To better understand the uniqueness of the current transgender experience, and to add to a sparse but growing body of analysis about this community, we conducted research that provides new insights into the participation, plight, and precarity of transgender people at work. This source included responses from about 1,017 adults identifying as transgender and provided weighting factors to extrapolate to the entire US population. We also analyzed the 2020 Behavioral Risk Factor Surveillance System (BRFSS) data from the Centers for Disease Control and Prevention (CDC). Our own 2021 Workplace Inclusion Across the Gender Spectrum survey queried about 250 transgender and 250 cisgender people in the United States about their experiences throughout the work life cycle, from education to application and recruiting to the end of employment. In addition, we tapped into our extensive Women in the Workplace 2021 research (conducted in partnership with LeanIn.Org), which reflects contributions from more than 60,000 people (across 423 companies) who were surveyed on their workplace experiences-including 155 transgender employees who told us about the transgender experience. The survey was also sent to McKinsey’s networks of LGBTQ+ senior leaders, including The Alliance, and garnered an additional 110 responses among those groups. First, we mined our 2019 survey of 1,920 employees at a variety of organizations around the world: “ Understanding organizational barriers to a more inclusive workplace.” The respondents represented a full range of regions, industries, company sizes, functional specialties, and tenures. Our analysis draws on both primary and secondary sources. We also recommend ways for businesses to better support the trans community at work by providing a safe and inclusive environment in which to thrive. Our research builds on last year’s McKinsey article about how the LGBTQ+ community fares in the workplace and on last year’s Harvard Business Review study on creating a trans-inclusive workplace by examining data on multifaceted transgender representation in the workforce, the transgender experience at work, and stories from the lived experience of transgender-identifying employees. All too frequently, the transgender experience may not even register on the radars of employers when they work on corporate diversity, equity, and inclusion efforts. Moreover, some employers focus more on supporting sexual-orientation diversity in the workplace than on gender identity or expression. In recent years, there have been fits and starts for the advancement of LGBTQ+ rights at work in the United States-including an executive order President Biden signed in January, implementing a landmark 2020 Supreme Court ruling that protected LGBTQ+ people from workplace discrimination. The challenges of being transgender extend to the workplace. As we will show, being transgender today often means facing not only stigma but also increasing threats to safety and existence, whether it’s record-high levels of deadly violence or a higher-than-typical likelihood of encountering employment or housing discrimination. But that hasn’t translated into actual improvements for the transgender experience in the United States-despite the long-standing struggle for comprehensive LGBTQ+ rights. To be sure, the Time cover story, seven years ago, was a watershed moment for the visibility of transgender women and men in the mass media. This new transparency is improving the lives of a long misunderstood minority and beginning to yield new policies, as trans activists and their supporters push for changes in schools, hospitals, workplaces, prisons, and the military.” “Transgender people,” the article proudly declared, “are emerging from the margins to fight for an equal place in society. In 2014, Time magazine splashed a glamorous photo of the actress Laverne Cox on its cover, with a headline announcing that society had reached “ The Transgender Tipping Point” at last.
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