Episode 112: How to Support Your Transgender Employees with Tara Robertson
Leaders, how are you currently supporting your transgender employees? On today’s episode of the improve it! Pod, we’ve got a guest who will help you create a safe space within your team so all feel seen, heard and valued. Please welcome the incredible - Tara Robertson, to the show!
In today’s episode you’ll hear:
Why your mental health and boundary setting is imperative as a people leader
How to create policies within your organization to help create a more inclusive environment for transgender employees
Three things that you can START doing as a people leader to support trans employees, and what you can STOP doing as a people leader to ensure a safe space for all
About Tara Robertson: Tara Robertson is an intersectional feminist who uses data and research to advocate for equality and inclusion. She brings nearly 15 years experience leading change in open source technology communities and corporate spaces, including 3 years leading Diversity and Inclusion at Mozilla. She now partners as a consultant with technology, engineering and media leaders to help drive systemic change. Her work has been included in Harvard Business Review, Forbes and other publications.
Hit play on this amazing episode and drop us a line at info@learntoimproveit.com to tell us what you think!
Show Links:
· Human Right's Campaign's Trans Toolkit for Employers
· Want to get your team Hybrid Hyped? Check out this free download
· Send us a voice message here!
· Did today’s episode resonate with you? Please leave us a review!
Connect with Erin Diehl:
Erin Diehl is the founder and Chief “Yes, And” officer of improve it! and host of the improve it! Podcast. She’s a performer, facilitator and professional risk-taker who lives by the mantra, “get comfortable with the uncomfortable.” Through a series of unrelated dares, Erin has created improve it!, a unique professional development company that pushes others to laugh, learn and grow. Her work with clients such as United Airlines, PepsiCo, Groupon, Deloitte, Motorola, Walgreens, and The Obama Foundation earned her the 2014 Chicago RedEye Big Idea Award and has nominated her for the 2015-2019 Chicago Innovations Award.
This graduate from Clemson University is a former experiential marketing and recruiting professional as well as a veteran improviser from the top improvisational training programs in Chicago, including The Second City, i.O. Theater, and The Annoyance Theatre.
When she is not playing pretend or facilitating, she enjoys running and beach dates with her husband and son, and their eight-pound toy poodle, BIGG Diehl.
You can follow the failed it! podcast on Instagram @learntoimproveit and facebook, and you can follow Erin personally on Instagram @keepinitrealdiehl here. You can also check out improve it! and how we can help your organization at www.learntoimproveit.com. We can’t wait to connect with you online!
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Episode 112 Transcription
Erin (00:01):
Improve it! Peeps. Welcome to the week. Welcome to today's episode. I have an amazing guest here with you today. The one, the only Tara Robertson. Found Tara on LinkedIn and after scouring her posts for hours, I said, must know, must talk to her. So here is how Tara Robertson is improving it. Tara is an intersectional feminist who uses data and research to advocate for equality and occlusion. She brings nearly 15 years experience leading change in open source technology communities and corporate spaces, including three years leading diversity and inclusion at Mozilla. She now partners as a consultant with technology engineering and media leaders to help drive systemic change. Now, her work has been included in Harvard business review Forbes and other publications. So honored to have her on the show. So today's show is so special. She's going to give us three things that we can do as people leaders to help our transgender employees create a safe space and feel supported.
Erin (01:10):
This is pride month, and I love this topic so much. I have a very, very, very big heart for the L G B Q U I a community as well as transgender community. And it is my hope that we can create, if not now, a place where future generations who are dealing with this type of unsup supportiveness, for lack of a better word, help them to create a space where they feel welcome. And everybody feels like they belong and they feel seen, heard, and valued. So we're gonna hear three best practices for how to allow your transgender in place to feel supported. We're gonna talk about what to stop and start doing as a people leader to create a safe space for transgendered employees. And we also got some fantastic resources that Tara's been so gracious to give us. So if you wanna learn more about gender and how to be better equipped in these conversations, you can have those as a resource for you without further ado, let's get to improving it with Tara Robertson.
