Change Management - Transgender inclusion, Management and Organizational Dynamics

1. Syeda Ramsha Raza (20181-
23819)
Shumaila Shiwani (20191-25328)
Sana Imran (20201-28209)
Kelash Kumar (20212-29114)
Abdul Waseh (20212-29379)
Hira Naz (20212-29384)
Incorporating transgender into the
workplace

2. Outline
• Background of transgender’
discrimination issue
• Foreseen adversities for our country
• Need of the hour
• Inspiration from few impressive
examples
• Complete Change Management
2/3/20XX 2

4. Why I Am Like This?
 Who Am I ? Why I Am Like This ? Are
We humans too ?
 Questions Asked by Alisha while fighting
with death.

5. Background
 Transgender is an umbrella term referring all people who are not identified with their
assigned gender at birth.
 Transgender also called as ‘third sex’, eunuch, unique or Khawaja Sara are considered
as derogatory and inferior creatures in our society
• According to recent census, 0.005 percent
of the total population of over 207 million in
Pakistan
Population
• From the above population, less than
2% are educated.
Education

6. Foreseen Adversities for Pakistan
The increasing number of transgender can result in
Increase in beggars
ratio as they are not
employed by
organizations.
Their involvement in
criminal activities for
earning
Non-utilization of their
talent.

7. Need of the hour
 Empowering them
 Educating them
 Employing them

8. It isn’t impossible !
“Trans-staff in
Coffee Wagera”
CW opens its
recruitment for all three
genders by bringing its
first transgender
barista Moni Bhatt on
board in 2018
“From Victim to
protector”
Pakistan’s first trans
police officer Reem
Sharif now shields
other trans people from
abuse
“Into the media
industry”
Marvia Malik has
become the first
transgender media
figure, making debut in
2018 as news reader at
Kohenoor news.

9. but it will be a
big change !!

10. Change Management Model
Define Plan Implement Sustain

11. Defining what we are up to
Define
“Employing transgender in
organization while ensuring they
get equality in rights as well as
an inclusive, developing and
comfortable environment at the
workplace”

12. Start Planning with SWOT
Plan
Strengths
 Cause aligning with company’s
vision & mission in terms of social
welfare
 Increasing awareness in people &
thus in employees on this cause
Weakness
 Lack of acceptance at workplace for
others
 Harassment so deeply embedded in
the culture
Opportunities
 Increased talent pool for
recruitment
 Welfare organizations willing to
work on this cause – collaboration
opportunity
 Very impressive local examples
Threats
 Illiteracy/ Vulnerability to unseen
 Administrative complexities

13. Objective 1: Create acceptance for transgender in your
workplace
ACTION PLAN RESPONSIBLE
PERSON
KPI
• Educate staff to respect every gender
including trans genders.
• Counseling and aware sessions for both
employees and trans genders employees.
• Develop Trans-Specific Diversity Training.
• Respectful treatment for trans genders at all
levels through respectful behavior of top
management.
• Learning and
Development Team
• HR Department
• Top Management
• Timely check upon
mindsets of all
employees
• Time to time
(quarterly, yearly etc. )
analyzing behavior of
all staff
• Time to time analyzing
behavior of top
management
Plan
&
Implement

14. Objective 2: Gender inclusive recruitment
ACTION PLAN RESPONSIBLE
PERSON
KPI
• Redesign Recruitment and Hiring Process
• Flexible Policies and Procedure
• Diverse Interview Panels is a key to
Workplace Diversity
• Background verification
• Work on Job description that will not target a
particular gender.
• Equal Opportunities for male, females &
Transgender (i.e. Bonuses, Increment and
Promotion)
• HR Department
• L&D Team
• Employee
Participation
• Timely check upon
and taking feedback
from employees to
grow better
• Conduct exit
interviews to analyze
Company’s
Performance and
Employees Overall
Experience
Plan
&
Implement

15. Objective 3: To provide inclusive & comfortable
environment
ACTION PLAN RESPONSIBLE PERSON KPI
• Gender neutral restrooms
• Gender neutral dress codes
• Health care benefits
• Policy check
• Harassment control
• HR Department
• GRC Department
• Feedback response on
surveys conducted for
transgender
Plan
&
Implement

16. Objective 4: Built their confidence
ACTION PLAN RESPONSIBLE
PERSON
KPI
• Training and development sessions
• Hire NLP practitioners/ organization for
counseling and mentoring
• To boost confidence with makeup workshops
Learning &
Development Team
• Impact on
organization’s
performance matrix.
• Employer
engagement
Plan
&
Implement

17. Objective 5: Career Growth
ACTION PLAN RESPONSIBLE
PERSON
KPI
• To promote the motto “education for all” by
providing scholarship specifically aimed at
educating transgender community working in
the organization
• Collaborating with welfare organizations to
bring large scale impact like Akhuatt and
Unilever
CEO • Empowerment – Strong
decision making
• Better communication
evaluated by
performance evaluation
https://www.studyinternational.com/news/pakistani-university-offers-free-study-transgender-
students/
Plan
&
Implement

18. Example: Collaboration with welfare
organizations
 Akhuwat and Unilever Pakistan
join hands to champion inclusion
for the transgender community.
 Unilever has enabled
employment for 18 transgender
at its warehouse.

20. Pros and Cons of Transgender Inclusion
Company’s rating
Wider talent pool
Social responsibility
Change Management needs
Administrative costs
Strict vigilance for
harassment
Cons
Pros
Plan
&
Implement

21. Principals of Change Management
 Addressing the “Human Side” &
starting from the top level
 Certain capabilities required to
manage the trans employee
 How to respond to their queries?
 Formal approach for managing
change by the leaders
 Leadership engagement through
action plan
Sustain

22. Principals of Change Management
 All staff engagement (All layers
involvement)
 Senior managers
 Employees
 HR role
 Receptionist & Office boys
Sustain

23. Principals of Change Management
 Tackling communication
 Intimate meeting and training to ensure clarity and confidentiality.
 Trans employee should be given the choice.
 Direct communication with the organization’s security team
 Senior manager to ask them what to expect incase of any policies
beforehand to be updated.
Sustain

24. Principals of Change Management
 Impact of cultural change
Diverse culture and inclusion will be there along with some resistant;
 Employees would not feel comfortable working under the same roof.
 Might increase the chance of bullying and harassment.
 Having different perception and ways of looking at a religion.
 Huge possibility that the trans themselves aren’t comfortable working with
other employees.
Sustain