Doctors are human, and like all humans, they’re bound to have biases. This isn’t an excuse nor a pass for discrimination, but it does mean we need to keep a watchful eye for instances where harmful biases can come to light. For instance, sexual orientation bias can have serious and sometimes fatal consequences for those with various sexual orientations.

Sexual orientation bias in healthcare is a multifaceted problem, resulting in disparities in medical care access, quality of service, and overall health outcomes among LGBTQ+ patients. Let’s delve into the ways sexual orientation bias affects medical patients to foster greater understanding and advocacy.

Verbal, Physical, or Sexual Harassment

While it may be beneficial for a doctor to know about a patient’s sexual history, under no circumstances does a patient have to disclose their sexual orientation. While no one can truly determine another person’s sexual orientation simply by looking at them, that does not stop medical professionals from passing judgment and making assumptions. These often dangerous biases can make the examination room a dangerous one for LGBTQ+ individuals to step into.

One of the most immediate and distressing ways sexual orientation bias manifests in the healthcare system is through verbal, physical, or sexual harassment. LGBTQ+ patients often confront derogatory comments, inappropriate questions, unnecessarily invasive or revealing procedures, or even outright hostility based on their sexual orientation. These experiences can deter individuals from seeking medical help in the future, exacerbating their health risks and contributing to the disparities in healthcare access for the LGBTQ+ community.

Delayed Diagnosis or Misdiagnosis

While it is true that there are LGBTQ+ health disparities, including mental health disorders or substance abuse, these disparities can become biases that cloud the judgment of medical professionals. Medical professionals may overlook certain symptoms or neglect to ask relevant questions due to preconceived notions about a patient's sexual orientation. For example, if a lesbian woman comes into the office reporting nausea and abdominal pain, their doctor may refuse or completely forget to ask if there’s a chance they’re pregnant.

Or if a gay man came in with rashes, sores, or fevers, a doctor may forcibly order STI tests even if the patient insists they aren’t sexually active. These assumptions not only delay or hinder proper diagnosis and treatment but can also create unnecessary stress and discomfort for the patient.

Refusal of Treatment

Some healthcare providers, driven by personal prejudices or religious beliefs, may refuse to provide necessary medical services to LGBTQ+ patients. This refusal can range from a decline in routine checkups to denial of critical interventions such as gender-affirming surgeries. How is this possible?

In many states, a doctor can refuse to perform procedures or engage with certain patients for religious reasons. For example, in Florida, the passing of the bill HB 747 protects medical professionals who refuse to treat patients based on their religion. The impact is especially severe in areas where there are limited healthcare providers, leaving LGBTQ+ individuals with few, if any, alternatives for receiving the medical care they need.

Although we’re making strides toward an equitable and equal society, sexual orientation bias still affects medical patients. If you’re a part of the LGBTQ+ community and have been mistreated in a medical setting, you have rights. Contact sexual orientation lawyer Tamara N Holder today to fight against discrimination and malpractice.

If you are reading this, I presume it's because you have heard about Fabio Ortega, convicted sex offender who worked for NorthShore and Swedish, in Chicago. Learning that a doctor you trusted is now a convicted sex offender is upsetting and triggering. You may not want to come forward right now, it may be too much to process. You do not have forever to file a lawsuit as JANE DOE. Please call us if you want to talk, if you have questions. We filed our first cases in 2019 and have settled dozens of lawsuits. We can help you through this process.
Sincerely,
Tamara Holder
contact@tamaraholder.com
312-440-9000

Tamara Holder and her team have filed and settled DOZENS of lawsuits against sex-offender OBGYN Fabio Ortega, NorthShore University HealthySystem (and Swedish Covenant). With our firm, you are not a number, but rather a woman who will have the best team fighting for her, in a pursuit of justice against a sex offender. Call us at any time 312-440-9000 or email: intake@tamaraholder.com

Sexual assault can leave lasting physical, emotional, and psychological scars on victims—it instills fear in those it impacts. As a result, victims may feel hesitant or frightened to report incidents of sexual misconduct.

While fear or hesitation is understandable, it’s important to understand when your report may no longer hold legal weight. Knowledge is power, and to help you make confident decisions, let’s look into what you need to know about the federal statute of limitations for sexual harassment.

What Is the Federal Statute of Limitations for Sexual Harassment?

It is typically the timeframe within which a victim can file a legal claim against their alleged harasser. Under U.S. federal law, specifically under Title VII of the Civil Rights Act of 1964, an individual has 180 calendar days from the day the harassment occurs to file a charge. The individual must file these charges with the Equal Employment Opportunity Commission (EEOC).