Erin (02:19):
Are you a leader or change maker inside of your business organization or corporation? Are you looking for new innovative ways to drive morale through the roof? Are you looking for fun and exciting icebreakers team building exercises and activities that will foster team growth, friendships, loyalty, and completely transform your organization from the inside out? Have you been searching for a fun and way to create change instead of the same old, dry, boring leadership books and ice breakers that aren't actually working? Hi, I'm Aaron Diehl, business improv, entertainer fail fluid and professional Zubi who is ready to help you improve it. My mission in life is to help you develop teams and leaders through play improv and experiential learning. In this podcast, we will deep dive into professional development team building effective communication, networking, presentation, skills, leadership training, how to think more quickly on your feet and everything in between. We have helped everyone from fortune 500 companies to small mom and pop shops transform their business, their leadership, and their people through play. So grab your chicken hat. We are about to have some fun, welcome to improve it. The podcast.
Erin (03:54):
Okay, Tara, welcome to the improvement podcast. So happy to have you here today. So first of all, you look fantastic. We have, we have lipstick on, we have, you have lipstick on, I have lip gloss on which is a rarity for me. And I would love for you to introduce yourself to the show, to the improve the peeps with five fun facts about yourself. And I got a little Diddy that goes with it. Okay. So it goes like this five facts, five facts, five facts, five facts, five facts. Tell us five things about Tara that we couldn't know from your resume, from your LinkedIn profile, from your bio. What are fun? Five things about you.
Tara (04:37):
I have a dog named it's Japanese mushroom. Cause he's a fun guy.
Erin (04:41):
Oh yes. Okay. One,
Tara (04:44):
Two. It's it's on my, but used to academic librarian and work. I number four, number four, number four. During the pandemic I've been playing a lot of video games, so I play Fortnite quite a bit, which I think is mostly a kids game.
Erin (05:21):
Yes. OK. And five
Tara (05:23):
I'm looking right in front of, and I see my Peloton and my other pandemic is I've been biking on this stationary bike.
Erin (05:31):
Yes. OK. Who, who's your favorite Peloton structure? Gotta ask?
Tara (05:35):
I love a lot of the women. So Robin, I love day. I love Jess king. She's so weird and wonderful. What about you?
Erin (05:43):
The same? I love tune day. I'm like, I am a lot. I'm boo squad for Cody. I love Cody. Those are my main go-tos. Oh, Olivia. I also like Olivia and oh my God all love. How can you forget Ali love? I love Ali love. Oh,
Tara (06:00):
Love. Like was one of the best things. Yeah. It was a real pandemic highlight for me.
Erin (06:05):
I know we, I just got one. My husband, I just got one in January, so I'm kind of new, but it's been so fun. And also, what is your favorite country that you lived in this crazy?
Tara (06:16):
You know, all of them, like, what I like about living somewhere is you get I'm what's in the office, public public somewhere. I experience that. I get to know some of my neighbors, that kinda thing. But Vancouver's really my home now. So the mountains and the ocean, like they really hold me. It's a really special place.
Erin (06:46):
Mm. I feel that too. I feel that too. I don't have mountains, but I have ocean. And that is why I moved in the pandemic to Charleston because I needed to be, water's just like a grounding thing for me. It's actually very calming where I know some people are like, oh, the waves are up and down. And I'm like, no, that is soothing for me. So I love that for us, Tara. Okay. So can we do this? I love to set an intention at the top of the show. What's one word that you wanna get out of. Today's show. We're talking all about transgendered employees in the workplace, how to support them. What is one word you wanna get out of? Today's
Tara (07:28):
Is respect.
