Trans employees face distinct challenges in the workplace which can differ significantly from lesbian, gay and bi experiences.
These challenges can range from those around physical spaces, such as gendered facilities, to direct discrimination and harassment based on gender identity. Creating a trans-inclusive work environment benefits all employees. It enables and supports trans employees to be themselves in the workplace, ensuring organisations benefit from the experience of this diverse community, while also promoting acceptance and building knowledge among employees who do not identify as trans.
For the last two years, Stonewall has asked trans-inclusion questions in the Workplace Equality Index. These provided a baseline assessment of the work being done by organisations across Britain and allowed us to produce a series of best practice resources for employers.
For 2018, employers have been held to account on their trans-inclusion work. Trans-inclusion practice has contributed to entrants’ overall scores, and to be a Stonewall Top 100 Employer, they must have demonstrated their commitment to trans equality.
Stonewall’s Top Trans-Inclusive Employers represents the organisations that have made the biggest strides in trans inclusion within their workplace.
Some questions we asked organisations about trans-specific work included:
- Does the organisation provide support and guidance to individuals who are transitioning while in their workplace?
- 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 support trans community groups and events?