In 2021, equality is seen by some groups as a form of discrimination.
AGL Energy has decided to give trans staff up to 6 weeks paid “gender affirmation” leave.
How will AGL ensure those that apply are genuine cases? Of course it would be improper to ask. Will they be required to submit records of medical or legal appointments to ensure that the ‘extra paid leave’ is used as intended? Surely that would be intrusive and untrusting of the staff. Is it an annual entitlement?
Will non-trans staff be offered gender affirmation leave? Are cis-gendered workers just as entitled to double check they are still the gender listed on their birth certificates? What about the LGB community? Shouldn’t they be entitled to 6 weeks extra leave to affirm their sexual preferences? Should employees who were the victims of childhood sexual assault or domestic violence be given 6 weeks extra paid leave to deal with those demons? Where does it end?
Never mind the legal repercussions for introducing such discriminatory employment systems?
What message does this send to the rest of the company’s employees? Perhaps all employees could now technically identify as trans and cash in on the extra benefits. Who will AGL be to question them? Wouldn’t this undermine the rights of the legitimate transgender staff if non-trans staff pretended to be so just to enjoy those perks?
Will the firm record the increase in the number of trans employees in the annual report after the introduction of this policy? We won’t be the least bit surprised if it surges.
Surely if AGL is to promote true equality, diversity and inclusion it shouldn’t embark on policies that actively segregate and discriminate between different groups outside of rank and role.
Why does the company feel the need to use the word “safe“?
Are trans employees at risk of danger in the workplace outside of occupational hazards? Can the diversity and inclusion team quantify those risks? If so, why hasn’t the company clamped down on that inappropriate workplace behaviour and removed those responsible for the problems? Why hasn’t the company introduced anti-transphobic training to non trans staff to improve safety?
Introducing such discriminatory work policies is likely to create the very resentment in the workplace it is designed to prevent. Did all employees who identify as trans ask for this policy to be introduced? Most likely not. The trans staff shouldn’t be treated as a monolith either. Still, such a move will just keep adding to the number of identities to cater to down the line.
Maybe AGL should look to the disaster that befell PG&E in California when it ended up in Chap 11 bankruptcy because it focused on being woke while neglecting the core business.
The best way to embrace the trans or any other community is to let them know they are on the exact same wicket as everyone else in the company. The same rules. That is how a safe work environment is created. No special treatment. If AGL has hired competent bosses, those trans employees are in safe hands and their ability to shine will be unfettered.
And what a slap in the face to any hard working trans employees at AGL who are able to make it on their own efforts/intelligence/abilities/qualifications but have basically been told by AGL they are charity cases and without the support of the diversity and inclusion team they will probably struggle.
More often than not, it would seem the people behind these woke proposals and policies are selfishly doing it for their own personal quest to morally preen in front of others as opposed to truly helping those they are pretending to represent. Sycophants, not saints. Just look at the self-congratulatory backslapping in the post by those responsible at AGL. Tells us all we need to know – “we are worthy!”