In the UK, “transgender” or “trans” refers to people whose gender identity differs from the sex they were assigned at birth.  

Gender identity is a person’s internal sense of being male, female, or neither, while assigned sex is the sex a person is assigned at birth based on their biological characteristics: 

• A transgender man is someone who was assigned female at birth but identifies as a man.  

• A transgender woman is someone who was assigned male at birth but identifies as a woman.  

Some people identify as non-binary or genderqueer, which means their gender identity falls outside of the traditional binary of male and female. Some transgender people experience gender dysphoria, which is distress caused by the difference between their gender identity and their assigned sex.  

Legal Protection: 

The Equality Act 2010 protects people against discrimination on the basis of “gender reassignment,” which includes transgender individuals. The term “transsexual” is used in the Equality Act 2010, but some people find it outdated, so “trans” is often used as a more inclusive term.  

The Gender Recognition Act 2004 allows transgender adults to apply for a Gender Recognition Certificate (GRC), which legally recognizes their acquired gender.  

Transitioning – what does this involve? 

Transitioning can involve social, medical, and legal changes to align a person’s appearance and legal identity with their gender identity.  

Social Transition: 

• Adopting a new name and pronouns that reflect gender identity. 

• Updating personal documents, such as driver’s licenses, passports, and bank records, to reflect the chosen name and gender. 

• Changing physical appearance through clothing, hairstyles, and makeup. 

Medical Transition (if desired and accessible): 

• Undergoing hormone replacement therapy (HRT) to align physical traits with gender identity (e.g., developing secondary sexual characteristics like voice pitch or body hair). 

• Pursuing gender-affirming surgeries. 

Legal Transition: 

• Changing the gender marker on official documents like birth certificates and IDs. 

Emotional and Community Support: 

• Seeking support from family, friends, and affirming communities or organisations. 

• Finding mentors, peers, or groups to share experiences and navigate challenges. 

Workplace and Educational Environment: 

• Communicating changes to colleagues or supervisors, if comfortable. 

• Ensuring the workplace is a supportive and inclusive environment. 

It’s crucial to acknowledge that transitioning can be a challenging process due to societal barriers, financial costs, or healthcare access issues. Empathy, respect, and understanding from others can make a profound difference in supporting trans individuals during their journey. 

How Best to Support Employees in the Workplace 

Creating an inclusive workplace for trans employees involves fostering a culture of respect, understanding, and support. Here are some key steps to consider when creating an inclusive workplace: 

Inclusive Policies: 

• Develop and implement policies that explicitly protect trans employees from discrimination and harassment. 

• Ensure policies cover aspects like name changes, pronoun usage, and access to gender-affirming healthcare. 

Education and Training: 

• Provide diversity and inclusion training that includes trans-specific topics. 

• Educate employees about gender identity, pronouns, and respectful communication. 

Support During Transitions: 

• Offer clear guidelines and support for employees undergoing gender transitions. 

• Ensure managers are equipped to provide assistance during this process. 

Inclusive Facilities: 

• Provide access to gender-neutral restrooms and changing facilities. 

• Allow employees to use facilities that align with their gender identity. 

Pronoun Usage: 

• Encourage the use of pronouns in email signatures, name tags, and introductions. 

• Respect employees’ chosen names and pronouns in all communications. 

Employee Resource Groups (ERGs): 

• Create or support ERGs for LGBTQ+ employees to foster a sense of community and belonging. 

• Use these groups to gather feedback and improve workplace practices. 

Leadership Commitment: 

• Ensure leadership actively supports and advocates for trans inclusion. 

Feedback Mechanisms: 

• Provide anonymous channels for employees to share concerns or suggestions. 

• Regularly review and update policies based on feedback. 

Ultimately, creating a work environment where everyone can shine, ensures a fully inclusive workplace for all! Whilst we very much hope that organisations will not have issues of prejudice, this does sadly happen and it’s important that employers work with individuals to see how best to solution and resolve. This is where your policies such as Dignity at Work, Equal Opportunities and Prevent Workplace Harassment will come into play! 

If you like to discuss how View HR can help with this topic and more – Get in touch today!