The way we are all taught, from a young age, to make the link between visible biological sex traits and behaviour can be extremely powerful in shapin… - Shon Faye

When we talk about trans people, we’re usually referring to individuals who were either recorded as male at birth but who understand themselves to be women (trans women) or, vice versa, were recorded as female at birth but who understand themselves to be men (). Not all trans people, however, find simply moving between the pre-existing categories of man and woman satisfactory, accurate or desirable. Such trans people, who are less well understood, generally unsettle mainstream society more than trans men and women, because they challenge not only the prevailing idea that birth genitals and gender are inseparable, but also the idea that there are just two gender categories. Often, these people are accused of making up their experience out of a need for attention or a desire to feel special – though in reality the political, economic and social costs for such ‘non-binary’ trans people (who don’t straightforwardly see themselves as men or women) can be immense.

The reality is that transition is an act most trans women and girls see as lifesaving, and one for which they can be punished severely: with violence, with community and familial rejection, with poverty, with mental illness, with sexual abuse, with domestic violence and, yes, with murder. That we can be both highly at risk of rape by men and blamed for rape by feminists is made possible because the media constructs trans women simultaneously as deviant men and as dangerous women.

‘’ is a term sometimes used to describe this process, by which corporations and brands try to veil unethical practices or boardroom avarice by publicly claiming to support LGBTQ+ rights. Yet even if corporate cynicism is the motivating factor, surely if it can be successfully harnessed by LGBTQ+ organizations to improve conditions for some trans workers, then the net effect is positive? The problem is that such day-to-day improvements in some workplaces, beneficial though they may be, are piecemeal, isolated and entirely dependent on the discretion of individual employers. The bigger picture at a societal level remains unaltered – particularly, the ongoing problems that remain for the most vulnerable trans people – and no amount of employer-led diversity schemes can provide any progressive, structural solution to the oppression endured by trans workers. This must be said: corporate diversity schemes can never guarantee the safety, dignity and prosperity of the transgender worker – or, indeed, any worker – in the way that a strong and robust trade union movement and a properly funded welfare state can.