You can send the moderation team job listings via email, LinkedIn, or Twitter, along with a short statement detailing the studio's diversity policies - once approved, they'll be posted on our server's job board. If we deem you are not a trans-inclusive workplace, the listing will not be posted on our server.

We also have some tips on making hiring more trans-inclusive below. Make sure you specify you're an equal opportunities employer looking for diverse candidates in the job description!

As with most things, no two trans people have the same experience with gender. If you're a studio with a large enough budget, we recommend seeking out a Diversity Consultant. Many trans and queer folks offer such services, and they can be invaluable when developing trans characters and storylines.

Do not ask diverse employees to offer feedback or consultation on representation unless you are paying them for that feedback and they offered their services. It is not their job.

Hiring a consultant is just the first step. This goes without saying, but if you are attempting to represent a minority, first ensure that the minority is treated fairly with equal opportunity within the studio.

If you do not think you can accurately represent a minority and cannot hire a consultant, consider whether it is the right call to represent them at all. We understand that you may want to help increase trans visibility, but be wary that a bad portrayal can be harmful.

Consultants within our community

• Tobius | @TibbaTobe | Consulting/sensitivity reading | tobiasawheeler@gmail.com
  

Here are some of our top tips when it comes to ensuring trans folks are comfortable when applying to your studio

• Don't use overly-gendered language and pronouns - Why use "he" or "she" when "they" would suffice

• Ask for preferred name and pronouns as soon as possible and use them throughout (if a legal name isn't required yet, don't ask for one!)

• If you're an LGBT+ friendly workplace, ensure you make that fact known. Applying for jobs as a trans person is daunting for many reasons, knowing a studio is supportive can help alleviate anxiety

• If an applicant requires a reference, consider asking "How will this person refer to you?" or "How should I refer to you with this individual?"

• Not everyone is cis-gender! Just because someone looks or presents a certain way does not mean they'll be comfortable with certain labels (e.g. not everyone who presents feminine is comfortable with being referred to as a "woman")

• Please do not use "Womxn" when referring to under-represented genders. Consider using "people of marginalised genders" - we understand it's a mouthful, but it's a lot more inclusive to trans-masc & non-binary folks

These are just a few suggestions - Again, we stress that employing hiring consultants, D&I managers, and diversity consultants is the best way to diversity the staff you bring on and improve the quality of life for those folks.

Being a diverse company means you are constantly working on, spending money on, and reaching for better all the time - it will never end. Companies that want to be seen as diverse have to realise that, in order to do so, they have to be permanently dedicated to it. It's not a checkbox item on the back of the box, and it will always need work.

A suggestion about hiring: Anonymize all of the incoming job applications. This helps fight your own biases at least in the screenings, up to an actual call or in-person interview. Folks looking over tests and resumes have no identifying information about the candidate (unless of course there is personal information on their portfolio) which in turn reduces the chance of their own unconscious biases seeping into the process. This can result in getting a lot more interesting and diverse candidates into the in-person or over the phone parts of the interview process.

• Trans Lifeline - Peer support & crisis hotline for folks in English y Español

• Trans Women of Color Collective - Centering the narratives, leadership & lived experiences of Black trans people

• Gendered Intelligence - Increasing understandings of gender diversity and improving trans people's quality of life

• National Center for Transgender Equality - Social justice advocacy organization winning life-saving change for transgender people

• National Queer & Trans Therapists of Color Network - Advancing healing justice by transforming mental health for queer and trans POC

• The Trevor Project - The world’s largest suicide prevention and crisis intervention organization for LGBTQ youth

• ILGA - The international Lesbian, Gay, Bisexual, Trans and Intersex Association

We get a lot of questions along these lines, and the best place to check is online resources created by trans folks. For example, check out the GLAAD Transgender FAQ page to see if they have the answers you're looking for.

Don't use hard mode language - let the trans people around you indicate how they should be referred to and follow their lead. As stated previously, hiring a diversity consultant is the easiest way to ensure you're being as accommodating as possible with your language choices.