Creating a workplace in which all employees feel safe being who they are is not only the right thing to do from a talent management point of view, but it makes good business sense. According to a study from the Harvard Business Review, employees at companies with high levels of diversity are 45 percent likelier to report that their firm’s market share grew over the previous year and 70 percent likelier to report that the organization captured a new market.
So, where do we start? We proposes starting with the language and tools diversity and inclusion professionals should use when talking with and about transgender people in the workplace.
