Page 14 - Gi_March2022

the national trans mission

This has ignited calls for employers
to proactively develop policies and Transitioning in the workplace:
practices to ensure trans employees are
protected and included at work. a good practice guide for employers
The Totaljobs poll also found that
more than half of trans employees
surveyed said their employer did not
support their trans workforce through
training, and only a third said their
employer had dedicated anti-trans
discrimination policies.
The Equality Act 2010 outlaws
discrimination in employment on the
grounds of ‘gender assignment’. As
an employer, you’re liable for your
behaviour towards your employees and
are advised to have anti-harassment
and bullying policies in place, along
with diversity, equality and inclusion
(DEI) policies – including a trans-
inclusive policy. Key elements in this
policy include bathroom access, dress
code and pronoun and name usage.
Creating safe spaces – such as INTERENGINEERING IS A the Act currently only specifically
network groups for trans employees to professional network that aims addresses ‘gender reassignment’, it
meet, discuss problems and escalate to connect, inform and empower is good practice for any organisation
them to senior leaders – is a positive lesbian, gay, bisexual and to also address gender identity and
step employers can take. transgender engineers and their gender expression in the same way.
straight allies. It gives the following Become a Stonewall Diversity
Creating safe spaces – such advice for employees on how to best Champion: Stonewall has
care for their trans team members:
published a guide for developing a
as network groups for trans Senior sponsorship: Visible transitioning at work policy, as well
employees to meet, discuss leadership is essential to enable the as a guide on transgender matters.
problems and escalate them creation of an accepting, safe and Stonewall is well-placed to advise
to senior leaders – is a positive supportive workplace to transition an organisation on the best steps to
in. This is particularly effective
take with creating their own policy.
step employers can take when combined with awareness Have open conversations with
sessions, ensuring all management employees about trans matters
But business leaders need to listen to and leadership levels are engaged. and issues: In addition to running
their trans employees and collaborate Run trans awareness sessions: awareness sessions, by simply
with them to create change. It’s Different awareness sessions should having everyday conversations and
important that all employers show their be tailored for specific audiences, i.e., a less formal sessions talking about
support for trans equality and take session aimed at line managers would trans issues, employers can send a
steps to ensure trans people are free to focus on different aspects to one strong signal to those considering
be themselves at work. given to colleagues/a wider audience. coming out that the organisation is
Lee Clatworthy, a board trustee Consider running webinars for these trans-friendly and inclusive.
at trans charity Sparkle, which sessions to reach a wider audience. Auditing and benchmarking:
collaborated with Totaljobs on the Start an employee resource group: Employers should regularly carry
research, said it was vital businesses This can raise the profile and out audits/surveys of where their
committed to communicating their provide support for trans individuals organisation is with respect to
values externally as well as internally to the management/company. It also trans awareness and inclusion and
to publicly signal their support for provides an initial point of contact where improvements can be made.
trans workers. for support to trans individuals. Sometimes the smallest changes can
“Many organisations are doing great Update your discrimination have the biggest impact. Visit other
DEI work internally, which is obviously bullying and harassment policy: companies to find out what their
important in retaining a diverse The policy should be aligned policies and standards are like to
workforce that feels valued, but many to explicitly address those with benchmark against and determine
are not promoting this work outside of ‘protected characteristics’ under which good practice examples can be
the organisation to attract candidates the Equality Act 2010. Although copied within your own organisation.
with a variety of backgrounds,” he said.
Clatworthy also recommended
employers de-gender the language Employers should also have a single The International Transgender Day
on application forms and throughout point of contact who is trained to be of Visibility takes place on 31 March.
their recruitment processes to ensure sensitive to the barriers that trans For more information, visit
their first interaction with potential and gender-diverse candidates may www.nationaltoday.com/
employees is as inclusive as possible. face, he said. transgender-day-visibility

14

24/02/2022 10:33
TransDayOfVisibility.indd 3 24/02/2022 10:33
TransDayOfVisibility.indd 3