the community perceives the term ‘lesbian,’ with 61 per cent of women happy to be called a lesbian, but 20 per cent saying that they are uncomfortable with that label. Additionally, an overwhelming 78 per cent would like their employers to provide menstrual leave.
The report also confirmed that LGBTQ+ women from marginalised groups are not climbing the corporate ladder compared to their White cishet colleagues. (Getty Images/PinkNews)
Business leaders need to embrace diversity and champion inclusivity
The research also provides advice on the steps organisations need to take to make the workplace more inclusive and stamp out discrimination.
Over 65 per cent say that LGBTQ+ education and training are needed within work so LGBTQ+ women and non-binary people feel safe enough to come out, stay out and work with pride.
“To create a workplace that is truly inclusive and supportive, businesses need to actively listen to and learn from their employees,” says Michelle ‘Michi’ Raymond, business development director at myGwork. “By embracing diversity and championing inclusivity, we can create a work environment that not only accepts but celebrates all identities.”
Given the fact that over 50 per cent of LGBTQ+ women and non-binary professionals are currently job hunting, the report shares tips on how to attract and retain this highly talented group of people.
73 per cent say that they would leave an employer for not providing an inclusive working environment or not doing enough to achieve proper gender equality. Offering training, being transparent about the gender pay gap and offering up employee resource groups are all ways to keep LGBTQ+ women in their current roles.
Wrapping up the report, around 33 per cent say that celebrating key awareness dates like Lesbian Visibility Week is vital.
Organisations that have more visible allies and improved inclusion policies will retain and support their valuable LGBTQ+ women and non-binary employees. These employees will be more likely to rise up the corporate ladder and be visible, out, and proud role models.
To celebrate Lesbian Visibility Week, the PinkNews Business Community will be hosting a special one-hour virtual chat with Raga D’Silva on Wednesday 26 April at 8:30am BST. Raga will talk about the importance of intersectionality, representation and the freedom to be yourself. Registration for this virtual breakfast session is open to everyone and is free. Sign up here!
Netflix, Amazon and Starbucks are just a few of the most inclusive companies that offer gender-affirming care for trans employees.
Even though it is early in 2023, there have already been over 100 anti-LGBTQ+ bills introduced in the US. In the UK, trans issues remain in the headlines since the UK Government blocked Scotland’s progressive Gender Reform Act.
According to GLAAD, when trans people get the care they need, they are more likely to be working and almost 80 per cent see mental health improve. Transition is costly: in the US, top or bottom surgeries can cost up to $25,000. Other treatments and cosmetic surgeries often not covered by private insurance policies can be even more expensive. In the UK, it can take years to get a referral to seen at a gender identity clinic. It makes sense then that many employers are offering gender-affirming care as part of their benefits package.
The Human Rights Campaign Foundation have been tracking employers rated in their Corporate Equality Index (CEI) that have at least one transgender-inclusive benefit since 2002. Twenty years ago there were no companies that met any of their guidelines – fast forward to today and there are over 650 companies that have adopted gender transition guidelines and over 90 per cent of CEI businesses have at least one trans-inclusive policy on offer.
PinkNews has gone through the list for you to shine a spotlight on some companies offer gender-affirming care. No company is completely perfect when it comes to total inclusion. So when looking for a new role, make sure to research in more detail their policies and purpose.
In the US, gender-affirming top or bottom surgeries can cost up to $25,000. (PinkNews)
HSBC
Starting in 2023, the financial giant announced that it will pay for its trans employees’ gender-affirming care. The “gender dysphoria benefit” encourages trans and non-binary staff to “be their true authentic self.” The program will allow employees and dependants to apply to have their gender-affirming surgeries and other treatments paid for.
A spokesperson for the bank told PinkNews: “Our diversity is a defining feature of who we are and how we operate, and we are a proud and active supporter of customers and colleagues across the broad spectrum of diversity of sexuality and gender identity. By providing access to gender affirmation treatment, we hope that our trans and non-binary colleagues and their dependents are able to be their true authentic self.”
Amazon
The world’s largest retailer has been offering gender-affirming care for quite some time – since the 2010s. Benefits at Amazon begin on the first day of employment, including equal health coverage for transgender individuals.
In an effort to boost diversity, inclusion and support within the company, all employees have access to trans-inclusive resources. The ‘Transgender and Guidelines Toolkit’ offers information like terminology breakdowns to help cis colleagues understand phrases that could be brought up in conversation, name and pronoun use and a communication template for employees wanting to talk about their transgender identity. The guide was created by the company’s ‘Glamazon’ group, one of the world’s largest LGBTQ+ employee resource groups.
Amazon will also cover up to $4,000 in medical care travel costs for all US-based employees. This added coverage is for non-life-threatening treatments, including transgender care, abortions and substance abuse issues. This particular initiative came out of the US Supreme Court’s decision to overturn Roe v. Wade and the rise anti-trans lawsin many states.
Amazon, Netflix, Starbucks and HSBC are just some of the companies offering trans healthcare support. (PinkNews)
Netflix
While Netflix has a history of platforming anti-trans content (looking your way, Dave Chapelle), the streaming company has offered gender-affirming care for its employees since 2015. Coverage includes surgeries and HRT. Like Amazon, Netflix will reimburse colleagues in the United States up to $10,000 in travel expenses to receive care out of state.
The streaming giant that brought queer favourites like Heartstopper also has a dedicated employee resource group dedicated to trans colleagues. The Trans* Employee Resource Group (ERG) started in 2015 as a group on Slack and has evolved into a funded ERG that supports visibility for trans employees.
Starbucks
Since 2018, the world’s largest coffee shop that made the “frappuccino” a household name has covered gender-affirming care for trans employees. The Seattle-based company initially covered bottom surgery in 2012 and now includes all other steps in a person’s medical transition. These include “cosmetic” procedures that go uncovered by most insurance companies – including top surgery, hair transplants and removals, and facial feminisation surgeries. Not only that, the company will assist their trans employees in finding the appropriate doctors and healthcare providers.
It is worth noting that the company is allegedly threatening to cancel its gender-affirming benefits as over 150 stores in the United States have voted to join the newly formed Starbucks United Workers union.
Meta
The parent company of Facebook, Instagram and Whatsapp – recently rebranded as ‘Meta’ – has been offering specialised benefits for their transgender and non-binary employees since 2015. The company offers gender-affirming care for employees and their dependents through the employee benefits package including surgeries. The company also provides personal support for trans employees navigating all the paperwork that comes with medical transitioning.
While it has been a tough year for Meta, freezing hiring and making around 11,000 employees redundant, the company does offer up a solid work-life balance focused on wellbeing and stability for all its employees. What’s not to ‘like’?
Human Rights Campaign Foundation have been tracking employers rated in their Corporate Equality Index (CEI) since 2002. (PinkNews)
These are just a handful of household names that offer gender-affirming care. There are hundreds of other companies that offer these transition benefits to trans employees including Tesla, EY, PwC, Ikea, Google and Airbnb.
