There are numerous internal and external resources

available for transgender employees and their
colleagues. Below is a list of links for helpful government
resources. Additionally, each agency has a variety of
mediation, education, and EEO redress services and
processes available.
IC LGBTA Affinity Group:
OPM Guidance:
OPM - Personnel Folder Reconstruction
Department of Labor’s Occupational Safety and
Health Administration (DOL/OSHA)
• Security concerns: There are no additional security
considerations regarding an employee’s decision to come
out as transgender or to transition. All employees are
expected to adhere to the regular personnel security
requirements of their position.
• Bathrooms: OPM guidelines require agencies provide
access to adequate sanitary facilities as soon as possible.
Agencies should allow access to restrooms and locker
room facilities most consistent with the employee’s
gender identity.
• Dress codes: Employees are allowed to dress in clothing
consistent with their gender identity which may include
a mix of traditionally gendered clothing. Employees
are expected to follow the appropriate dress codes at
their agency.
• Administrative records and IT systems: An employee’s
personnel folder and other records should be changed
to reflect the employee’s preferred name and gender.
This may include email addresses, contact information,
badges, historical or current personnel records,
and any other data record containing an employee’s
picture, name, or sex. Agencies vary on how and which
administrative records and computer accounts are
updated. At the discretion of your employee, discuss
this issue with your HR and IT components early
in the process.
Be s t Pr act i ce s f or t he
Ma na ger s a nd Col l ea gue s of
Tr a ns gender Empl oyee s
Produced by the Intelligence Community Lesbian, Gay,
Bisexual, Transgender and Allies (IC LGBTA) Affinity Group and
the IC LGBTA Transgender Working Group
Some Common Quest ions
Tat Ari se Duri ng a Transit ion
IC and External Resources
Each transgender employee in the workplace will have
different needs. Below are some best practices compiled
from across the Intelligence Community that may be useful
for the managers and colleagues of transgender employees
but should not be implemented without consulting
the employee.
Know t he Basics
The term “transgender” refers to people who have a
gender identity or “sense of self” that is different from
their physical sex. Transgender people often, but not
always, “transition” or alter their appearance to match
their gender identity. Living in one’s gender identity may
include a range of changes to things such as: hormones,
clothing, mannerisms, pronouns, and/or surgery. Being
transgender is not related to a person’s sexual orientation.
Keys to Success
• Respect conñoentlallty: Understand that some
employees want very few people at work to know.
Others prefer that multiple management levels be
informed and that their co-workers understand. Respect
the transgender employee’s preferences.
• Use the preferred name and pronouns: Always use the
transgender employee’s preferred name and gender
pronouns. Insist that others in the workplace do
the same.
• Understand what your colleague is facing: The decision
to come out or transition is not done lightly. Coming
out can be different for transgender employees than
for lesbian, gay, and bisexual employees because it
may involve changes in appearance. Transition is often
socially isolating, physically painful, emotionally draining,
and expensive.
• Educate yourself: Learn more by attending events
sponsored by your agency’s Lesbian, Gay, Bisexual,
Transgender, and Allies (LGBTA) group.
As a manager, your job is to ensure you are creating an
inclusive workplace that helps your employees continue
to support the mission. Your employee will look to you as
tbelr manager to belp tbem navlgate tbls oltñcult sltuatlon.
• Communicate: The transgender employee is the best
source of information and may already have a plan in
mind. Managers and employees should work closely to
develop a plan and discuss their concerns while respecting
the needs of the employee. The employee may need
time off or have questions. Managers do not need to
have all the answers, but seek them out and get back to
your employee.
• Assemble a transition team: If applicable, assemble a
small team to help with the transition process, include
the transgender employee, their manager, and an
HR professional.
• Plan ahead: Develop a realistic timeline that is
comfortable for the employee. If the transgender
employee is a manager, develop a plan that makes sense
for both the employee and the employees they manage.
• Provide training: Set the stage for success by providing
the workforce with training by HR, outside consultants,
or LGBTA groups. Be clear that management values
diversity and explain what is expected from the
• Deal with complaints: Any complaints of harassment
or discrimination should be investigated and dealt
with promptly.
• Assign a mentor: It may be helpful to have a mentor
assigned to a transgender employee. A mentor should
be someone knowledgeable about transgender issues
and who understands your agency’s resources, rules,
and culture.
As a colleague you can take some simple steps to create
an inclusive work environment.
• Be a role model: Use preferred name and pronouns.
|t you Nub, selt-correct ano move on.
• Correct hurtful comments: Challenge coworkers and/
or alert others of people using offensive or non-
atñrmlng language, sucb as conslstently uslng tbe
incorrect name or pronouns. Finding a way to address
offensive language can help ensure a tolerant and
productive workplace.
• Ask respectful questions: Asking questions is a good
way to ñno out more about belng transgenoer, but use
common sense and respect a person’s privacy by not
asking about their physical transition.
• Seek knowledge and show support: Leverage the
resources available to learn about transgender issues
ano ñno e×amples ot successtul workplace transltlons.
Your agency’s Lesbian, Gay, Bisexual, Transgender, and
Allies (LGBTA) group is often a great starting point.
See reverse for additional resources.
Introducti on
Consi derati ons f or Managers
of Transgender Empl oyees
Consi derati ons f or Col l eagues
of Transgender Empl oyees