16 MAY 2018 • FOGHORN FOGHORNFOCUS: HUMAN RESOURCES for employers and employees alike to know what rights you are afforded based upon where you live. Individual businesses and organi- zations can choose to have their own policies when it comes to protecting their employees. For example, in some states transgender people can be fired for simply being transgender. In others, transgender folks can face harass- ment without legal repercussions. In an effort to become more supportive and inclusive, a company may choose to make a policy that does not tolerate any form of harassment or additionally they may have a direct non-discrimina- tion policy. There are many options for employers when it comes to filling legal gaps where federal or state laws offer little to no support. Dynamic Support There are practices that business- es, employers, and co-workers can all implement to make the working envi- ronment more equitable for women, transgender, and non-binary folks. One approach is to offer mentorship opportunities, offering support to employees is a great way to enhance their leadership skills, confidence, and abilities. It is more difficult for women and transgender employees to navigate the workplace while balancing other internal and external barriers they are facing. Having an inclusive and sup- portive role model is key to feeling connected and welcome while at work. In addition to mentorships, employees should also be given pro- fessional development opportuni- ties. Businesses should take the time to understand what types of employees are currently involved in trainings, conferences, and leadership positions then close any gaps when it comes to gender representation within those groups. Companies should embrace, not undervalue, people of marginal- ized gender identities and the skillsets they bring to the workplace. Another option to consider is im- plementing more inclusive employee training. It is important for employees to know the duties, expectations, and jobs assigned to them. It is just as important for folks to know the standards they must adhere to in that position. For example, being upfront and proud about the initiatives and It is more difficult for women and transgender employees to navigate the workplace while balancing other internal and external barriers they are facing.