b'COVER STORYis still there to fulfill their workingprocess of communication and the responsibilities as they always have. individuals right to tell their story in their way. It should also include adjustments to CORPORATE CONSIDERATIONS benefits coverage for surgeries and mental Dudtschak says that companies that havehealth supports.not yet moved on this issue need to startPrograms should not only be made by publishing policies and programsavailable to the employees, but also supporting the gender affirmationto managers, who also need support. process. This includes supporting theFurthermore, the whole teamwhatever size it may bewill benefit from training. Whether youve got five peers or 50,000, the basics around training, benefits and communication are all the same, soI would invest in all of those things,says Dudtschak.In building policy, Dudtschak stresses that diversity is easy; true inclusion is the hard part. The real question for workplaces is, Are you creating a safe, kind place that embraces and gets to know the whole human being who worksfor you?Canada is an extraordinarily diverse country, notes Dudtschak, but diversity is not actually very helpful to your community and your cause unless the whole person feels included, unless they feel psychological safety, seen, heard and respected as a whole person.Dudtschaks decision to affirm her true gender, supported broadly by RBC senior management and employees, shows the importance of humility and humanity. Vulnerability is a strength, not a weakness, she says. As a senior leader, I have to be credible. Vulnerability was key to being as authentic and credible as possible. Because I showed vulnerability, other people showed care and compassion back to me. 6| QBiz CANADA | Issue 1 2022'