Five years ago, James Barnes and his wife were looking for a new home when they noticed the lack of representation for the Lesbian, Gay, and Bisexual community.
Barnes wondered if he should come out as a trans person, if he would be discriminated against, or if he had to change his name. Barnes came up with a business idea.
He wanted to create an education program on best practices for working with and among trans coworkers and clients. He offered his first training in 13 months.
He has expanded his services into DEI training and has adopted the name "The Trans Coach" on social media. Since launching his business as a side hustle, he has booked over $30,000 in sales. Some of that success is due to the fact that as of this year, 28 states have introduced anti-gay bills that would affect trans peoples' professional lives.
His workshops cover a wide range of topics. He said that working at a call-center job made him feel awkward because he didn't know what bathroom to use. Information on inclusive benefits is included so employees don't have to fight as hard as he did to get access to top surgery and other healthcare options.
Barnes talked about the importance of addressing these issues and how entrepreneurs can build an inclusive workplace.
The lack of healthcare diversity includes insurance-covered top or bottom surgery, necessary hormones, and post-surgery recovery time. He advises companies to offer healthcare plans that address each of those needs by providing the highest level healthcare plan they can afford to offer, and discuss details with both insurers and employees.
Clear resource pages for employees to understand their options should be created once a robust healthcare plan is established. It is possible thatExplicit answers and guidelines will ensure that employees don't have to ask private questions or engage in conversations they aren't comfortable having publicly.
It's important for mental-health professionals to have easy access through employee policies. Transition-related support policies should still be created if a small business can't afford healthcare plans.
An easy step-by-step plan to adjust pronouns and change names on badges should be established by the company. Barnes said that quick updates to professional settings would make employees feel safe.
Barnes said that the hiring process can be isolating for trans people because of a fear of discrimination. It's the perfect time to have an interview and get to know someone.
Sharing their names and pronouns with the interviewer is a must.
Sharing your pronouns, even if you're a cis- gendered founder, can help non-cisgender or nonbinary interviewees feel comfortable sharing their own identities.
Misgendering, deadnaming, and other forms of discrimination are against company policy. He said having a written statement helps members of the LGBTQ community and allies speak up against discrimination.
He said that it's important that companies invest in inclusive policies for marginalized employees throughout the year.
It can seem like an extracurricular activity if employers hire Barnes to speak for Pride month. Barnes said that diversity, equity, and inclusion consulting sessions outside of months of celebration and remembrance make for a long lasting conversation.
In order for diversity and inclusion to be part of the company's fabric, founders need to invest in speakers, coaching, and improvements year-round.
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