In states with an agency that enforces laws like Title VII, the filing deadline is 300 calendar days from the date of the harassment. It’s crucial to understand that these laws strictly enforce these deadlines, and missing them often means losing the right to pursue a case under federal law.

How Does the Federal Statute of Limitations for Sexual Harassment Work?

The federal statute of limitations for sexual harassment operates on a “last incident” rule. This rule means the clock for the filing deadline starts ticking from the date of the last incident of harassment. For example, the deadline extends with each new occurrence of harassment if a victim continues to experience it. However, an individual cannot include past incidents outside the statute of limitations in their claim. They can only claim incidents that occurred within the legal timeframe.

What Should You Do if You Are a Victim of Sexual Harassment?

It’s understandable that you may be afraid to speak out if you find yourself a victim of sexual harassment, but you must act promptly if you can.

Your first task is to document each incident in detail, including dates, locations, what was said or done, and whether there were any witnesses. You should also inform your employer or HR department about the incidents if you feel safe doing so. Most organizations have procedures for reporting and dealing with sexual harassment and must investigate your claims.

Remember, retaliation against an individual for reporting sexual harassment is against the law. Therefore, you should not fear losing your job or facing any form of backlash for speaking up about harassment. Report any retaliation you experience to your lawyer immediately if applicable.

Before making any legal moves, it’s important to consult a professional. Laws surrounding sexual harassment can be complex, but a sexual misconduct lawyer can guide you through these steps with care and respect. They can also help you better understand the statute of limitations and help you file a timely claim.

Taking these steps can be daunting, but it’s crucial to stand up against harassment. You have the right to feel safe.

When we step into a medical facility, we trust and place our lives in the hands of medical professionals. However, when this trust is actively or negligently violated, the result is patient abuse.

Abuse of patients by medical professionals can take many forms—physical, emotional, sexual, and financial. Even the idea of abuse at a place where we go to seek help can be traumatic and prevent patients from ever going back to a hospital. To help patients feel safer, let’s discuss how medical institutions can prevent patient abuse.

Screening and Thorough Background Checks

Medical institutions must maintain a strict hiring process that includes checking references, conducting interviews, and performing extensive background checks. This isn’t limited to doctors or nurses—it should extend to all staff interacting with patients.

Institutions should be cautious of spotty employment history, unexplained job terminations, or other red flags that may indicate past misconduct. This initial step is a powerful deterrent, ensuring only individuals with high ethical standards gain employment.

Training and Education

Education and awareness are among the top methods medical institutions can employ to prevent patient abuse. Comprehensive training programs should educate all staff members on what constitutes patient abuse, what to watch for, and the steps to take if they suspect abuse. Training should be mandatory and recurring to ensure all employees are current with the latest best practices.

These programs should underscore the importance of patient rights and promote a patient-centered approach to healthcare, where respect for the patient’s dignity, autonomy, and privacy is paramount. By fostering an environment of learning, medical institutions can significantly enhance their capacity to prevent and address patient abuse.

Communication and Transparency

A culture of openness encourages staff and patients to report any suspicion of abuse without fear of retaliation. Additionally, transparency ensures that any misconduct allegations receive the proper investigation and response.

Instituting open-door policies, anonymous reporting systems, and whistleblower protections can facilitate a positive culture. However, these reporting systems must be easily and readily accessible to all. The more difficult or daunting it is for a staff member or patient to report abuse, the less likely they are to follow through.

Policies and Response Plans

Establishing stringent policies and response plans is paramount in preventing patient abuse. These guidelines should clearly define what constitutes abuse and outline the process for reporting and responding to abuse allegations.

Medical facilities should also develop a rapid response plan to address abuse cases immediately. This could include instantly isolating the alleged abuser, providing immediate support to the victim, and initiating an in-depth investigation. Moreover, the consequences for confirmed abuse should be severe and nonnegotiable, including potential termination and legal action. These swift and strict actions also deter potential abusers.

If you or someone you love has been grossly mistreated by a medical professional, don’t hesitate to reach out. As a patient sexual assault lawyer, Tamara Holder is well-versed in upholding strict privacy and doing everything she can to deliver swift justice.

Though it has taken many years and hard battles, the world has made tremendous strides in LGBTQ+ civil rights over the past decade. However, discrimination and inequality are still rampant in many countries, including the United States.

