Transgender and non-binary inclusion at work
The Chartered Institute of Personnel and Development (CIPD) has published new guidance to help professionals, employers and people managers to improve their understanding of issues and to support them in delivering transgender and non-binary equality, diversity and inclusion (EDI) in the workplace. The guide covers all aspects of employment from recruitment to progression, as well as guidance on building inclusive cultures within the workplace. The guidance considers:
- Legal considerations.
- Workplace culture.
- Employee lifecycle.
- Inclusive language.
- Managing different views.
- Supporting a transition at work.
- Data management.
‘Understanding how to support and manage transgender and non-binary inclusion and rights at work is becoming increasingly important to employers, particularly people professions and line managers. This is due to several factors including the growing visibility and awareness of transgender and non-binary in the workplace and society; the need for clear guidance for employers on transgender and non-binary inclusion and rights; and in response to recent case law, for example workplace conflict on the issue of gender critical beliefs.’ Extract from the foreword from the CIPD.
A link to the guidance from the CIPD can be found at Transgender and non-binary EDI in the workplace.
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