You're invited to help
PowerToFly crowdsource information about the
trans-inclusive employee benefits your company offers, so that trans professionals can make informed decisions about joining workplaces that
see and actively support them. At a time when
anti-trans and anti-LGBTQIA+ legislation is so steeply on the rise, offering these kinds of benefits — and making sure trans employees and candidates
know these benefits are available — is one way companies can practice intentional inclusion and allyship.
At the end of June 2023, these responses will be shared in a trans-inclusive employee benefit database that is free, evolving, and for our community, by our community. Note that while many of these benefits can apply to the wider LGBTQIA+ community, our goal was to focus on the benefits that specifically impact trans talent as much as possible. (Have a benefit in mind that isn't on this list? Please refer to the last question!)
All legitimate* responses will be published to the database, including responses from multiple folks at the same company. Because collecting this information is a crowdsourced, grassroots effort, please note that we cannot independently verify the accuracy of the benefits information provided to us — with enough responses, we hope that our community members can extract the information they need from this database, make accuracy deductions themselves, and use the benefits listed here as a reference point in conversations with HR and hiring teams.
Whether you're a benefits manager yourself or simply have access to your employee handbook, please be as transparent and comprehensive as possible when filling out this form. If you see information about your employer that is incorrect or misleading within the database, please write answers@powertofly.com with "trans-inclusive benefits" in the subject line.
You are welcome to share this form with your networks. Thank you for taking the time to support trans talent!
*PowerToFly will not publish responses that contain hate speech or that appear fraudulent or intentionally misleading. We retain the right to determine whether a submission falls into these categories.