It’s crucial to acknowledge the significant advancements in civil rights for LGBTQ+ individuals, but it’s also critical to discuss the ongoing discrimination and challenges that still exist in our society. This continuous discussion gives us the perspective we need to make changes. Let’s take an in-depth look at LGBTQ+ civil rights, its advances and ongoing challenges, to spark conversations geared towards change.

Advancement: LGBTQ+ Couples Can Get Married

In the past, LGBTQ+ individuals couldn’t legally marry their partners in the US. However, on June 26th, 2015, the United States Supreme Court ruled that same-sex marriage is a fundamental right for all couples.

It allowed same-sex couples to enjoy the same rights and privileges as their heterosexual counterparts, including the ability to file taxes jointly, receive medical insurance coverage from their spouse’s employer, and have hospital visitation rights. It also symbolized a shift toward more inclusive and accepting attitudes toward the LGBTQ+ community.

Setback: Many LGBTQ+ Couples Still Struggle To Adopt

Despite the legalization of same-sex marriage, many LGBTQ+ couples still face challenges when it comes to adoption. Some states don’t legally prohibit adoption discrimination based on sexual orientation or gender identity.

This lack of legal protection leaves LGBTQ+ couples vulnerable to stigma and bias. For example, you must speak with a social worker if you want to adopt a child, and you’re subject to their biases if you live in a state with formal LGBTQ+ adoption discrimination laws. Social workers may have personal beliefs that prevent them from recommending an LGBTQ+ couple as potential adoptive parents, ultimately hindering the couple’s ability to start a family.

Advancement: Trans Individuals Can Once Again Join the Military

The repeal of the transgender military ban is another relatively recent law the US Supreme Court passed in support of LGBTQ+ civil rights. In 2019, the Trump administration implemented a ban on transgender individuals serving in the military.

However, the public and trans activists hotly contested this policy, arguing that it was discriminatory and unconstitutional. In January 2021, President Biden signed an executive order reversing the ban, allowing transgender individuals to serve openly in the military once again. As a result of this lift, all citizens can serve their country regardless of their gender identity.

Setback: Violence Against Trans Individuals Is Rampant

While strides have been made in terms of legal rights for trans individuals, violence against this community remains a severe issue. In 2022, at least 41 transgender or gender non-conforming people were killed in the United States.

And it is not a coincidence that many of these individuals were people of color. The intersection of violence is real, and trans people, especially trans people of color and trans youths, are extremely vulnerable. What’s worse is that many of these murders go misreported. General violence is categorized as hate crimes when these heinous actions are clear, thought out, and purposefully directed by the perpetrator.

Advancement: Gender-Neutral Bathrooms Are Becoming More Popular

Bathrooms have always been a battleground for LGBTQ+ rights, as ending up in the “wrong spaces” can be a life-or-death scenario for an LGBTQ+ person. For example, a trans woman can be subject to harassment and violence at the hands of cisgender men if she enters the male bathroom—this is not just conjecture. These crimes are happening today.

However, the world is slowly becoming safer with the popularization of gender-neutral restrooms.

Setback: Federal Laws Don’t Protect These Bathrooms

Despite the increasing number of gender-neutral bathrooms in public and private spaces, no federal laws protect their existence. This lack of protection has led to a patchwork of policies across different states and institutions, leaving many LGBTQ+ individuals vulnerable to discrimination and harassment.

Many states ban transgender people from using the bathrooms of their choice in schools, and some government spaces, but one state stands out among the rest: Florida. Florida has completely disallowed trans individuals to use the bathroom of their choice in all schools, universities, and any government-owned building or space. And that does not scratch the surface of Florida’s rampant anti-LGBTQ+ laws.

Advancement: Conversion Therapy Bans Across the Country

Conversion therapy, also known as “reparative” or “ex-gay” therapy, is a harmful and ineffective practice that attempts to change someone’s sexual orientation or gender identity. This pseudoscientific practice has been condemned by most major medical and mental health organizations.

As of now, 20 states and the District of Columbia have banned conversion therapy for minors, with more states currently considering similar legislation. This ban is a significant advancement towards protecting LGBTQ+ youth from this dangerous and abusive practice.

Setback: Protections for LGBTQ+ Youths Are Still Lacking

While conversion therapy bans are a step in the right direction, LGBTQ+ youth still lack comprehensive legal protections. For example, there is currently no federal law prohibiting discrimination against LGBTQ+ students in schools, leaving them vulnerable to bullying and harassment.

