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Navigating Transgender Leave

Introduction

The societal understanding of what it means for an employer to be truly inclusive of all diversity groups has expanded exponentially since the turn of the 21st century. Employers are increasingly faced with multifaceted Human Resources related topics including cannabis, cybersecurity, sexual harassment, and a push, in many states, for equal opportunity for paid leave. Equal opportunity accommodations do not just vary between male and female employees but also between groups based on race, religion, and gender identity.

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Supporting Your LGBTQ Employees During Pride Month and Beyond

Each year in June, the LGBTQ community and its allies celebrate Pride Month, showcasing the diversity of the LGBTQ community and exploring the past and present of LGBTQ advocacy. While our society has made great strides when it comes to discrimination against LGBTQ individuals, there’s still plenty of work to be done. As an employer, one of the most meaningful ways you can honor Pride Month is by reviewing your health care benefits to ensure that they fully support the health and wellbeing of all of your employees, including those who are LGBTQ.

Understanding LGBTQ health disparities
Health care equity is a real issue when it comes to the LGBTQ population. People who are LGBTQ are at higher risk than their heterosexual and cisgender counterparts for a number of medical conditions, diseases, and infections, including cancer, obesity, and behavioral health issues.1 There are also barriers to health care access for LGBTQ individuals, most of which can be traced back to discrimination and oppression.2

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