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Supporting non-binary and transgender employees (2): Creating an inclusive workplace

Author: Shelagh Prosser

XpertHR editor: Zuraida Curtis

Summary

  • Difficulty in gaining and retaining employment, discrimination and harassment, a lack of awareness about gender identity, prejudice and an absence of effective confidentiality procedures are some of the problems that non-binary and transgender people experience in the workplace. (See Problems experienced by transgender employees)
  • Creating an inclusive working environment where everyone, regardless of their gender identity, feels welcome and motivated to perform to the best of their ability makes good business sense. (See The importance of creating an inclusive workplace)
  • Visible commitment from senior management to creating an inclusive workplace for non-binary and transgender people helps to demonstrate that equal treatment and equity are core business values. (See Senior-level commitment)
  • All employment policies should be trans inclusive. (See Inclusive policies)
  • Employers should provide guidance for line managers on how to support an employee who expresses their gender in a non-binary way or who is proposing to transition, is transitioning or has transitioned. (See Guidance)
  • Training and guidance for employees on gender identity and discrimination will help to minimise misunderstandings and encourage inclusive behaviour. (See Awareness training on gender identity)
  • Staff networks (also referred to as employee resource groups) and other informal structures can provide support to non-binary and transgender employees and help raise organisational awareness of barriers to inclusion. (See Staff networks)
  • Information about an employee's gender identity must be kept confidential. (See Confidentiality)
  • Monitoring in relation to gender identity will help to identify underrepresentation and disproportionality in the workplace and provide evidence to prioritise action. Employers should protect employees' anonymity during any monitoring exercise. (See Monitoring)

Overview

In our series of four guides on supporting non-binary and transgender equality in the workplace, we look at the key steps that employers can take to ensure that non-binary and transgender employees feel supported at work and are able to be themselves. We provide practical guidance on how employers can foster an inclusive culture, recruit, progress and retain non-binary and transgender employees, encourage effective performance and minimise the potential for discrimination.

In this guide, we explore factors to be considered when creating an inclusive workplace. This is the second guide in our series on supporting non-binary and transgender equality in the workplace: