Transgender and non-binary equality, diversity and inclusion in the workplace
How to support transgender and non-binary people at work, as part of a broader equality, diversity and inclusion policy
How to support transgender and non-binary people at work, as part of a broader equality, diversity and inclusion policy
This guide forms part of the CIPD’s equality, diversity and inclusion (EDI) resources and will help people professionals, employers and people managers take a proactive and informed approach to supporting transgender and non-binary people at work. It should be used alongside our other EDI resources to help create an inclusive culture in the workplace.
Employers have a responsibility to provide a safe working environment for everybody and, with insights from people with lived experience, this guide will help employers understand the experiences specific to transgender and non-binary people at work. It covers the employee lifecycle, from recruitment to progression, and builds on the importance of creating an inclusive culture more broadly.
The guide recognises that balancing the differing needs, beliefs and views within an organisation around transgender and non-binary EDI can sometimes cause conflict, particularly in relation to the use of facilities and toilets. It also references recent cases which highlight the sensitivities and challenges around balancing these needs and beliefs.
Employers have a responsibility to protect the rights of all individuals, establish and communicate standards of professional behaviour and effectively manage incidents of conflict. The guide recommends that employers do this with compassion and empathy with a view to bringing about greater understanding between all employees.
Sexual orientation, gender reassignment and religion or belief (including gender critical beliefs) are protected characteristics under UK law. This guide includes the current law, and relevant case law and tribunals, and we will add subsequent relevant updates on this page below. We encourage employers and HR practitioners to remain up to date to understand the changing landscape.
The CIPD regularly reviews all guidance and has been actively seeking feedback on this guide to inform any changes and to make it as clear and helpful as possible for our members.
Key areas of the guide include:
Below is a list of the most recent and significant cases, according to most recent ruling. This will be updated as more case rulings are made and is not intended to be an exhaustive list.
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