Erin (07:30):
Yeah. Yeah. I love that. All right. We're gonna hold that. We're gonna hold that space and we're gonna move into this topic because I found you on LinkedIn. I love your post. I love your point of view. And one of my favorite things that I found when researching you for the show was on your LinkedIn profile. And so you have your list of companies and you list one of your companies as human and the title is taking a break. And you said, I took an intentional break during the pandemic to rest and reflect. I took courses that I was interested in. I read books. I went on long dog walks in nature. I worked with a coach to get clear on my purpose. And I gotta say, first of all, yes, so much to that. I was a recruiter prior to building improvement. And to see this on a resume, that was a long time ago. That was eight years ago would have been shocking. But right now I'm looking at it and I'm just clapping. I'm like, yes. Clapping, screaming more of this. Yes. So let ask you this. How impactful was that time for you in shaping where you are today in your career?
Tara (08:43):
That's a really good question. So when I left my last company, I thought, oh, I'm gonna take like a month break. That's gonna be like a really ridiculous amount of time and then gonna start looking for job again. And I'm not sure the job that really aligns with what I wanna do and like what I'm here to do actually exists. Yeah. So that's what helped me start my own consulting company. And the biggest thing for me on that was like getting over my own, like in my, is an employee. Like there's a lot of entrepreneurs in my it's can really it's this south, the in I get to partner with really cool smart women, mostly. And I love it. And I also have the time to have the, the life that I, so I can go for a dog walk with my wife in the forest and have time to read the book that I want. So yeah, that pause was really important. And to set my career off in a totally different direction,
Erin (10:16):
I love that it's so vulnerable, so scary, but so rewarding at the same time. And it feels like you're in alignment with your assignment, you know, so kudos to you, kudos to you. So, all right. So again, going back to me being a scavenger, I was like Nancy drew. I was just going through your LinkedIn. And I noticed in a post that you wrote, and this actually happened, well, I'm gonna say of the post. And then I'm gonna say irrelevant event. So you said that you were supposed to speak at an event on DEI and that you lost your voice and the person leading the event said, it's an opportunity to model the idea that the humanity of others takes precedence over the work. So, and you even said that this, this event leader said it took it a step further to post about how citing it important mental health is.
Erin (11:06):
I gotta say that when I read that, that moved me so much and as a person whose voice is their instrument, like this is literally how I do work. I have far too often pushed through. And even before you and I were supposed to record this last week, you also reached out to me, you weren't feeling well, I was sick. I was the one that was like, no, I podcast you can't reschedule with Tara. She's busy. So how my question is all of this to say, how important is your mental health, especially in the work that you do, how, how is taking care of your, your mental health so important so that you can have your Kele full and pour that into other cups?
Tara (12:00):
That's such a good question. I'm thinking timesing I didn't boundaries kinda messy and I, the cup was empty and I was stilling from it. It was like this, like, where is this coming from? And like, it's like depleting on some other level. I think right now, especially partnering with leaders, like I need to be really grounded really fully in my power to support them and thinking like of the bold that they're taking organizations and if of like resourced, not able to move in really solid ways. And you were like reflecting that back about not being able to do that talk and you were so gracious as well. Also my voice, like I literally, no, it was a side having there's something really humbling that, that, because I did have that story, oh, this is a very important podcast. Erin's organized
Erin (13:25):
My well, and I was samey because I was like, wow, you give me, you gave me a wake up call. Like Erin, you need to just, this is what I preach all the time is make sure your kettle's full. So you and I didn't even take my own advice. I was like gonna do this. And I'm pretty, I did not test positive for COVID, but I'm pretty sure I had the bid because I had all the symptoms last week or two weeks ago at this point. And it was just I kept pushing and pushing and pushing. And finally, I just let myself kind of collapse for a few days. And I learned so much in that moment. And I realized like all the symptoms I had, I, I realized they were so metaphorical, like the chills I was experiencing, Aaron, you need to chill, you need to chill the, you know, sweat, you know, I was having, I was like, stop sweating that small stuff.
