How do you handle situations involving gender identity in company bathrooms?
#TransRights #NonBinary #GenderIdentity #OSHA #HRIS #LGBTQ #Inclusivity #Diversity #BathroomEtiquette #WorkplaceCulture
Company Inclusivity Policy
– More trans and non-binary individuals are joining our company
– We adhere to OSHA guidelines for bathroom use based on gender identity
HRIS Information
– Some employees opt out of identifying gender, sexual orientation, or selecting pronouns
– New employee presenting as a woman is using the men’s restroom, causing concerns among male coworkers
Dilemma
– Should you directly ask the employee how they identify?
– Should you address concerns with male employees regarding bathroom use?
Conclusion
– Promote open communication and understanding in handling bathroom usage
– Support diversity and respect employees’ choices regarding gender identity and bathroom preferences.
Make all bathrooms gender neutral.
That may include remodeling a higher occupancy one to several single use spaces.
If you don’t own the office space, suggest anyone that complains to go to the property manager.
Remind people what is appropriate and not to discuss…
Follow the concept “The employee should determine the most appropriate and safest option for him- or herself.”
The person who does not have an identified binary gender should choose, and anyone who raises issues can be advised as such.
If the other employees don’t like that someone in the washroom they are using doesn’t confirm to their expected gender norms, that’s a great place for those employees to begin unpacking their prejudice and move towards greater inclusion.
Yes, you tell the dudes it’s none of their business. If you can’t change your bathrooms to gender neutral, you tell everyone to get over it and remind them that if they try to hound a person over their gender identity or expression, that’s called “creating a hostile work environment” and will get the company sued and them fired.
If someone’s *behavior* in the bathroom is inappropriate, you address it. Otherwise, leave it alone. The EEOC’s guidance is very clear and being denied bathroom access or getting “checked” is unlawful.
Non HR advice, but in my experience, yes, it’s ok and generally appreciated to tactfully ask someone their preferred pronouns. 🙂
To everyone saying so obviously to make bathrooms gender neutral, I’m just curious, how well does that go? I honestly would be very uncomfortable sharing a bathroom of multiple stalls with people of other gender. I can’t imagine my opinion is a the minority here. If it was a single toilet bathroom, then yeah that’s easy.
Man, I thought this was going to be about employees “blowing up” the bathroom. Disappointed. (Kinda.)
If you allow them to use the bathroom they identify with, then men may in fact already be sharing the bathroom with someone who presents as female. What’s the difference if they filled out the form or not? And so employees really have that list memorized? I’m reality, I get that maybe it’s not a long list, but the point remains the same. They may already be, or could be in the future, using restrooms with people who have a different biological gender.
If you are in a big enough office space with multiple bathrooms, you can have gender neutral AND gendered options. Then everybody has an option they’re comfortable with. Even if not on your floor, bigger office buildings may have certain floors where the restrooms are open to the public. As long as everyone has a restroom they can really access, that should work.