By Shelagh Prosser, Equity, Diversity and Inclusion specialist | Laura Kimpton, Brightmine HR strategy and practice editor
In our series of four guides on supporting non-binary and transgender equality in the workplace, we look at the key steps that employers can take to ensure that non-binary and transgender employees feel safe and respected at work and that they belong and can thrive.
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- How to approach supporting an employee who is transitioning
- Making a plan
- Names and pronouns
- Redeployment
- Informing colleagues
- Informing third parties
- Toilets and facilities
- Dress codes and uniforms
- Time off for treatment
- Updating employee records
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Supporting non-binary and transgender employees who are transitioning
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About the author
Shelagh Prosser
Shelagh is an independent consultant with a successful track record of working with public, private and not-for-profit businesses to enhance their performance on diversity and inclusion.
Prior to setting up her company, she held senior diversity posts in the civil service, the BBC and the transport industry.
Her expertise includes strategy and policy development, diversity diagnostics, equality analysis, research and evaluation, and writing best practice guidance.
Shelagh has worked with Brightmine since 2010 and is the author of our leading practice guides on transgender employees, religion and belief, gender and sexual orientation.
Laura Kimpton
HR Strategy and Practice Editor, Brightmine
Laura joined Brightmine in 2013 as the editorial team’s assistant editor and is now an HR strategy and practice editor having worked on HR and employment law content for the past 10 years. She focuses on Brightmine strategic content offering and mainly works on the Leading practice, Training and How to guides.
Laura holds a BA in Culture, Media and Communication from the University of Surrey and an employment law diploma from DLA Piper. Prior to joining Brightmine, Laura worked in the production department at Haymarket Media Group across various magazines.
Connect with Laura on LinkedIn.