"In the absence of a federal law that prohibits workplace discrimination based on gender identity, it is up to employers to take the lead and implement policies that ensure all their employees are protected," said HRC Foundation President Joe Solomonese. "With this guide, the HRC Foundation hopes to help managers educate themselves and their workers on these sensitive and increasingly visible issues—as well as the consequences of failing to do so."

The guide, available at HRC Back Story, provides employers and business professionals with information about their transgender peers from a cultural, economic and business perspective. It outlines the basis for understanding and accommodation of transgender and gender variant employees, in every stage of transition, through internal company policies that foster a productive and inclusive work environment, whether or not local or state law provides for it. Areas include adopting non-discrimination policies, dress codes that avoid gender stereotypes, protecting employee privacy and including gender identity and expression in diversity training programs.

In 2004, when the guide was first published, only 27 Fortune 500 companies had policies against discrimination based on gender identity. As of April 2008, that number has reached 153.

"This guide will reach people where they are on their understanding of transgender inclusion in the workplace," said Daryl Herrschaft, Director of HRC's Workplace Project. "It provides clear explanations and practical solutions to HR departments and others who may be unfamiliar with the topic. Right now, literally hundreds of companies are filling out this year's Corporate Equality Index survey and reviewing their policies and practices for transgender workers. This definitive guide will give those key decision-makers in corporate America what they need to create fair workplaces for transgender people that are real and sustainable."

The guide, with the interconnected online information, is updated constantly; a professional that has this resource is assured the most relevant and up-to-date information to incorporate into decision-making on policy creation and workplace accommodations, and communicating with all staff on an equal and understanding basis.

"Many transgender advocates, including myself, have deep reservations about HRC because of its controversial stance on inclusion of 'gender identity' in ENDA," said Dr. Jillian Todd Weiss, quoted on HRC Back Story, referencing the federal Employment Non-Discrimination Act (ENDA). ENDA, in its latest form, was stripped of language that would protect employees from discrimination based on gender identity and expression. "Nonetheless, these reservations do not change the fact that many employers will likely be looking to this document to address transgender inclusion issues, and it deserves comment.

"This document is a usable guide with implementable solutions, as opposed to a general rough draft of some basic good ideas about how to tolerate transgender employees," continued Weiss, Associate Professor of Law and Society at Ramapo College. Dr. Weiss also maintains a blog, Transgender Workplace Diversity.

"So many of the obstacles that workers face when they transition in the workplace," said Diego Sanchez, member of the HRC Business Council, "can be mitigated if executives, managers, and staff—including human resource professionals—are educated about transgender issues. This guide goes a long way toward making workplaces safe for all employees, and the fact that it is continually updated fortifies its relevance."