Hi Lemmy,

Apologies if this is a dumb question.

I have a trans person that I supervise and I know he is having a hard time after Trump’s only two genders executive order.

Is there anything I can do to make sure that he feels supported at work?

I have regular check-in meetings with my staff so I was hoping to see how he was doing, but don’t want to force him into an uncomfortable discussion.

Note: His performance is still excellent at his job so this isn’t a “coaching conversation” or anything like that

  • ocean@lemmy.selfhostcat.comEnglish
    1·
    1 month ago

    I cannot imagine they want to discuss this with someone from work of all places… be open and kind is already good

    • datavoid@lemmy.mlEnglish
      1·
      1 month ago

      I’m not trans, but having support from managers while going through hard things has absolutely been helpful for me in the past. I’d guess it likely varies from person to person… but overall I don’t think knowing your manager has your back is a bad thing.

  • stealth_cookies@lemmy.ca
    1·
    1 month ago

    I’d probably just say something non-pressuring but supportive like “I know with everything that is going on recently that things may be challenging for you right now. If you need anything please don’t hesitate to reach out to me and I’ll support you in any way I can.”

  • deathbird@mander.xyz
    1·
    1 month ago

    Continue treating him with respect. I’m kinda assuming you’re in government, but I guess that’s not clear from the post. If you are, maybe let him know that the executive order will not impact how you treat him, and offer him space to ask questions or raise concerns.

  • nickwitha_k (he/him)@lemmy.sdf.org
    0·
    1 month ago

    I’ve had trans reports in the past when I was a supervisor (TBF, the world was a lot different). Two things that I’d recommend:

    • Continue being a good lead and treating them with respect, using their preferred pronouns, etc. Intervene gently but firmly if there is inappropriate derogatory stuff going on in the workplace.

    • If possible, I’d get a 1:1 meeting with them and outright ask “Do you want to talk with me about how current events are impacting you and anything that I can do to ensure that you feel supported?”. If they say “no” or aren’t comfortable, ensure that they know that that’s ok and that the offer is there.

    As a disclaimer, I am neurospicy so, there may be gentler ways to approach but I have found that clearly and directly communicating that genuine support is there, if they need it want it and giving them a way to ask is generally well-received.

    • OmanMkII@aussie.zone
      1·
      1 month ago

      I’d say instead of setting up a meeting, just take a second on a quiet day and ask how they’re going, if they want any support or to talk. It still has the same positive effect, but an outright scheduled meeting feels a bit weird, my first assumption for one is negative (though again, it could just be me).

      Some great points though, I’m sure they’d recognise the intent to be good.