Tomorrow will be International Transgender Day of Visibility, March 31st. It’s the ideal time for businesses to review their policies and think whether they are really doing enough to support their trans and non-binary employees.
There has been a lot of news recently around gender identity and discrimination bringing greater awareness to the trans community. So, are employers doing enough and what else can they do?
Employers Direct offers FREE HR Advice to businesses of all sizes, within any industry in the UK. Our qualified HR advisors are here to offer your business confidential, in-depth, actionable advice on any HR query or issue you may face.
Under the Equality Act 2010 employers must protect the rights of individuals. The Equality Act legally protects people from discrimination in the workplace. For the trans community, both sexual orientation and gender reassignment are listed as protected characteristics.
This means you can’t discriminate against or disadvantage an employee or interviewee because of their sexual orientation.
Although there is a legal obligation to protect trans employees, some employers disregard this community. In the workplace and outside it, issues regarding gender identity are ignored.
In the UK employer’s attitudes to transgender inclusion is not particularly great. A study by YouGov announced last year that two-thirds of transgender employees felt it necessary to hide their trans status at work. It was also reported that at least a third had experienced discrimination in the workplace.
Another report conducted by the CIPD found that 55% of trans workers had experienced workplace conflict. With one in five saying they felt psychologically unsafe at work.
However, there is no legal obligation for businesses to have an inclusivity and diversity policy. This should be a priority for employers if they are wanting to create more inclusive, better working environments for trans people.
This would not only provide better inclusivity but will also help other employees understand what acceptable actions and behaviours will and will not be tolerated.
There are many things employers can do to create a more inclusive workplace. We’ve listed a few that HR professionals across the UK have suggested.
Firstly, you could review your recruitment processes. Think about including more inclusive wording in adverts and other recruitment materials.
You could also make sure that all those involved in the recruitment process thoroughly understand issues of equality and discrimination.
The next thing you could do is to set an inclusive culture. There are measures you can put in place companywide to ensure everyone is always acting responsibly and appropriately.
Things that could be included is appointing someone responsible for matters of inclusivity. You could also have a representative for the LGBTQ+ community, that is included and contributes to your business’s decision-making and discussions.
A clear step employers should be taking is to review or create clear policies and procedures. Make sure they are addressing issues of diversity and gender identity fairly, as well as gender-neutral terms. It’s good to regularly communicate updates around policies and encourage feedback to your employees.
Employers could also ensure there is a clear reporting process for bullying or mistreatment. It’s also good to know exactly what behaviours or dialogue appear to be discriminatory.
Clearly set out what steps of response you will take if someone is unhappy. Make sure you act swiftly and appropriately when a complaint is made.
For your business as a whole, give training and education to employees and managers to learn and understand issues relating to gender identity. You could also look at bringing in external organisations that may be able to provide fresh perspectives and resources.
When an employee is transitioning during their period of employment, ensure you’re getting additional guidance on how to formulate specific frameworks to manage this in the workplace.
Lastly, allow your employees lived experiences to be shared with you. Then you can act appropriately to what you hear.
Employers Direct offers FREE HR Advice to businesses of all sizes, within any industry in the UK. Our qualified HR advisors are here to offer your business confidential, in-depth, actionable advice on any HR query or issue you may face.
Inclusivity and diversity are important for employers to be implementing in the workplace. You should be implementing better working practices for the trans community if you want a happy and safer workforce.
We provide free support if you’re an employer and need advice on HR issues. We offer 24/7 help to guide you through the process.
Please speak to one of our HR and employment law advisors free at 0800 144 4050. Fill in the form here to request a callback.
Employers Direct offers FREE HR Advice to businesses of all sizes, within any industry in the UK. Our qualified HR advisors are here to offer your business confidential, in-depth, actionable advice on any HR query or issue you may face.
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It is an annual event always on the 31st of March dedicated to celebrating transgender people.
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