How Hoteliers Can Handle Sensitive Situations with Transgender Employees
Being Upfront, Respectful Goes a Long Way, Attorney Says
The number of people who identify as transgender grows every year, so employers should be aware of the laws and best practices regarding the transgender individuals among their employees.
ARLINGTON, Virginia - The number of people who identify as transgender grows every year, so employers should be aware of the laws and best practices regarding the transgender individuals among their employees.
A new Pew Research Center survey from June reports that 1.6% of adults in the U.S. identify as transgender or nonbinary. Roughly 5.1% of adults younger than 30 identify as trans or nonbinary.
At the Hospitality Law Conference Washington, D.C., Andria Ryan, partner and co-chairperson of the Hospitality Industry Group at Fisher Phillips, spoke about the need for hoteliers to understand the laws regarding transgender employees and to handle practical situations with respect and sensitivity.
Understanding the Law
Congress passed Title 7 in 1964, prohibiting discrimination based on race, national origin, religion, color and sex. Over time, it’s also included pregnancy, age and other factors, but it still does not include sexual orientation, gender identity, transgender status or transitioning status.
Ryan said that has left gaps at the federal level with discrimination and harassment statutes, but some states, courts and administrative bodies, including the Equal Employment Opportunity Commission, are trying to fill those gaps.