Hi Lemmy,

Apologies if this is a dumb question.

I have a trans person that I supervise and I know he is having a hard time after Trump’s only two genders executive order.

Is there anything I can do to make sure that he feels supported at work?

I have regular check-in meetings with my staff so I was hoping to see how he was doing, but don’t want to force him into an uncomfortable discussion.

Note: His performance is still excellent at his job so this isn’t a “coaching conversation” or anything like that

  • nickwitha_k (he/him)@lemmy.sdf.org
    10·
    3 hours ago

    I’ve had trans reports in the past when I was a supervisor (TBF, the world was a lot different). Two things that I’d recommend:

    • Continue being a good lead and treating them with respect, using their preferred pronouns, etc. Intervene gently but firmly if there is inappropriate derogatory stuff going on in the workplace.

    • If possible, I’d get a 1:1 meeting with them and outright ask “Do you want to talk with me about how current events are impacting you and anything that I can do to ensure that you feel supported?”. If they say “no” or aren’t comfortable, ensure that they know that that’s ok and that the offer is there.

    As a disclaimer, I am neurospicy so, there may be gentler ways to approach but I have found that clearly and directly communicating that genuine support is there, if they need it want it and giving them a way to ask is generally well-received.

    • OmanMkII@aussie.zone
      3·
      2 hours ago

      I’d say instead of setting up a meeting, just take a second on a quiet day and ask how they’re going, if they want any support or to talk. It still has the same positive effect, but an outright scheduled meeting feels a bit weird, my first assumption for one is negative (though again, it could just be me).

      Some great points though, I’m sure they’d recognise the intent to be good.