Terrified and scared of rejection is how Jackie Euell felt before she came out as a transgender woman two-and-a-half years ago.
Having spent 53 years fighting what she describes as a “secret war”, Jackie realised that the only way to “cure my gender dysphoria” was to transition.
She shared her story with International Adviser to highlight how having established guidelines at work and the support of your company’s senior leadership team are instrumental in helping people be their true selves at work.
With research from financial services representative organisation LGBT Great highlighting that 90% of investment firms across Emea, Apac and the US have no LGBT+ supportive policies in place, it is clear that the indsutry needs some help.
A thousand footsteps
“Self-acceptance was a gradual journey,” she said.
And despite working hard to make sure things “went as smoothly as possible” when she came out, Jackie admits she was terrified of the reaction she might get.
Having interviewed other transwomen of a similar age or older; tales of lost jobs, broken relationships and estranged children were not uncommon.
“So, I was petrified of rejection and concluded that I risked being shunned and losing 50% of my friends and family.”
But facing all of that, Jackie said she had “reached a stage of my life when I had no choice but to transition”.
One life
Based in the US, Jackie is a senior manager, customer analytics at CVS Pharmacy; which is the parent company of a huge array of businesses, including international healthcare provider Aetna.
Before coming out, she had been involved in helping her company write guidelines on how best to accommodate a transitioning colleague.
Two versions were created, one for leadership and managers and the other for colleagues.
“This gave me some reassurance that there was a consistent, fair and supportive process in place.”
In addition, Jackie worked with her HR business partner and a colleague resource group, and sought the advice of two transgender work colleagues – one who had transitioned before being hired and the other who had transitioned on the job.
“I also prepared by writing a letter that I could share with colleagues, as well as my friends and family.”
With her secret no longer a secret, Jackie describes that time as “extremely emotional”. She was prepared for the worst – both professionally and personally.
Happily, that did not come to pass.
“All three of my children are still in my life and around 90% of my family and friends are still connected with me.
“I consider myself very fortunate.”
Company policy
Knowing that her employer had written guidelines in place gave Jackie a degree of confidence, but she says the biggest difference was “having such a supportive HR business partner”.
“I felt like I had a liaison, someone who could work to manage my own expectations and those of the people around me; and to help sensitively, but comprehensively, inform my direct leadership and colleagues.”
As part of the senior level support she received, Jackie describes a letter put out by CVS’ chief marketing officer as “incredibly powerful”.
“It set the tone for others, in terms of being open and respectful of my situation, as well as reiterating the practical aspects of using the right pronouns and email address.
“It really demonstrated that the company took what I was going through seriously and thoughtfully.”
For companies with staff who are transitioning or have already done so, Jackie’s advice is that “consistency is key”.
“In my experience, having written guidelines consolidated in a document is very powerful.
“After all, despite best intentions about inclusivity and diversity, a process that is not documented in writing is going to be too vague for people to adhere to.”
Keeping it respectful
Unsurprisingly, Jackie’s transition made her a well-known figure at work.
And while nobody made inappropriate or negative comments to her, there were a couple of people at work who “turned cold”, she said.
“The vast majority were caring and kind. I received quite a number of positive emails from colleagues, which meant a lot and really helped me feel supported.”
The letter that Jackie had written proved very helpful at work.
“Any change invites curiosity and questions, so the letter helped convey some answer up front. It also provides an opportunity to clearly outline which questions are not appropriate to ask, for example regarding surgery.”
For anyone going through a similar experience, Jackie recommends starting the discussion early at work.
“In my case, the first conversation I had with my HR business partner was in November 2016 and I came out openly in March 2017.
“And make sure you ask for help and seek out community support. You don’t have to do this alone.”
Jackie added: “Transitioning is a scary, intimidating time and knowing your company gives you their 100% backing and truly embraces the differences of their workforce is tremendously reassuring.”
Last Word is the official industry media partner of LGBT Great; which, through its #50for50 campaign, secured the support of top executives from some of the biggest investment and asset management firms for greater industry inclusion and diversity.
