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Some transgender people who wish to disclose this truth about themselves to others have reached a breaking point in their lives where it’s too difficult to hide who they are any longer.

Transgender people often feel compelled to share who they are in order to build stronger and more authentic relationships with those closest to them. This is particularly true in the workplace, where we consistently spend a majority of our waking lives with other people.

A business that includes “gender identity” in its non-discrimination policy should be prepared to manage a gender transition.

Learn the best practice guidelines for gender transitions that clearly delineate responsibilities and expectations of transitioning employees, their supervisors, colleagues and other staff.


  • Understanding what Transgender is and how it differs from LGBQ.
  • Understanding your role
  • Identify what policy/practices should be reviewed to reduce risk.
  • How to create a Gender Transition Plan or Guidelines and what it should they cover.
  • How to address benefits issues.
  • Best practices for managing questions and reactions from co-workers.


Although the transgender population is small, employers must still be prepared to handle workplace issues related to transgender employees. How an employer handles an employee’s transition has potential legal implications, as well as an impact on the transitioning employee and his or her co-workers. Employers that areunprepared to handle a gender transition are likely to face not only employee relations issues but also discrimination claims.

This webinar examines how employers can best manage the workplace issues surrounding an employee gender transition.


  • What is Transgender
  • The business case for inclusion
  • Reviewing and updating existing policies/practices for gender neutrality
  • Benefits Issues
  • Disclosure before, during or after an interview
  • HR’s role in navigating the transition process
  • Review of federal anti-discrimination protections
  • Review of state and local laws and how they apply


  • Managers
  • HR Managers
  • HR Directors
  • HR Professionals
  • In-House Counsel


Kristin Corredor, MBA, SPHR, is president of Cadence Human Resource Management, LLC an HR consultancy group working with companies of all sizes and industries to strengthen their human resources function. Cadence is an integrated partner with the company’s leadership, focused on delivering measurable results with highly creative, non-conventional tools and ideas to get to the next level focusing on HR compliance and HR processes and procedures.

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