TransgenderSG

Many trans people undergo some form of gender-affirming care, to align their bodies with their gender identity. These procedures can be vital for relieving dysphoria, personal safety, and legal recognition. What are they, and how can you as an ally or colleague help? Read more: #WorkplaceInclusion #GenderAffirmingCare #TransgenderRights #DiversityAndInclusion

Coming out can be a scary thing for a trans person, as they seek to live as themselves. How can you respond when someone comes out as trans? Key tips: Respect the coming out process. Listen actively without interrupting, use chosen names and pronouns, and express support with simple affirming statements. Avoid common missteps such as questioning their identity, making it about yourself, or asking invasive questions about personal matters. Maintain confidentiality and never disclose someone's gender identity without their explicit permission. Be an active ally by standing by colleagues in the face of negative reactions, reporting harassment, and helping navigate discrimination. Provide ongoing support through regular check-ins, staying informed about trans issues, and celebrating milestones. #WorkplaceInclusion #TransgenderAllyship #DiversityAndInclusion #ProfessionalDevelopment

🏳️⚧️Happy International Pronouns Day! 🏳️⚧️ Often, in conversations, we refer to others using pronouns. When talking about someone else in the third person, these pronouns will often have a gender implied, depending on the language you use. People often make assumptions about the gender of another person based on their appearance or name. The act of making an assumption can send a message — that people have to look a certain way in order to be recognised as their gender. What are pronouns? How can you respect someone’s pronouns? Swipe left to find out more -> 🎨: Freepik #InternationalPronounsDay #PronounsMatter #LGBTQ+ #InclusiveLanguage #Pronounsday #TransgenderSG

What is transfeminine? Or transmasculine? Confused about trans terms and what they mean? As part of our Trans 101 educational series, we help answer some questions about common terms trans people use. Understanding these concepts can foster a more inclusive professional environment. Take a look to find out more! #WorkplaceDiversity #TransgenderAwareness #InclusiveWorkplace #ProfessionalDevelopment

🌈 Oct 11th 🎉 is Coming Out Day, where we acknowledge and celebrate the process of coming out. 💥 We spoke to trans and gender-diverse people about their coming out journeys, and how it has impacted them, then and now. Coming out can be a scary thing, and is usually the biggest step forward when someone decides to confide in someone about themselves. 🎊 💖 If you’ve yet to come out, please don’t feel pressured to, just because today’s Coming Out Day! Take your time, find yourself, and come out whenever you’re ready. 💖 We’ve written another post about coming out, in our Trans 202 series, posted earlier this year! If you’re interested or want to find out more about the process, do take a look on our profile! 🎨: TransSG Illustrator, Freepik #comingout #lgbtq #celebratecomingoutday #comingoutday #transgender #transgenderSG #singapore

Did you know that being transgender is different from sexual orientation? As part of our Trans 101 series, we’re addressing common misconceptions about transgender experiences. Remember: Gender identity and sexual orientation are separate aspects of a person's identity Transgender individuals can have any sexual orientation Each person's journey is unique In our professional environments, fostering an atmosphere of openness and willingness to learn can greatly support our trans colleagues and partners. #WorkplaceDiversity #TransgenderAwareness #InclusiveWorkplace #ProfessionalDevelopment

Most Singaporeans agree that trans and non-binary people should be protected from discrimination, according to the Ipsos Pride 2024 study. The study reveals interesting trends: 73% agree that trans people should be protected 67% believe trans people face a great deal or fair amount of discrimination 40% support a law banning discrimination against LGBTQ+ people in employment, education, housing and social services Do you think these reflect your lived experience?  #DiversityInclusion #WorkplaceCulture #transgenderSG

Open for Business has released its research on the Economic Case for LGBTQ+ inclusion in Singapore - it's good to finally see some estimated numbers to the barriers and exclusion from economic participation faced by the LGBTQ+ community in SIngapore. Oogachaga and Q Chamber was part of the Program Advisory Board that guided the Singapore study. Aside from the toplines below, one finding that stood out - 48% of LGBTQ+ adults are diagnosed with depression in Singapore, which is more than twice the rate in Indonesia, Philippines and Thailand (APCOM, 2024). In the general population, an estimated 5.8% of Singaporeans suffer from depression (Singhealth), whereas this number is estimated at 14% in another Study (Duke-NUS, 2023). Perhaps this is the real cost of exclusion, leading to the eventual brain drain of LGBTQ+ citizens who leave the country in search of a place where they can be more openly themselves.

For family members of LGBTQ+ persons in Singapore - we would like to invite you to “My Family Matters”, to a community of love and acceptance.

Did you know? Singapore's employment guidelines don't include protections for gender identity and sexual orientation. This hits our trans and gender-diverse community hard: Trans folks are 115% more likely to get ghosted by employers They're less than 50% likely to get a callback Unemployment rate for them? A whopping 20.9% vs the national 2.9% These stats come from an APTN study of 600 job openings and our 2020 survey. How can we make our workplaces more inclusive? #WorkplaceEquality #InclusiveHiring #LGBTQEmployment #TransgenderSG