Welcome to our blog where we’re diving into the heart of Women’s History Month! 🌟 As we celebrate Women’s History Month in Marzo, we’re placing a special emphasis on inclusivity for all women in the workplace, including transwomen. This month isn’t just about commemorating historical achievements, it’s about forging a more inclusive future for every individual.
How Women’s History Month came to be
Let’s take a quick trip down memory lane to understand how Women’s History Month came to be. Originating in the late 1970s in the United States, Women’s History Month initially began as a local effort in places like Sonoma, California, where communities sought to recognize and honor the contributions of women. It gained national recognition when President Jimmy Carter proclaimed the week surrounding Marzo 8th, International Women’s Day, as National Women’s History Week in 1980.
Following further advocacy, in 1987, Congress expanded it to a month-long celebration, dedicated to honoring the accomplishments of women in America. Since then, Women’s History Month has evolved into a global celebration, underscoring the importance of acknowledging the continued struggle for gender equality.
A Glimpse into Gender Inequality
Although the Equal Pay Act of 1963 was implemented over 40 years ago, as part of the Fair Labor Standards Act of 1938, and prohibits wage discrimination based on gender, it’s still something we see in the modern workplace. According to the Society for Human Resource Management (SHRM), gender inequality shows up in the workplace in the form of unequal pay and disparity in promotions.
According to the U.S. Census Bureau, in 2021, women made up approximately 44 percent of the total workforce but only made up 41 percent of managers. In addition, overall, a woman earned about 82 cents for every dollar a man earned.
Multiple studies show how dire gender inequality is in the workplace. For example, a 2022 McKinsey & Company report detailing gender inequality at work revealed the following:
- Just one in four C-suite leaders (i.e. Chief Executive Officers, Chief Financial Officers, etc.) is a woman, and only one in 20 of those women leaders is a woman of color.
- For every 100 men who are promoted from entry-level roles to manager positions, only 87 women are promoted.
- Women experience microaggressions that undermine their authority, making it more difficult for them to advance.
- Women who are Black and/or Latina are less likely than women of other races and ethnicities to report their manager supports their career development, which negatively affects their ability to ascend professionally.
The equality gap for women overall is bad, but it is worse for women from historically marginalized backgrounds, such as women who are Indigenous, Black, Latinx/Hispanic, Asian, and Middle Eastern. In 2021, the U.S. Census Bureau reported that women who identified as Hispanic or Latina earned about 58 cents and Black women earned about 63 cents, for every dollar white men earned.
Are the experiences of all women represented in Women’s History Month?
It’s really important to understand that being a woman is a big, complicated thing. As Harper’s Bazaar puts it, it’s complex, layered, and doesn’t need approval from men or other women. Black, transgender women have played a huge role in the women’s rights movement, so when we celebrate Women’s History Month every Marzo, we need to make sure we recognize and honor their experiences too.
Queer women were important in the fight for women’s voting rights. In entertainment, we have famous queer women like Josephine Baker, Greta Garbo, Billie Holiday, and Ma Rainey.
Transwomen like Marsha P. Johnson and Sylvia Rivera made significant contributions to LGBT rights. Wendy Carlos, a trans woman, pioneered electronic music and won three Grammys. Lynn Conway, another trans woman, is a leading figure in computer science. Trans actresses like Holly Woodlawn, Candy Darling, and Caroline Cossey broke barriers in film. Including queer and trans women in women’s history discussions is crucial to recognizing the longstanding contributions of ALL women, and it helps in normalizing their existence throughout history.
Amplifying the Voices and Experiences of Transwomen in the Workplace
It’s crucial to look for new ways to empower all women, including transwomen, in professional settings. By broadening the conversation of Women’s History Month to include Transwomen, we are igniting new pathways for inclusivity and understanding.
Ways to make the Workplace More Affirming for Transwomen
According to a 2019 study, the self-esteem of transgender people is magnified when proactive, positive actions promote inclusivity in the workplace. Since they are underrepresented, having these kinds of conversations is important in the workplace. The following are suggestions for creating a more inclusive workspace:
- Using language as a tool to affirm the trans experience: Terms like “cis” can make it easier to talk about issues. Adopting terms like this could make the workplace more accepting. Here are some examples of using affirmation language.
- Remember when a person comes out in the workplace: This includes using the preferred pronouns and not using deadnames (a name the person no longer uses to address themselves).
- Consider gender-fluid dress codes: It’s important to recognize that people often don’t feel comfortable with adhering to a dress code that is determined by a binary gender, especially in instances of trans and nonbinary workers.
- Offer trans-affirming employee benefits.
- Craft trans-inclusive policies and programs.
Let’s not forget the challenges faced by transgender individuals in the workplace. Here are some facts about the experience of trans women in the workplace:
- Transgender people often have trouble finding stable jobs.
- More transgender individuals than others say they’ve been out of work recently.
- Many transgender workers only have part-time jobs, so they miss out on benefits like healthcare.
- Not having a steady job can make people feel lonely and disconnected from others who work.
- Transgender people usually earn less money than people who aren’t transgender.
- They’re more likely to work in jobs at restaurants or stores that don’t pay a lot.
- On average, transgender adults make about $17,000 less each year than adults who aren’t transgender.
- When someone is both transgender and a person of color, they often have even fewer opportunities and earn less money.
- Even if they go to college, transgender people are less likely to finish, and they still earn less than others with college degrees.
FYI+ has taken several steps to ensure that our company is welcoming and affirming for trans women and other transgender individuals:
- Safe Zone Training: We provide comprehensive training to all staff members to help them understand how to create a supportive and affirming environment for LGBTQ+ individuals, including trans women.
- Community Leadership: FYI+ takes pride in being pioneers in our community for providing a safe space for LGBTQ+ individuals. We actively organize the Annual LGBTQ+ Pride Parade, Pride Prom, and Pride Ball in Las Cruces, demonstrating our commitment to celebrating diversity and inclusivity.
- Therapist Training: Our therapists undergo training to ensure they can provide affirming care to members of the LGBTQ+ community, including those who are transgendered.
- Specialized Programs: FYI+ offers programs like Chosen Families, which is a Support Group for affirming conversations for LGBTQ+ support system that wants support and learn more about their loved ones; and Rainbow Connections, which provides no-cost counseling for individuals who identify as LGBTQ+ and/or who are questioning their sexual and/or gender identity. These programs are designed to support LGBTQ+ individuals, along with providing resources and education for families seeking to better understand and support their queer relatives, including trans women.
In conclusion, let’s make this month a celebration of empowerment for every woman, regardless of gender identity. Together, let’s champion diversity, equality, and progress in every workplace, ensuring that every individual feels valued, respected, and empowered to thrive. Here’s to a future where every woman’s voice is heard, every woman’s story is celebrated, and every woman’s potential is unleashed.
https://www.mckinsey.com/featured-insights/diversity-and-inclusion/being-transgender-at-work
https://www.womenshistorymonth.gov/
https://www.womenshistorymonth.gov/about.html
https://www.womenshistory.org/womens-history/womens-history-month
Workplace positive actions, trans people’s self-esteem and human resources’ evaluations
https://thestateofwomen.com/uplifting-trans-women-during-womens-history-month/
