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Creating an Inclusive Work Environment

Published:  October 18, 2017

Managing employee appearance in the workplace can be challenging. Generally, private employers can set whatever dress, grooming, and appearance standards that they think are appropriate for their businesses, as long as the standards are not discriminatory. Employers, however, have an obligation to provide reasonable accommodations for sincerely held religious beliefs, unless doing so would create an undue burden, which sometimes means making exceptions to dress and appearance standards.

Discrimination based on transgender status or gender identity is a developing area of the law. There has been a lot of debate on the local, state, and national level over access to bathrooms for transgender individuals. As the public debates this issue, legislators, administrative agencies, and courts are shaping the law that prohibits gender discrimination, including discrimination against transgender individuals.

On Wednesday, October 18th, the Royal attorneys presented a workshop to discuss accommodations in the workplace, including:

  • How to accommodate staff who are transgender;
  • How to accommodate staff members who require gender identity and religious accommodations; 
  • Information on accommodating staff with special needs, such as autism;  
  • How to create policies for accommodating an increasingly diverse workforce

This workshop was hosted by the Human Service Forum 

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