Trans employees face distinct challenges in the workplace. These can range from those around physical spaces, to direct discrimination and harassment. Stonewall’s Top Trans Employers represent the organisations that have made the biggest strides in trans inclusion within their workplace over the last year.
These organisations received the highest scores in the Workplace Equality Index for creating trans-inclusive workplaces:
Bryan Cave Leighton Paisner
Manchester Metropolitan University
National Assembly for Wales
Newcastle City Council
Skills Development Scotland
The University of Sheffield
Examples of trans-specific work reviewed in the Workplace Equality Index:
- Does the organisation provide support and guidance to individuals who are transitioning while in their workplace, and to their managers?
- Does the organisation enable non-binary employees to be recognised on workplace systems?
- Does the organisation communicate trans-specific events such as Trans Day of Visibility?
- Does the organisation profile trans people in employee communications?
- Do senior leaders send strong messages about their commitment to trans equality?
- Does the organisation offer practical support to trans community groups and events?
Below is a snapshot of trans-inclusion practice across all 445 entrants to the Workplace Equality Index:
- 65 per cent of entrants had a policy explicitly banning discrimination on the grounds of gender identity and gender expression
- 51 per cent of entrants had work-related guidance for managers on how to support an employee who is transitioning
- 50 per cent of entrants enabled non-binary employees to have their identities recognised on workplace systems
- 50 per cent of LGBT employee network groups had held a trans equality awareness raising event
- 44 per cent of entrants had supported all non-trans employees (including lesbian, gay and bi employees) to become trans allies through training, programmes and resources
- 43 per cent of entrants had work-related guidance on the process for an employee to change their name and gender marker on workplace systems
- 37 per cent of entrants had work-related guidance for employees on how to support a colleague who is transitioning
- 29 per cent of entrants had guidance on facilities and dress code for non-binary people
- 21 per cent of entrants had profiled non-binary people in employee communications
- 4 per cent of entrants had profiled visible trans role models from their senior management team