Transgender and non-binary inclusion at work is part of the CIPD's suite of guides and ongoing commitment to support people professionals and employers in improving equality, diversity and inclusion (EDI) in the workplace.

Developed by the CIPD and a group of external advisors, including co-author Dr Rosa Marvell, Lecturer in Sociology at the University of Portsmouth, the guide features insights from people with lived experiences to help employers understand the issues and challenges faced by transgender and non-binary people at work.

Supporting and managing transgender and non-binary inclusion within the workplace has become an increasingly important topic for employers, with CIPD members requesting specific guidance to support their overall EDI practices.

Furthermore, CIPD research, carried out by Dr Fletcher and published in February 2021, found that more than half (55%) of transgender workers surveyed had experienced conflict at work over a 12-month period. Almost one-in-five (18%) also stated they felt psychologically unsafe at work, further citing the need for an employer resource.

“This guidance draws on a wide range of research evidence and stakeholder expertise, and aims to bring greater focus to the topic of transgender and non-binary inclusion at work. Its goal is to encourage employers, people management professionals, and line managers to feel more confident in taking action to make their organisations more inclusive and safer places to work,” Dr Fletcher said.

The guidance covers the entirety of the employee lifecycle – from recruitment to progression – as well as building inclusive cultures more broadly. Key areas include:

• UK employment law: the legal considerations and the protected characteristics of gender reassignment under the UK Equality Act
• Policy: ensuring internal EDI policies support transgender and non-binary inclusion within the workplace
• Workplace culture: creating safe and equal workplaces where everyone can thrive
• Employee lifecycle: inclusivity throughout employee tenure including recruitment, onboarding and progression
• Inclusive language: encouraging employers to think ‘additively’ when referring to typically gendered areas of policy. Adding people in rather than taking anyone out
• Managing different views: recognising the right for people to hold and express different beliefs while drawing boundaries between acceptable and unacceptable behaviour
• Supporting a transition at work: how to support colleagues through their individual journey
• Data management: ensuring privacy is paramount and that personal data is not shared unless there is explicit agreement or instruction