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Transgender Awareness Week 2023: Guide to Transgender and Non-Binary Inclusion at Work (CIPD)

13 – 19 November marked Transgender Awareness Week. The week is followed by Transgender Day of Remembrance, on 20 November, to memorialise those who have been murdered as a result of transphobia. 

“Transgender Day of Remembrance seeks to highlight the losses we face due to anti-transgender bigotry and violence. I am no stranger to the need to fight for our rights, and the right to simply exist is first and foremost. With so many seeking to erase transgender people — sometimes in the most brutal ways possible — it is vitally important that those we lose are remembered, and that we continue to fight for justice.”

Transgender Day of Remembrance founder Gwendolyn Ann Smith

We all have a duty to advocate for the wellbeing of transgender people, particularly in the workplace. Many organisations are likely to have staff, customers or partners who are transgender, and who experience harassment and discrimination, either in their place of employment or/and in their everyday lives.

When committing to DEI, employers are choosing to grow and evolve as society does, to centre and adapt to the needs and experiences of their employees. As we see a growing visibility and awareness of transgender people in the workplace and society, this commitment to diversity and inclusion should also centre the lived experiences and wellbeing of transgender employees.

However, with transgender equality issues often leading to heavily-polarised views, employers may feel stuck about how to effectively support their trans workers and address issues relating to transgender equality in the workplaces. 

The CIPD have recently released a highly informative guide which provides advice to help people professionals, employers and managers improve their understanding of issues and support them in delivering transgender and non-binary equality, diversity, and inclusion in the workplace. The guide offers advice across the workplace, including on recruitment and onboarding, policy, gender-sensitive data collection, inclusive language and harm prevention. 

“Don’t make assumptions on appearance, or voice, or dress … You shouldn’t be asking, I think you’re the trans applicant, tell us about that … But if somebody comes out as trans or non-binary in interviews, be ready with a really good answer. For example, they may ask ‘I’m a trans person, what’s it like working in this organisation?’… Don’t look at the ceiling or the floor, and stammer, and go, I don’t really know. Because this is about you being tested by the applicant, because they want to work in a safe space.”

Transgender and non-binary inclusion training consultant (CIPD report)

We hope that sharing this report with you will give you confidence and encourage you to create workplaces that are inclusive, supportive and empowering for transgender people.

The link to the report is here. 

As always, Spktral are on hand to support you through your DEI journey – please do get in touch.

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