MAY 2018 • FOGHORN 17 FOGHORNFOCUS: HUMAN RESOURCES WE LIVE AND BREATHE pAssENgER VEssELs, THAT’s THE KEY TO OUR sUCCEss Anders Rundberg, CEO of Carus We care about your customers Carus offers innovative solutions for the global passenger vessel industry, giving your customers a better experience before, during and after their journey. The Carus solution incorporates ticketing, reservations, check-in, port automation, on-board and relationship management. www.carus.com inclusionary steps your company has taken to support employees of all genders is key for folks to under- stand.  Employees need to know the culture of their working environment to understand whether it is a good fit for them, also to understand how their identity fits in with the dynamics of the working environment.  It is important to be transparent about what steps your organization has in place for folks that violate company policies or standards. In regards to gender, it’s important to look at com- ponents such as sexual violence, sexual harassment, bathroom policies, pro- fessional expectations, dress codes, and more.  Communication is key in making sure folks feel supported. Finally, gender identity can be a new concept for folks, and the nuances that go into understanding that can present a learning curve.  Individuals and employees with marginal- ized genders are not anomalies. It is important to remember that women, transgender, and non-binary folks are a part of our everyday lives.  Employers should shy away from using individu- als as examples when strategizing how to overcome educational barriers. Seek out professionals, workshops, and online tools to teach yourself, your col- leagues, and your employees about gender diversity.  Not everyone wants to be an educator in regards to their own experience. Moving Forward Gender equity is a complex and ev- er-evolving goal.  In order to maintain a thriving and inclusive working en- vironment, it is important to continue to make strides in accomplishing this goal. Whether this involves policy change, workshops, training, or perhaps just a shift in culture at your or- ganization, there are many approaches both employees and employers alike can take when striving to equitably support marginalized gender identi- ties.  It’s key to learn, understand, and respect the multitude of identities that can exist and be strategic in creating a working environment where those identities can thrive. n About the Author Emily grew up in the passenger vessel industry and currently serves as the Coordinator for Gender and Sexuality at the University of Wisconsin Platteville.  In her role, she hosts trainings, events, and programs to educate individuals on the topics of gender and sexuality.   She attends and presents at many conferences, including this year’s PVA Annual Convention at MariTrends in Savannah, GA. She can be reached at stiere@uwplatt.edu