Without proper legal protections, LGBTQ+ youth are at a higher risk for mental health issues and suicide. So, what laws and protections do we have in place for these youths to prevent these crimes from happening in the first place? Our federal and local governments must enact laws to protect children before the damage is done.

Advancement: It’s Harassment for Employers To Actively Misgender Employees

In 2020, the Supreme Court issued a landmark ruling in Bostock v. Clayton County, declaring that federal law prohibits employers from discriminating against employees based on sexual orientation or gender identity.

As a result, it is discriminatory for an employer or employee to consistently and actively misgender a trans coworker. While purposefully misgendering a person is cruel on a moral level, this law makes the action punishable in certain spaces. It is vital to continuously show bigots that people will not tolerate their behavior.

Setback: LGBTQ+ Civil Rights Is Still an Argument

Regardless of our strides, much work has yet to be done. While the world and its views are rapidly changing and it’s slowly becoming safer for people to be themselves, LGBTQ+ rights are still being argued globally. We must strive to get to a place where human rights cease to be an argument. With drag bans, book bans, and legal opposition to gender-affirming care—now, more than ever, we must fight to protect our siblings in the LGBTQ+ community.

LGBTQ+ civil rights, despite its advances and amid ongoing challenges, require our attention and support if we’re to create an equitable society.

Our team at the Law Firm of Tamara N. Holder dedicates itself to protecting LGBTQ+ rights and fighting for the laws that have yet to pass. Let our civil rights attorneys help if you believe you’ve been discriminated against due to your sexual orientation or gender identity. We are an indomitable force when it comes to safeguarding and fighting for human rights. Trust us to do everything we can to deliver swift justice.

LGBTQ+ Civil Rights: Advances and Ongoing Challenges

Retail, nursing, teaching, hospitality positions—these are all jobs now falling under the relatively new term “pink collar jobs.” This phrase refers to positions traditionally held by women, but this isn’t because all women have a propensity for caregiver roles and fall into them simply due to some instinct.

While many women choose these roles of their own volition, others fall into these roles simply due to a lack of opportunity. It is no coincidence that there is a distinct lack of women in STEM fields and STEM education—but where does this gap come from, and what are we doing to close it? Let’s look at how Title IX promotes gender diversity in STEM education to understand the STEM gap and how the law is vital in closing it.

What Is Title IX?

Simply put, Title IX is a federal law that declares that no person shall be discriminated against based on sex in any educational program or activity that receives federal funding. This law has a wide-reaching impact, covering everything from admission and recruitment to athletics and curricula. As a result, Title IX has significantly influenced gender equity in education and beyond.

Why Aren’t More Women in STEM Education?

The lack of women in STEM education and STEM fields and the surplus of men in these positions is known as the STEM gap. Sexist rhetoric may imply that women, particularly cisgender women, have a natural propensity for caregiver roles and do not have the instincts, intelligence, or drive to fill these positions. However, it is these arcane beliefs that feed into the cyclical nature of the STEM gap.

It starts in early childhood. Girls do not naturally prefer to play with baby dolls and kitchen sets, nor do boys naturally prefer to play with chemistry sets or toy construction equipment. Parents brought up with these old beliefs raise and influence their children to fall into these perceived and perpetuated gender roles.

Girls may lack the confidence to break into STEM roles if they grow up believing they cannot excel in these fields or if no one presents these roles to them as career opportunities. Society exacerbates this fear of a lack of ability with the existing surplus of men in STEM. So, why would you try in the first place if you are never given the tools to succeed, and those around you insist—implicitly or explicitly—that you cannot succeed? Thus, the cycle continues.

What Is Title IX Doing To Close the STEM Gap?

Title IX promotes gender diversity in STEM education by providing equal opportunities for women seeking to earn a STEM degree and enter a STEM career field. How so? The existence of this law encourages schools and universities to broaden their criteria for certain programs, addressing intrinsic biases. Additionally, the presence of this law discourages the perpetuation of sexist beliefs by providing legal consequences for those who do.

Title IX makes educators assess themselves and consider how to popularize STEM courses for girls and women. Schools may even provide incentives for women to join STEM programs. The more women we place in STEM education, the more women will feel comfortable in these often male-dominated spaces.

The Law Firm of Tamara N. Holder is dedicated to upholding and protecting Title IX. Contact us if you believe your school or university has violated this indispensable law. We’ll put you in touch with a dedicated and experienced Title IX defense lawyer.

