I have a small business and recently I found and hired the gem I had been looking for for a long time to fill a key position. However, since he took up his position last month, I have noticed that his integration into the team is difficult. This person has a non-binary gender identity and my teams do not seem well equipped to accommodate them. What can I do to ensure I don’t lose my new hire? — Lyne
The successful onboarding of a new employee is crucial, not only to increase that employee’s contribution, but also to maximize their engagement. The issue is crucial both for the person arriving and for the team to which they will join, since the strong potential of this person can be lost if no relationship of trust is established between them and their team. When it comes to a person from gender diversity, this integration may require special attention to ensure that the work environment is inclusive and welcoming.
The first weeks of employment are decisive, so rapid intervention with your staff is essential in the face of such an integration challenge. It is therefore appropriate to underline the importance of the new employee’s role within the company as well as your confidence in their skills. Explain to your team that their integration is important to you and that everyone’s collaboration is essential.
Start by clearly communicating to employees that a non-binary person is joining the team. It is good to explain what this means and guide the behaviors to adopt, particularly in the context of a small business where interpersonal relationships are often closer.
Training sessions for your managers on conscious and unconscious bias and gender diversity are necessary, because they must lead by example. You can use specialized external organizations for support tailored to your needs. Offer these same training courses to all employees as well as a space for them to express and ask their questions in order to promote mutual understanding and a climate of respect. It is important to de-dramatize the situation by remembering that, despite gender differences, a non-binary person remains a human being with the same needs and aspirations as everyone else.
You will need to establish an integration plan with defined roles in order to empower your employees in welcoming your recruit. For example, you could choose the employee who is the most open to your new employee’s reality to become their welcome companion. The latter’s mission will be to facilitate the integration of the new employee by inviting them to events, introducing them to the teams of other departments and acting as a reference person for all daily questions. An ally among the management team could also contribute to the desired feeling of inclusion.
Then, work directly in tandem with your recruit to involve them in the team’s current activities and projects and thus facilitate positive interactions while developing their sense of belonging. Make sure their successes are recognized to increase team confidence and remove barriers.
Be transparent about your own conscious and unconscious biases. Invite your team members to also think about their biases and offer them an environment conducive to dialogue in a climate that is caring for everyone.
Even more, help normalize diversity by adding a “belonging” section to your team meetings, offering peer training or showcasing events taking place in the community to support diversity.
Finally, it is essential to react in the event of inappropriate comments and to intervene directly with the people making these comments. These interventions allow them to become aware of unacceptable behaviors and reinforce expected ones. It is important to open a dialogue with employees who are showing resistance to ask them what you can do to help them.
Adapting the work environment to the needs and reality of a non-binary person will not only help to promote increased tolerance within your teams, but also to normalize this reality. Making an inclusive work environment means, among other things, ensuring that workspaces are suitable (e.g. gender-neutral bathrooms), writing communications with inclusive language and offering inclusive social benefits.
Remember your worth! During team meetings, demonstrate your skills by contributing to discussions and position yourself as a resource by offering your help. If you feel isolated from your team, make sure you adopt behaviors that will promote your integration. Try to gradually seize every opportunity to increase collaboration and create links with your colleagues in order to break isolation (sports challenges, committees, working groups, team dinner).
If your integration remains difficult despite everything, resources can help you manage this uncomfortable situation. Do not hesitate to turn to your employee assistance program, human resources or even external organizations. They can offer you support as well as additional approaches to explore.
Finally, remember that in a relationship there are two people, and you only have power over your half of the interaction. If your efforts don’t seem to be working, protect your mental health first and consider thriving in an environment where you can grow while still being yourself!