Diversity & Inclusion in Microenterprise: Real-Life Experiences
Jacopo and Simona share their challenging stories of coming out at work, shedding light on the struggles faced by trans individuals in the workforce. A study funded by the European Commission highlights the stark disparities in employment and workplace support for the trans population in the EU. These narratives underscore the importance of fostering inclusive work environments for all individuals to thrive.
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Suite Supporting coming out at work Author partner: Universit degli Studi di Napoli Federico II Diversity & Inclusion in Microenterprise 2022-1-IT01-KA220-VET-000088750 https://opsizo.eu/index.php https://opsizo.eu/index.php The European Commission's support for the production of this publication does not constitute an endorsement of the contents, which reflect the views only of the authors, and the Commission cannot be held responsible for any use which may be made of the information contained therein. Legal description Creative on the Opsizo Resources' (OER) and can be freely (without permission of their creators): downloaded, used, reused, copied, adapted, and shared by users, with information about the source of their origin. Commons licensing: website are The as materials published Open Educational project classified
Coming Coming out out experiences experiences at at work work Jacopo is 26 years old and has a diploma in graphic design taken with good results. "I entered a print centre with a female identity, I had not yet become conscious. When I started hormone therapy, the employers could not accept that the clients could see my change. They called me by female pronouns and constantly used my dead name (the name assigned at birth, ed.), even after my beard appeared and my voice changed. They did this in front of the clients, who were often perplexed. 'You may come with 10 centimetres of beard but I will always keep making mistakes because I am distracted' my employer once told me. It was tough. We went on like that for a year until they decided to dismiss me. They told me they didn't want any problems with the clients. The European Commission's support for the production of this publication does not constitute an endorsement of the contents, which reflect the views only of the authors, and the Commission cannot be held responsible for any use which may be made of the information contained therein.
Coming Coming out out experiences experiences at at work work As long as he had a CV with the name and the masculine gender declinations, opportunities presented almost every day. A respectable career: 24 years old, two degrees, one in Milan and one in Paris. "At a certain point I thought it was absurd not to say who I really am and so I started to introduce myself with my name being Simona and to specify that I have a non-binary identity." And that's when the offers plummeted. "They dropped by 90 per cent. Maybe it's bad luck, but the facts say that until before I had one call a day. Now nothing. I'm unemployed and I'll accept anything'. The European Commission's support for the production of this publication does not constitute an endorsement of the contents, which reflect the views only of the authors, and the Commission cannot be held responsible for any use which may be made of the information contained therein.
A A 2019 2019 study study funded funded by by the the European European Commission Commission finds finds that that among among the the trans trans population population in in the the EU, EU, only only half half are are in in remunerated remunerated employment employment, , compared compared to to an an overall overall average average of of 69 69. .3 3% %. . Moreover Moreover, , only only one one in in four four reported reported living living in in a a supportive supportive work work environment environment and and never never having having experienced experienced negative negative comments comments related related to to their their gender gender identity identity. . The European Commission's support for the production of this publication does not constitute an endorsement of the contents, which reflect the views only of the authors, and the Commission cannot be held responsible for any use which may be made of the information contained therein.
What What changes changes if if a trans a trans person person is is coming coming out out A coming out in the workplace may include the following points: 1. change of name, nickname and pronoun, e-mail address; 2. change of style and clothing; 3. use of changing rooms, toilets and other spaces according to one's gender identity; 4. use of service clothing according to one's gender identity. The European Commission's support for the production of this publication does not constitute an endorsement of the contents, which reflect the views only of the authors, and the Commission cannot be held responsible for any use which may be made of the information contained therein.
How How an acceptance acceptance and an employer employer can show and support support: : can show Thank your interlocutor for the trust he/she has shown in you and assure ask about the time perspective of the him/her of full support; coming out process; ask him/her who is already informed of suggest to the trans person that you the situation; approach her/him right away and in enquire about the trans person's needs, face-to-face interviews with the correct i.e. what they want to change in gender. concrete terms, what the challenges are; The European Commission's support for the production of this publication does not constitute an endorsement of the contents, which reflect the views only of the authors, and the Commission cannot be held responsible for any use which may be made of the information contained therein.
Support Support coming team team coming out out in in the the To To communicate communicate coming coming out out to to the the team team the the ideal ideal context context is is a a meeting meeting. . In In this this case case a a person person leading leading the the team team takes takes the the role role of of moderator moderator and and at at the the person's person's request request also also communicates communicates the the coming coming out out. . This This clarifies clarifies the the position position of of the the company company and and the the leaders leaders and and informs informs everyone everyone how how to to proceed proceed. . In In this this case case it it is is better better to to clarify clarify beforehand beforehand whether whether the the trans trans person person wants wants to to participate participate or or not not. . The European Commission's support for the production of this publication does not constitute an endorsement of the contents, which reflect the views only of the authors, and the Commission cannot be held responsible for any use which may be made of the information contained therein.
An An example example of of communication communication that rest rest of of the the staff: staff: that can be can be transmitted transmitted to to the the "I would like to inform you of an important piece of information concerning one of our staff members. The person you knew until now as Paolo Rossi is trans. This means that the sex assigned to her at birth was not the right one. The name she has chosen for her identity as a woman is Anna. We are glad that we can also count on her in the future - as Anna Rossi - and support her to live according to her gender identity." Starting in the next few days, Anna will come to work in the clothing she feels most in line with her identity. From now on we will use the correct pronouns and from the next few days she will also have a new e-mail address. Like all other employees of the company Anna will use the bathrooms that correspond to her gender. All other employees will be informed after this meeting by e-mail. Anna will inform her clients by the end of the week. I would also like to remind you that it is up to Anna to decide who to inform about her trans identity. If you have any questions you can ask me or Anna directly. You can also do this in a few days, maybe some of you feel the need to assimilate the information. We wish Anna well on this important step and look forward to continuing this cooperation in the future." The European Commission's support for the production of this publication does not constitute an endorsement of the contents, which reflect the views only of the authors, and the Commission cannot be held responsible for any use which may be made of the information contained therein.
Continue your training path at: Continue your training path at: https://opsizo.eu/index.php https://opsizo.eu/index.php The European Commission's support for the production of this publication does not constitute an endorsement of the contents, which reflect the views only of the authors, and the Commission cannot be held responsible for any use which may be made of the information contained therein. Legal description Creative on the Opsizo Resources' (OER) and can be freely (without permission of their creators): downloaded, used, reused, copied, adapted, and shared by users, with information about the source of their origin. Commons licensing: website are The as materials published Open Educational project classified