Erin (14:15):
You know, the cough was like, you know, I'm all about, I'm a little spiritual. And it was like the throat chakra. And it was about, I had something that I needed to clear and there was, I had some energy stored that I needed to get out. And it was just sort of a, a re a we a, we awakening as my two year old might say <laugh> but it was a reawakening for me, cuz I was just like, I really keep going when I should not. And so you were actually inspirational to me. So thank you for that. I loved it.
Tara (14:46):
Can I ask you a
Erin (14:47):
Question? Oh yeah, please.
Tara (14:49):
So like next time when feeling run down or you're I hope you don't get COVID
Erin (14:55):
Yeah.
Tara (14:56):
The first time, the next time. But the next time you're feeling run down, like what kinda grace can you extend yourself? What might that look like?
Erin (15:03):
Tara? I love that. Thank you for that. I, I think it's just a matter of slowing down, taking things off my plate that I don't need and just saying, you know what I give, I give, I could give grace to other people. I need to give it to myself. And that's such a great question. My mother listens to this show, she's been on the show and she's always like, what would you tell your audience? And I'm like, good point mom. So so I also realized through that process little self-reflection that I need to give more space in every day to calm, to, to allow that to, you know, I don't have to go until bedtime. I need to give my space myself space in the evenings to release the day and I don't do that. And so I'm really trying to allow that space daily. So it doesn't catch up to me at once. I like, I like you're inspirational with that. Okay. You're giving me that. You're giving me that to put in my own little tool here, Tara. So thank you.
Tara (16:04):
As you're listening to this recording cup tea, what's
Erin (16:14):
Love to episode one 12 of time after time.
Erin (16:24):
Hey girl, you need to stop. Okay. So what hard turn hard turn right now. I wanna, I wanna talk about this month that this episode is gonna airs pride month, which I think we always celebrate all we should celebrate year long. I love that we give it a month, but one of the topics that I found so interesting, what actually led me to you was knowing that you've been active on creating policies within organizations to help transgendered employees feel more inclusive. So can you give us just a little background on how you got started, how this transpired?
Tara (17:04):
Yeah, so a gay man who lives in Osaka Japan now. So I've been close to the trans community for a long time. And as a woman, I, a lot of rights in society now. When I was growing up same sex marriage, wasn't legal, it's, I'm living my best life that I couldn't have even imagined for myself. Like I'm married to an amazing woman. We have a really great loving, stable, adventurous together. Like I feel so lucky and so blessed. And I, I think when within the community or gay lesbian community more broadly, like we, we do have a lot of rights. We fought for people are more on the edge getting, and keeping those human rights, support them to have an easier time of it and being an open source company. I like aha is so just like where go, who these have the system, the travel team uses, like there's a lot of systems like yeah. What if I just documented where you would need to update your name and gender marker?
Erin (18:53):
Yes.
Tara (18:54):
And even getting a list of all those places was like, it was the other that happened. I different about like, what would the be let's document that I was hearing that like the, it help desk really wanted to make sure that and some of questions what's to there's like you wanna give great service and there's a piece you dunno here, what kinda training bring in. So that youre, not people inappropriate questions, but also like, feel like you've know to that's whole project started. And it was meeting different like people who were also passionate in different departments and that, that tested, tested.
Erin (19:58):
I love it. I love it. And so this, you know, obviously is a group of listeners who are people passionate. They love people call the improvement, peeps, love their people care about the work that they do, the people within those systems and the people within those organizations. So if somebody listening today needed to hear, let's just say three best practices to create similar policies in their workplace. What would you say those three best practices are? Put me on the spot here, Tara. But if you could, if you had three things that you could do, if you could tell a listener today to do what would they be
Tara (20:41):
First, I would talk to the people on your people team, the benefits, the people who are negotiating, like writing the, the work contracts, all of those things. Their people partners benefits I mentioned, but all of those people have tremendous amount of subject matter expertise in their area together and be like, how let's do an audit? Like what are we doing for trans staff right now? Yeah. And just find out, like, be curious, ask, like, what are we doing? And then without seeing of people, like, what could we be doing better? And maybe that might mean like a focus group or documenting what you're currently and the, your, or of best guide that are there and measuring you're. So I like in puts in place, like things that are gonna last and create kinda systemic inclusion.
