Amplifying trans men’s voices in and out of the workplace with the Spill The T podcast team

The conversation around diversity, equity and inclusion (DEI) practices is more incendiary than ever. People who don’t identify as members of the LGBTQIA+ community may wonder, ‘What’s in it for me?’ as they don’t see how these policies can have a personal impact on them. 

The push for inclusive, empowering workplaces benefits all, not just members of marginalised communities. For Cruz, companies can go beyond yearly team-building opportunities. He suggests implementing mental health packages for workplaces with high stress levels. 

Consistent mental health check-ins with team members can also be beneficial. This gauges whether the company’s systems need further optimisation. This can also empower employees to set better boundaries with work and continue producing outputs that make them feel proud. 

For Terol, it is essential for company leaders to value education in DEI policies. “This leadership buy-in starts from onboarding, with clear policies on inclusive language, non-discriminatory practices and equitable advancement opportunities for women and members of the LGBTQIA+ community,” he says. “Education and allyship training should be mandatory, not something you can take if you want. It has to be an ongoing, collaborative education that encourages employees to advocate for each other.”  

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When asked about the barriers to workplace wellness, the three co-hosts expressed concerns with legal documentation, using the correct bathrooms and being addressed with the proper pronouns. “Addressing us with the right pronouns shows respect for us,” says Cruz. “In a workplace, if you care for and respect someone, you would care to know what pronouns they want to use.”  

Apart from those concerns, trans men are often on the receiving end of difficult questions. It’s not trans people’s responsibility to educate people who approach them in bad faith. But the team recognises that for some people, this is their first encounter with a trans individual. The Filipino context, heavily laden with a Catholic past and a culture of ‘utang na loob’, adds layers of complexity to the discussion. 

“Even if it’s uncomfortable sometimes, I continue to educate people because ‘they don’t know what they don’t know’,” says Terol. “I would rather they ask me a question than assume their head. But I also know when to disengage, as respect begets respect. It’s important to choose your battles properly.” 

For Gian Cruz, it’s important to gauge whether the question is broached with genuine curiosity. “Questions like, ‘How do I call you now?’ or ‘How can I become a good ally to the trans community?’ Remember, we let you come into our world, we’re not coming into yours. At the end of the day, if people are willing to learn about our community, they need to be intentional and ask the right questions.”  

Still, there are many moments where trans people are put in uncomfortable situations with probing questions. For Chavez, who grew up surrounded by extended family members who would sometimes make jokes about women and the LGBTQIA+ community, opening the conversation can be difficult but necessary. “We often have to detach from our initial reaction to listen to what they’re truly saying,” he says. “Sometimes, even when it’s vulgar, you want to address that because it’s the best opportunity. If they think they’re being witty, we can also be witty.”  

The Philippines still has a long way to go in creating spaces for trans people to exist safely. But with people like Bam Terol, Pow Chavez and Gian Cruz at the helm, that future feels like an inevitability. Daily efforts to use coworkers’ proper pronouns and weekly check-ins with team members are some ways to create inclusive, empowering spaces for everyone to thrive. 

“I want the younger version of myself to know there is a life for trans people. It exists when we boldly put our hearts and minds into whatever dreams move us,” says Cruz. “Because if I stopped dreaming, I wouldn’t be where I am now.”  

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