In-person session offerings are on a first-come, first-served basis. Seating is limited.

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Creating and maintaining a gender identity inclusive workplace and culture requires understanding and administering federal, state, and local-level regulatory and legal standards, all the while incorporating knowledge and sensitivities as to cultural best practices. All too often, employers look to develop a gender identity inclusive workplace without taking the time to educate their leadership and workforce on both sides of the equation. Evolution of inclusive workplaces requires attention to both sides of this issue - the legal requirements, as well as the people variables. Implementing inclusive policies, procedures, and workplace standards are good first steps, but employers must move forward by creating a framework for inclusivity through education, learning and development for leadership, team members, and transitioned/transitioning employees. Join us for the actualization of a reimagined workplace - a safe and productive environment for workers of all gender identities.

Learning Objectives:

• Understand and apply the current legal and regulatory non-discrimination framework existing in the United States as applicable to gender identify inclusivity in the workplace.
• Understand and apply common and current cultural and community standards related to creation and maintenance of gender identity inclusive workplaces in the United States.
• Understand, develop, and implement sensitive and culturally appropriate workplace policies, procedures and standards governing workplace conduct related to the maintenance of safe and productive workplace environments for transitioning/transitioned employees.
• Understand, develop, and implement reasonable and appropriate workplace sanctions for non-conforming leadership and other employees failing to participate in the development and maintenance of a gender identity inclusive workplace and culture.
• Understand, develop and maintain effective evaluation and mitigation strategies for operational conflicts arising in the context of total rewards administration as to transitioning and/or transition of gender identify.

If a speaker has provided session materials, please see below or visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. All virtual sessions, unless marked as "LIVE ONLY" or "VIRTUAL LIVE ONLY", are recorded and will be available to view on demand until December 1, 2023.