Erin (21:49):
Yeah. I feel like it goes back to what you were saying when you were like, you know, we need documentation, right? You need that documentation as a resource to go back to it's just with any type of thing that you, you do a handshake on, you need that documentation there as a fallback process. And I love that the audit is also looking at every bit of that system that you're creating, keep going number, number,
Tara (22:13):
I just to find out like what, what their experience of their best manager was and what they thought managers could do to make. And non-binary inclusive environments on their teams. One of the things that people said was don't tokenize, just the kind of check with the nonbinary staff in your organization to see how well the policies are serving them. Some people wanna about that. Like, you know, I'm so engineering that what I I'm a professional nonbinary here really wanna talk about this, or if you're doing like right now in the there's states where there's, if your's and race trans and nonbinary people like corporate voices are really important, speak up externally speak up behind the different campaigns that are going on to say in our businesses. Like we value nonbinary human rights.
Erin (24:05):
I love that so much. Okay. So I have audit number one, audit, look at what we could be doing better. Look at your systems. See what's working, what's not working number two based off your awesome survey results. Don't token as us. Don't allow us to have to speak for all of the community as, as one person. And then number three, as an organization, speak up and speak up. Don't tolerate the attacks. And can I ask you a question about that? So for the speak up piece, do you think that's both internal communication and external communication and within that, I've had this conversation a lot recently. How do you externally communicate without seeming?
Tara (24:50):
Hmm, that's a great question. I think you need to do internally before you're taking stance. Anything, if you haven't and to see inclusive, your healthcare benefits are and making bold of work internally first I would then back existing campaigns that are out there where people have done a lot of that research and are savvy about the, the different lobbying of things that are happening and make it like it's not a, in for pride month. Like this is, are your values year. And that you're gonna speak up about them here around.
Erin (25:38):
Yeah. I love that. I love that. And I think it's, you can feel when that culture feels off and it feels so icky, especially if you are in that culture and then you see it's action, speed, louder than words. Right? So it's just such an interesting line that I feel like companies, organizations big or small walk when you see that communication being externalized, when it's not felt from the people who are actually within the system. So I, I think that is so important. And let me ask you this too. So you've, so you created a lot of policies and documentation. Are there any wins that you can share from the policies you help create? And maybe you don't have to maybe that you can't share names or anything or stories, but is there like a high level win that you could share?
Tara (26:31):
Someone privately told me someone in the early twenties after they came out at work there, they were like one, like I never imagined this would be my life. So to my like teenager ID, I living this, this was like authentic generations of possibility models of other out people. So it's not just me in the I who in their thirties ands and that, and there's different exemplars of what excellence can look like. And that can be me. So that really moved me. And like, I'm kinda moved with like what the next generation coming into the workplace is gonna see like four generations of like out really badass trans people. Like, yes,
Erin (27:38):
Yes. I know. I've I love the gen Z generation right now. I've got some of the, some of those, well, I've had some, you know, interns, things like that. And it's just even working with them from a facilitation standpoint. They're really great generation. I mean, there's, there's differences for sure, but they're so caring most as a generation, as a whole, I find that they are so inclusive and they, and they want to see that change. They wanna bring that change for everybody. And I love, I love witnessing that because it just feels like the world I wanna live in, you know, and we're
Tara (28:16):
Right.
Erin (28:17):
We gotta, we gotta get there. <Laugh> come on gen let's office. So,
Tara (28:24):
Oh, I thought of one other thing.
Erin (28:26):
Oh yeah, yeah, yeah.
