To ensure compliance with employment policies, all employees should at a minimum have clear guidance regarding appropriate workplace behavior and the consequences of failing to comply with anti-discrimination policies that include gender identity.
Education and training about gender identity can take the form of small, informal discussions, modules that are incorporated into a larger diversity training curriculum, or full-fledged training and educational programs on transgender issues conducted by outside trainers and facilitators. Communication and diversity training regarding gender identity in the workplace should be comparable to other policy announcements and training initiatives. For instance, if an employer provides online harassment training that incorporates race and sex, it should also incorporate gender identity.
Supervisory employees should receive diversity training that includes clear examples of discrimination based on gender identity shortly after starting employment and on a regular basis thereafter (e.g.: every two years, as required by law for California-based employers). When an employee transitions at work, these expectations should be restated.