Our qualified trainers provide presentations, workshops, and panel discussions on a variety of LGBT-related subjects, including:

For Employers
With an increasingly diverse workforce and consumer market, and the rise of the gay, lesbian, bisexual and transgender workforce over the last decade, many employers struggle to help their established workforce adapt, and furthermore to bring new staff into the organization’s culture.

Identity provides several types of diversity trainings: anti-discrimination training, diversity awareness training, and diversity management/leadership training.

For Employees
Apart from having an inclusive equal employment opportunity or non-discrimination statement, employers need to communicate these policies to all of their employees. But, in doing so, many employees will require guidance with basic information:

Diversity Training on Gender Identity and Gender Expression
Incorporate education about gender identity and gender expression in diversity and Equal Employment Opportunity compliance training programs.

Leadership is the most important element for change, and that includes fostering workplaces that have an inclusive culture and that enhance cross-cultural awareness and skills through communication, training, and education. This is the starting point for any meaningful change in creating fair workplaces.” description=”— Freada Kapor Klein, Giving Notice: Why the Best and the Brightest Leave the Workplace and How You can Help Them Stay

When someone transitions on the job, in-person training with the employee’s managers and colleagues who work directly with the transitioning employee is important. Here, management has an opportunity not only to provide education on transgender issues, but also to reiterate expectations of workplace fairness for all employees. Training should ideally be facilitated by someone who has strong experience with transgender issues and experience presenting these issues with employers. Although potentially illuminating, utilizing a therapist or other mental health care provider can unnecessarily stigmatize training efforts; similarly, utilizing a provider close to the transitioning employee might inadvertently invade the employee’s privacy.

“Everyone transitions when a transsexual person comes out in the workplace. Transition is not just a practical process, but it is inherently an emotional and psychological process for everyone.” — Moonhawk River Stone