Tara (28:27):
So this work benefit, cisgender people too. Cisgender, I worked with who to of these trainings and was an amazing partnered out social, like a year I, the, this my pronouns. And I never thought that the work that we were doing in the workplace was also affecting my colleagues, kids
Erin (29:02):
In
Tara (29:02):
Such way. That's and that really courageous conversation with their dad and their dad's responses. I love you. Like, what pronouns are we using now? Like, right. I love that.
Erin (29:20):
Me too. I have a, a tear in the old retina right now, cuz I'm like, that is that it is special that, and you, and you know, you, you influenced a conversation that could have gone differently. So kudos to you, kudos to you, Tara kudos. You kudos
Tara (29:37):
To the dad and the kid.
Erin (29:39):
Yes. Yes. All of it. So, okay. If, let me ask you this. So if somebody is a leader, well, if somebody, we got a lot of leaders and talent development leaders on this, on this line. So if a listener today is having to handle a conversation where there is a comm an employee who is transitioning, what is one piece of advice you would tell that leader to do? Let me, let me ask this question. What's one thing that you would tell that leader to stop doing. And what's one thing that you would tell them to start
Tara (30:24):
Doing's there's so variables, whatever. Oh, I haven't had this conversation before. It's like, you've lots of conversations that might new or you, this is first you've someone's coming in the one you the specifics, but really hone that listening and listen to what the person is saying and what they're asking for and use that active listen, like mirror back what you're hearing. So you make sure that what you're hearing is what they're, they're trying to communicate. So stop freaking out. Really. Let's not start doing cause you're already doing it, but like really lean into those listen skills and listen, and then out what you need to support that.
Erin (31:24):
Yeah. It's so important. I feel like that. And it's so easy to forget listening. Right? Just making somebody feel seen, heard, valued, and then taking action from there. I love that. And I think it's so important. Now, these, everyone who listens to this show, I just feel honored because, and you probably feel honored too. Cuz you get to work with all types of these people as well. People who care about their people and it's a wonderful community of people who just wanna do better and do right for the people that are within their organization. So easy, easy to say, easy to forget, listen. Right? It's just, it's such a wonderful tool that makes people feel valued. And that's really what this is about is making a space where all people feel valued, where they belong and they don't have to question why they're there or they don't have to feel like an outlier. They feel like they're welcome no matter what. So let me ask you this, Tara, what is we always say on the show, improve it, you know, you know, improve it is the podcast, but your, it is the thing that you bring to the world. What is, Tara's it that you bring to the world?
Tara (32:46):
Oh my, it is like, it's a, I was like, is there a word you can passion and boldness together. Like I really, really care about more equitable workplaces and societies. Like I get really excited about that. And also as a coach, which is something I'm exploring more is boldly seeing people's potential really ING that haven't quite seen it themselves yet. So I think that passionate and boldness together is something is, is one of my, its
Erin (33:27):
I love that's yours. That's a hyphenated word. I love it. Bold and passionate. My it. And it's I, you know, you don't I'm I can't do it in one word it's to bring laughter levity and positivity to the world through play laughter and improv.
Tara (33:42):
Mmm
Erin (33:43):
That's it it's it. And, and truly it's if I want, if I really were to narrow that down, it's just make people enjoy the work that they do by making it a safe space. And that's it.
Tara (33:55):
I also hear connection through that. Laughter
Erin (33:58):
Yes. Yeah. Yeah. I, I mean it's I just earlier today recorded another episode about improv and just the, the way it connects people. I just, wait, let me ask you this. Have you ever done improv? I believe and ask you that?
Tara (34:14):
Not really. Not really like in a of learning and workshops, we've intrigued and kinda scared, which saying that out loud means. I think I have to go in,
Erin (34:35):
I think you have to go in and I think you were a natural, your, your emails had me clan the other day. So I feel like you gotta just lean in, lean in, get comfy with that uncomfortable. Cause you're a natural, I think you would crush it. So I love that. Do it, do it, do it. I woo. She Tara's in she's OK. So let me ask you this. Now
Tara (34:56):
I'm sweating.
