Supporting non-binary and transgender employees (3): Supporting an employee who is transitioning
Author: Shelagh Prosser
XpertHR editor: Zuraida Curtis
- Employers should support an employee who is transitioning and be led by them on how they wish this to be managed in the organisation. (See Supporting an employee who is transitioning)
- Training and guidance for employees on gender identity and discrimination will help to minimise misunderstandings and encourage inclusive behaviour. (See Training on gender identity)
- Employers should ensure all employees, clients, suppliers and contractors know that the organisation has a zero-tolerance approach to bullying and harassment on the basis of gender identity, and what the procedure is for making a complaint. (See Bullying and harassment)
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 look at how HR can support an employee who is transitioning. This is the third guide in our series on supporting non-binary and transgender equality in the workplace:
- In Supporting non-binary and transgender employees (1): Terminology, we set out the appropriate terminology that should be used regarding gender identity.
- In Supporting non-binary and transgender employees (2): Creating an inclusive workplace, we explore factors to be considered when creating an inclusive workplace.
- In Supporting non-binary and transgender employees (4): Recruitment, we consider how HR can ensure that the recruitment process is inclusive of all applicants.