Hi Ashish,
I'm really glad that someone raised this question in the forum, for the benefit of our members, These are my views and experiences:
# First of all, a clear cut Non discrimination policy is developed.
# A diversity policy needs to be drafted and implemented.
# A policy on equal opportunity, as already suggested by (Cite Contribution).
# Companies interested in implementing a more transgender-inclusive workplace is
to codify gender identity protection within their non-discrimination policies
# Create focus groups, who can work for the benefits of these people in company or/and outside company as well.
# One of the most important issues that companies with transgender employees face is those employees’ access to restroom facilities.(this becomes a very crucial topic of discussion if not dealt with properly)
# One should treat them in the similar manner as you will treat your gay, transgender customers, with utmost respect and dignity.
# Employee diversity training for managers and supervisors
# Create an inclusive work environment that motivates all employees to reach their full potential, only on the basis of their hard work, achievements and performance.
Statement by BANK OF AMERICA CEO for their diverse workforce(including many gays, lesbians, trans gender employees):
“Our most valuable asset are the people who work at our banks and in order for them to reach their full potential, they must feel included, respected, and understood in the workplace, From the very beginning, we’ve had a long-standing commitment to diversity; it’s woven into our culture. We’re always looking at employees to see what they’re facing; we’re always seeking out ways to make things more inclusive. It’s a constant evolution. It’s the journey that’s important to Bank of America, not the destination.”
Hope it will be of help.....:)