Good practice: Creating an inclusive workplace for transgender employees

On this page:
Summary
Case study
Key references
Overview
Terminology
Gender identity and sexual orientation
The transgender population in the UK
Problems experienced by transgender employees
The importance of creating an inclusive workplace
Senior-level commitment
Policies
Guidance
Confidentiality
Supporting an employee who is transitioning
      Redeployment
      Informing colleagues
      Informing third parties
      Training
      Time off for treatment
      Changing employee records
      Toilets and changing facilities
      Dress codes and uniforms
      Policies
      Celebration
Training
Recruitment
      Occupational requirement
      Advertising
      Application forms
      Interviews
      Qualifications
      Proof of identity
      Criminal records certificates
      References
Bullying and harassment
Staff networks
Monitoring

Summary

• Employers should use appropriate terminology when referring to transgender issues. (See Terminology)
• Employment is a significant area of concern for transgender people for several reasons, including discrimination and harassment, a lack of awareness about transgender issues and an absence of effective confidentiality procedures. (See Problems experienced by transgender employees)
• Creating an inclusive working environment for transgender people has business benefits, including motivating transgender men and women to perform effectively. (See The importance of creating an inclusive workplace)
• Senior management should demonstrate the organisation's support for transgender employees. (See Senior-level commitment)
• Policies that are inclusive of transgender issues will demonstrate that the employer supports transgender men and women. (See Policies)
• Employers could put together guidance for managers and employees on supporting an employee who is transitioning. (See Guidance)
• Employers should respect the privacy of transgender employees. (See Confidentiality)
• Employers should support an employee who is transitioning. The employee and his or her line manager could put together a plan, setting out how the employer will support him or her. (See Supporting an employee who is transitioning)
• Including transgender issues in equality-awareness training should encourage employees to behave appropriately towards transgender men and women. (See Training)
• The recruitment process should encourage transgender men and women to apply to the organisation, and ensure that those involved in making recruitment decisions do not discriminate against them. (See Recruitment)
• Employers should communicate to employees and third parties their zero-tolerance approach to bullying and harassment on the basis of transgender, and they should have a process in place to enable employees to make a complaint about bullying or harassment in confidence. (See Bullying and harassment)
• A staff network for transgender employees can be a source of mutual support for its members, even if it is not limited to supporting only transgender employees. (See Staff networks)
• Employers should monitor transgender equality, but take care to protect employees' confidentiality during any monitoring exercise. (See Monitoring)

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Overview

This section of the XpertHR good practice manual explores the key steps that employers can take to ensure that transgender employees feel supported at work, which can: encourage employees to be themselves; improve the performance of transgender employees; encourage the retention of transgender men and women; minimise the potential for discrimination; and encourage transgender men and women to apply for vacancies. 

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Terminology

Understanding the terminology relating to gender identity is the first step to creating an inclusive workplace for transgender people. The inappropriate use of language can cause offence and distress to employees and undermine the employer’s efforts to support transgender men and women. 

The following are some of the terms of which employers should be aware:

Gender dysphoria: This is a condition where the individual feels that he or she is “trapped” in a body of the wrong sex, causing him or her anxiety and discomfort.