Editor's message: Protection against discrimination on the grounds of gender reassignment is one of a suite of protections at the core of the Equality Act 2010 and is a well-established right. However, merely taking steps to prevent any acts of discrimination does not, of itself, promote your organisation as one which is inclusive.
Your organisation could benefit in a number of ways by establishing itself as a trans-friendly workplace, including in its recruitment processes, staff networks and senior-level commitment. All of these steps will help to cultivate a culture where transgender people are supported throughout the employment cycle.
Laura Merrylees, employment law editor
Updated to include information on Peninsula Business Service Ltd v Baker, in which the EAT considered the employer's liability for victimisation by an agent surveillance company it had appointed.
Updated to reflect current terminology, include recent research and provide additional guidance on creating an inclusive workplace for transgender employees.
In this week's podcast, we explore the steps that you can take to reduce the risk of having an indirectly discriminatory provision, criterion or practice. We also discuss what to take into account when deciding whether or not indirect discrimination can be justified.
In this week's podcast, we discuss how to create an inclusive workplace culture for trans men and women.
Additional information on the law on gender reassignment discrimination for local authority employers, including the public sector equality duty. To be read in conjunction with the general information on the law on gender reassignment discrimination.
HR and legal information and guidance relating to gender reassignment discrimination.