Sometimes there are moments when it is really tough to be in Human Resources. There can be moments where you are frustrated, overwhelmed, exhausted, and overjoyed. Then there are those moments when we are called to be human and show empathy for others. In these moments it is when people have let down their guard and confide, in us, their most private, personal, and innermost quiet thoughts. This time, the plan to transition. In that moment, it could have been the first time the person has said it out loud to someone outside of close friends or the physician helping them through. Their emotions are everywhere. This is the time when we, as Human Resource Professionals, should be an ally. We are not there to judge.
What is an ally? According to Merriam-Webster, when used as a noun, an Ally is, “one that is associated with another as a helper: a person or group that provides assistance and support in an ongoing effort, activity, or struggle.” Human Resources should be the support to the employee, in transition, behind the scenes and the department to blaze a new path in the face of the change to come. Human resources should help the employees and leadership by continuing to educate them about gender diversity. To quote Beau Jackson, from an article in HRMagazine.co.uk, from 18 May 2021, “How Can HR Be a Trans Ally? “Pronouns are a great start, so much support is needed in other areas.” There is so much more to be done. We can start by talking about it. We should be open to any questions or concerns expressed by others, including having difficult conversations with those opposed to the idea of inclusivity in the workplace.
Allies don’t hide. Allies stand out in front and serve as a connecting lane between the employees and leadership, keeping the values and mission of inclusivity of the business in mind. Honest and genuine HR allyship lets the LGBTQ community know their worth is valued in your organization.