Social media is one of the most powerful communication tools in the world today. People use it for many purposes, like staying in touch with friends and family and networking. Unfortunately, social media can also have negative uses, like cyberbullying and harassment.

We may think of these actions as something that only occurs in petty high-school squabbles, but this isn’t the case. People in your workplace can weaponize social media, and if these behaviors go unchecked, they can lead to a hostile workplace environment, whether it’s a traditional or hybrid workplace. To get a better idea of what this might look like, let’s explore some ways that social media can create a hostile workplace.

Cyberbullying and Harassment

A hostile work environment occurs when an employee or employees feel scared, unsafe, uncomfortable, or intimated in their place of work. This often occurs through some form of harassment, whether it’s verbal, physical, or visual.

Employees may use their social media platforms to make disparaging, cruel, or harmful comments about their colleagues. When these interactions make employees frightened or uncomfortable, and maybe even adverse to going to work or using social media, it creates a hostile work environment. Employers must establish clear guidelines about the acceptable use of social media, monitor employee activity, and take action when necessary.

Cultural Insensitivity

Social media can highlight cultural differences and celebrate diversity. However, it can allow people to mock, ridicule, or spread hate about a culture. Continuous disparaging comments based on a person’s protected characteristic—race, religion, or gender—qualifies as harassment and can create a hostile work environment.

Employers should provide cultural competency training and establish clear policies on what constitutes discrimination based on culture. Additionally, employees should be respectful and inclusive and refrain from using social media to spread hate.

Dangerous Cyberstalking

We know that stalking is undoubtedly a form of harassment. It’s a surefire way to make someone feel unsafe, and when done by a colleague, it can create a hostile work environment. By cyberstalking, a person can access their colleague’s personal information, such as their location, interests, and friends. Then, they can use those channels to intimidate, harass, or frighten that person.

Employers should protect their employees by creating a non-cyberstalking policy and training their team to be aware of online activity. It’s also important to teach caution about what employees post online for their professional and personal safety.

Public Humiliation

When an employer or employee disparages, insults, or ridicules another employee, this is a form of public humiliation and can create an emotionally damaging and hostile work environment. The same goes if an employer or employee uses public social media accounts to humiliate a coworker—especially if their colleagues can witness it.

As mentioned, employers must create clear policies surrounding social media, bullying, and harassment. However, it is equally critical to give employees a safe place to bring harassment to light and for employers to make sure this behavior is dealt with.

Unfortunately, employees and employers can use social media to make a hostile workplace in many ways. If you’ve experienced social media harassment from your colleagues, contact the Law Firm of Tamara N Holder today. We’ll put you in contact with one of our hostile workplace lawyers to represent you and give you the legal guidance you need.

The workplace should be a safe environment for every person, regardless of gender identity or sexual orientation. However, even with how far we’ve come as a society, discrimination and harassment toward transgender employees can happen in the workplace, leading to a hostile work environment and inequity.

For employers and employees alike, it’s crucial to learn how to identify the signs of transphobia in the workplace and work to create a welcoming, inclusive space. Let’s explore how to identify transphobia in the workplace and what you can do to address it.

Defining Transphobia

Before we can recognize the signs of transphobia in the workplace, we must first understand what transphobia is and how it impacts the work environment.

Transphobia is the irrational fear or hatred of transgender individuals or those who do not conform to traditional gender norms. It includes prejudicial attitudes, discriminatory behaviors, and systemic and institutional bias that affects transgender people at all levels of society. Transphobia can be both overt and covert and manifest in various ways, ranging from verbal insults and harassment to physical and sexual violence.

How Transphobia Impacts the Workplace and Trans Employees

Impact of Transphobia on Mental Health

One of the most significant ways transphobia impacts the workplace is through its toll on mental health. Transgender individuals who experience discrimination or harassment in the workplace often report high levels of stress and anxiety. This struggle can lead to decreased productivity, absenteeism, and higher rates of mental health disorders such as depression and post-traumatic stress disorder (PTSD).

To mitigate the impact of transphobia on mental health, employers should prioritize creating safe and inclusive work environments where all employees receive proper support and resources. Employers should also consider providing mental health services as a standard employee benefit, including gender affirmation healthcare services.

Impact of Transphobia on Productivity

In addition to mental health, transphobia also has a significant impact on workplace productivity. Transgender individuals experiencing discrimination or harassment in the workplace may feel undue stress and distractions, leading to reduced focus on tasks and poor performance.

Helping transgender individuals feel accepted within the workplace and offering equal opportunities to all employees can greatly increase productivity and morale. Employers should also explicitly prohibit discrimination and harassment in their policies, training, and workshops.

