Workplacediscrimination against transgender persons is a significant humanresource concern that requires utmost attention. Individuals with atransgender problem have faced discriminatory practices in theworkplace, leading to adverse social and health impacts. According tothe SHRM article, the human resource has a full responsibility ofprotecting transgender employees and offer support through thetransition period[ CITATION SHR16 l 1033 ].There is a myriad of strategies that employers can implement so as toprovide necessary support to transgender employees going through thetransition process. The essay focuses on the management oftransgender cases in the workplace, and the role of human resource inensuring a smooth transition.


Transgenderrefers to people whose gender identity given at birth, turns out tobe the opposite as they grow. Transgender individuals can be personswho are gender-nonconforming, transsexual, androgynous, andcross-dressing, among others. According to the article, there havebeen increased occupational discrimination cases against transgenderpeople in the society that have resulted in discomfort and adverseemployee productivity[ CITATION SHR16 l 1033 ].Despite the proportion of transgender individuals being relativelysmall, employers ought to be prepared to deal with transgenderemployees. Discriminatory practices in the workplace have a legalrepercussion therefore, employers need to acknowledge and respecttransgender persons’ choice of transition.

Thereare various ways through which an employer could approach transgenderissues in the workplace. Transgender individuals may prefer theiridentity remain private, while others like going public. Therefore,employers need to address the issue based on the organizationalculture, the type of work, workforce composition, and the level ofinteraction between the transgender employee and fellow colleagues,subordinates, and clients[ CITATION Yet16 l 1033 ].The article acknowledges the fact that there is no single strategyfor addressing the transgender issue in the workplace. Nevertheless,the employer needs to devise a plan that meets individual interests.Workplace discrimination should not be tolerated by the management asit amounts to a legal offense. For instance, Derrick Guy filed agrievance complaint after he found out that some of his supervisorswere spreading inappropriate comments in a disrespectful manner[ CITATION Yet16 l 1033 ].

Transgenderemployees are usually ill prepared to handle challenges involved inthe transition process. More often, transgender workers facediscrimination and other employee related issues. An organizationshould integrate employees in the workplace to ensure completediversity. Typically, transgender employees depend on the humanresource to help in the transition process and address otheremployees’ concerns[ CITATION SHR16 l 1033 ].Diversity in the workplace means that employees should work with allkinds of people irrespective of their gender, age, disability, race,and ethnicity, among others. Employees have different beliefs andnorms, but they should acknowledge and respect people with thetransgender problem[ CITATION SHR16 l 1033 ].Human resource can help transgender employees through transitionperiod through the implementation of appropriate policies, trainingand communication, and other protection initiatives.


Discriminatorypractices in the workplace are unethical and adversely affect thegeneral productivity and performance. In the modern world, inclusionand diversity of people from all walks of life is crucial to thesuccess of an organization. It is important for an organization toimplement suitable policies and regulations that protect allemployees. Transgender employees face numerous challenges during thetransition period hence need support from the human resource and theentire workforce. The acceptance of people with the transgenderdisorder in the society has been an issue of concern. The communityhas employed unfair occupational practices that have limited theparticipation of transgender individuals in the economic developmentplans of a nation.


SHRM. (2016, October 13). Managing Gender Transition in the Workplace. Society For Human Resource Management, 1-12. Retrieved from: https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/managinggendertransitionintheworkplace.aspx

Yetter, D. (2016, October 14). Transgender state worker claims discrimination. Courier-Journal, 1-5. Retrieved from: http://www.courier-journal.com/story/news/politics/2016/10/14/transgender-state-worker-claims-discrimination/91534936/