You can use our transgender action plan to set out the steps that you’ll need to consider taking when supporting an employee who is transitioning.
Managing the process
Our Transgender Equality Policy sets out how you prevent discrimination against transgender staff in the workplace and how you support such individuals and it includes a specific section on the support available for an employee who is transitioning at work. This section envisages the development of a confidential action plan to manage the transitioning process, so this is where our Transgender Action Plan comes in. Our action plan should be developed and completed by the employee’s line manager in full consultation with the employee as it’s essential that the employee expressly agrees to any actions proposed to be taken. This is because transitioning is a private matter for the employee and so their wishes have to be paramount. It covers such issues as:
Finally, our action plan envisages having regular review meetings with the employee to manage the process. These meetings also enable the plan to be amended as things change.