Erin (34:57):
<Laugh> now you're sweating your armpits
Erin (35:01):
Strong anti sprint. I know. I always tell people I'm like, this is gonna make you feel icky sometimes, but like that's the point and then you get over it and then it's like a drug and you keep coming back and you're like, I want it that high again. So just lean into the sweat. Sweat. You're get inspire. Don't perspire. There you go. I don't know. That's actually a name of a game we play anyway, Tara. Okay. Tell the improve at peeps where they can find you if they wanna connect. I know you're doing some coaching work, tell them anything and everything that you want the improve at pees to know and where they can find you. If they wanna know more
Tara (35:40):
Awesome. That's my, that's my goal. Someone's like, oh, you're a writer. And like, but I have a practice, a writer one day I'll that
Erin (36:05):
You should claim it because that's how
Tara (36:08):
I'm I'm if a but
Erin (36:11):
Your content creator who writes, you're a writer, you're a writer, you're a writer.
Tara (36:18):
People can also find me my website, Tara Robertson, CA I'm coaching, which means I need to, if you, in personal life thinking like, oh, like I would love an accountability partner and someone who sees the greatness in me to like do what I'm really here to do, like reach out and let's see if we're a fit for each other.
Erin (36:43):
I love it. And I will link all of those things. We will link, I should say good old Rachel, our podcast manager will link all those things and the show notes and Tara, I just, I think you're so awesome. I found you on LinkedIn writing. So you are a writer and I also have to say you are just a guiding light when it comes to creating supportive work culture. So I just wanna say again, thank you so much for the work that you do. It does not go unnoticed and know that we see you creating change and moving us towards a better, more inclusive working world. So being
Erin (37:35):
Tara we're friends forever loved this conversation and I'm so glad that we had it today. I wanna recap those best practices that Tara shared with us about instituting policies in your workplace. So if you are listening and you wanna create policies for transgender employees to feel safe here they are. Number one, take an audit, realize what could you be doing better? Look at the systems. See what's working. See what's not working number two. And this was based off survey results. Tara had don't tokenize the transgender employees in your organization. And number three, speak up, speak up behind all of the conversations that are happening. Don't tolerate attacks. And if you are a organization that hasn't instituted these policies before, do the work internally before taking a step to speak up externally. So within that you have these three best practices. Here is your homework.
Erin (38:40):
You know, I like to give you a tangible takeaway. I want you to have a real conversation with other people leaders within your organization and ask, what are we doing to support transgender employees within our organization. Now, perhaps you don't have a transgender employee, but let's tell, say this right now. The world is evolving and you are going to have a time in your life where a transgender employee is going to work within your organization. So be better equipped, check out the resources that Tara is giving us here today. Really allow yourself to be educated and really understand gender I myself, am so interested in learning all about this. It only makes you a better person. It only makes you a better leader and it only allows for the people that work within your spaces to feel like they belong, improve at peeps. Thank you so much for listening to today's show.
Erin (39:40):
I hope you are walking away with some tangible tips, pay it forward. If today's show really spoke to you, please send this episode to somebody in your organization who needs to hear it. Please pass it on to another people leader that you know, and if you're really feeling it, please leave a review and let us know what you like about the show and give us a five star rating so we can bring on more guests like Tara. Thank you so much. You know what I'm gonna say? Keep failing, keep improving because the world needs that special. It that only you can bring, I'll see you next week. Hey friends, thanks for tuning in to improve it. I am so happy you were along for the ride. If you enjoyed this show, head on over to iTunes to leave us a five star review and subscribe to this show. So you never miss an episode. New episodes drop every Wednesday. Now, if you're really feeling today's show and you've improved it even just a little bit, please take a screenshot and tag me at keeping it real deal on Instagram and share it in your stories. I'll see you next week, but I wanna leave you with this thought, what did you improve today and how will that help your future successful self? Think about it. I am rooting for you and the world needs that special. It that only you can bring see you next time.