CIPD publishes guide for employers on supporting transgender and non-binary people at work
The Chartered Institute of Personnel and Development (CIPD) has released new guidance on transgender and non-binary diversity, equity and inclusion (DEI) in the workplace.
Transgender and non-binary inclusion at work
Employers are increasingly prioritising transgender and non-binary inclusion at work. The new CIPD guidance is intended to help employers take an informed approach to supporting transgender and non-binary employees. It includes insights from people with lived experiences, intended to help employers understand the issues and challenges faced by transgender and non-binary people at work. It provides practical guidance to support DEI in the workplace, including:
- advice on maintaining dignity and respect and providing day-to-day support for transgender and non-binary workers
- advice on how to effectively draft a DEI policy and how to best deliver DEI training
- an explanation of the specific challenges transgender and non-binary people experience throughout the employee lifecycle - from recruitment to progression
- suggestions on how organizations can enhance inclusivity by attracting candidates who are transgender or non-binary;
- guidance on how to support a transitioning worker and how to deal with transgender and non-binary workplace conflict and data management issues
- a guide to key terminology and appendices with key employment cases for employers to be aware of, guidance on using inclusive language and transitioning at work action plan prompts
Best practice
The report highlights that good practice means regularly reviewing people management policies through a DEI lens. Employers may also wish to consider reviewing related policies, including policies on recruitment, absence management, family / childcare, dress codes and flexible working, to ensure that they address the needs of transgender and non-binary people and help create an inclusive working environment.