Impact of Transphobia on Employee Retention

Transphobia in the workplace can lead to high employee turnover rates as transgender individuals seek out more accepting and inclusive work environments. High employee turnover is costly for employers, as they must continuously recruit and train new employees to fill vacant positions.

By prioritizing creating an inclusive and supportive environment for transgender individuals, employers can improve employee retention and strengthen the business’s overall culture and performance. Remember, diversity breeds innovation and success.

Signs of Transphobia in the Workplace

Misgendering Trans Individuals

Misgendering occurs when someone refers to a person using the wrong personal pronouns. It can be intentional or unintentional, but it is still incredibly harmful to transgender individuals who have likely had to fight for others to recognize their correct name and pronouns. If you notice someone consistently using the wrong name or pronouns for a transgender colleague or employee, it is important to correct them and encourage others to do the same.

Jokes and Ridicule

Making jokes or mocking transgender individuals is unacceptable, and it can create a hostile work environment that makes transgender individuals feel unsafe and unwelcome. Even if these jokes are meant to be harmless, they can contribute to a culture of transphobia that makes it difficult for transgender individuals to thrive in the workplace. If you witness someone making jokes or ridiculing a transgender colleague or employee, speak up and let them know that this behavior is not acceptable.

Discrimination and Microaggressions

Discrimination against transgender individuals can take many forms, from being passed over for promotions to being denied the right to use the restroom that aligns with their gender identity. It is important for employers to have policies in place that protect transgender individuals from discrimination. Additionally, employees should be aware of their rights and able to advocate for themselves and their colleagues. Discrimination against transgender individuals is not just illegal—it is morally wrong, and it has no place in the workplace.

Microaggressions are subtle, often unintentional comments or actions that communicate a negative message to marginalized groups but still count as a form of discrimination. Examples of microaggressions against transgender individuals can include asking invasive questions about their transition, refusing to acknowledge their gender identity, or treating them differently than their cisgender colleagues. These actions might seem small, but they can add up and create a culture of transphobia that makes it difficult for transgender individuals to feel safe and valued at work.

Lack of Support

Finally, one of the most significant warning signs of transphobia in the workplace is a lack of support for transgender individuals. This issue can manifest in many ways, from a lack of diversity and inclusion training to a refusal to provide healthcare coverage for gender-affirming treatments. Employers that fail to support and value their transgender employees send a message that these individuals are not welcome in the workplace. Working for an employer that does not respect its employees can have serious consequences for mental health and well-being.

How To Respond to Transphobia in the Workplace

Knowing how to identify transphobia in the workplace, unfortunately, isn’t enough. To protect trans employees, we must also learn how to respond to transphobia and cultivate a more inclusive work environment.

Create a Safe Space for Transgender Employees

Creating a safe and supportive work environment for transgender employees can help send the message that transphobia is not acceptable. Establish policies that prohibit discrimination based on gender identity or expression.

Additionally, consider offering healthcare benefits that include gender-affirming care coverage. Celebrate transgender inclusion by recognizing Transgender Visibility Day or Pride Month. You can also create a diversity and inclusion committee to ensure that the workplace is welcoming and inclusive for all.

Offer Support and Resources

An essential part of creating an inclusive workplace is to provide support and resources to transgender individuals who have experienced discrimination. The HR department should have resources, such as counseling services, support groups, and employee assistance programs available to provide support to workers.

There may also be local organizations that provide outreach or advocacy services to trans individuals. As an ally, it is important to support others in both your actions and your words.

Promote Inclusivity by Educating Staff

An effective way to create inclusivity in the workplace is by educating your staff on issues around transphobia. You can do so by hosting workshops or training programs that teach the importance of diversity and sensitivity around trans employees.

Workshops should cover the basics, such as the trans experience, identity, terminology, appropriate language, and how to promote an environment inclusive of transgender individuals. When people feel supported and valued, it can have a huge positive impact in the workplace.

If you’ve been a victim of transphobia or feel transphobia is running rampant and unaddressed in your place of work, contact the Law Firm of Tamara N. Holder. Tamara Holder is a sexual discrimination lawyer with years of experience dealing with sexual orientation and gender discrimination cases just like yours. She’ll do everything she can to hold alleged aggressors and abusers accountable.

How To Identify Transphobia in the Workplace

The Law Firm of Tamara N Holder, LLC
Any information contained herein is not to be construed as legal advice.
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