PRIDE 2023 – #StandByYourTrans

Celebrating Pride and promoting inclusivity within your workplace should not just be exclusive to the month of June. Instead, be a champion for diversity and equality ALL year round.

This year’s theme for pride month is #StandByYourTRANS!

A transgender (or trans) person is an individual who does not identify themselves as the gender assigned to them at birth. For someone who is transitioning, or has undergone a transition, having an employer who follows good practice in supporting them through the process makes an important difference in their experience at work.

Employers must ensure that they have the appropriate policies in place which comply with the applicable legislations and deal with any case of transitioning sensitively. Following good practice will help make the transition as smooth as possible for the employee’s colleagues and clients.

Creating an Inclusive Workplace

An inclusive workplace is one where employees feel recognised, valued, and supported, regardless of their gender identity. Many employers have been reactive to situations of Transgender Equality, rather than proactive. Waiting until a situation arises will not lead to a more inclusive workplace.

To create a more inclusive workplace, there are a range of practical measures which employers can implement:

• Top-down approach – visible commitment from senior level helps demonstrate that equal treatment and fairness are core business values. Support from senior managers may be backing policies in relation to LGBTQ+, supporting and actively engaging in LGBTQ+ staff networks, marking events within the organisation such as PRIDE to raise awareness and build a workplace culture of understanding and respect.
• Inclusive Policies – Employers should regularly review their policies to ensure they are bias free and do not pose anyone at a disadvantage because of their gender through making assumptions or using outdated language. As well as an equality and inclusion policy, some organisations choose to have a separate policy on non-binary and transgender equality to promote organisational awareness.
• Guidance and Training – Employers should provide their managers and employees with guidance and training on how to support colleagues who is proposing to or is transitioning or who has transitioned. It is vital for managers to fully understand the guidance so that they are comfortable in applying it.
• Appoint a contact person – Employers should have an appointed person who will be a principle contact for anyone going through a transition for advice, guidance, and support.

How can Think People Consulting Help?

Our consultants can help you review your current workplace policies and ensure that they are inclusive and comply with the applicable legislations. We can also support you in developing an organisational strategy on becoming a more inclusive workplace. For more information, please contact us on enquires@thinkpeople.co.uk or by calling us on 02890310450

REGISTER

Think People are hosting a webinar on Thursday 14th June from 10am – 11am, on the topic of  ‘LGBTQIA+ Workplace Inclusion: A Guide for Managers and Directors’ – to register for the event, click here.