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Supporting non-binary and transgender employees (3): Supporting an employee who is transitioning

Author: Shelagh Prosser

XpertHR editor: Zuraida Curtis

Summary

  • 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)

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 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: