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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Transgender Equality and Workplace Support Policy

1. Purpose

The purpose of this policy is to ensure that {{org_field_name}} fosters an inclusive, supportive, and respectful workplace for transgender and non-binary employees. This policy outlines how we comply with the Equality Act 2010, which provides protection from discrimination based on gender reassignment, and aligns with CIW regulations to promote dignity, respect, and person-centred support within domiciliary care services.

This policy applies to all aspects of employment, including recruitment, training, dress codes, name and gender marker changes, privacy, and protection from discrimination or harassment. {{org_field_name}} is committed to creating a safe and inclusive workplace where all employees, regardless of gender identity, can thrive.

2. Scope

This policy applies to:

• All employees, including care staff, management, administrative staff, and volunteers.
• Job applicants, ensuring fair and inclusive recruitment.
• Service users and their interactions with transgender employees, ensuring non-discriminatory practices.

This policy covers:

• Workplace rights and protections for transgender and non-binary employees.
• Procedures for name and gender marker changes in employment records.
• Guidance on facilities (e.g., restrooms, changing areas).
• Training and awareness to prevent discrimination and harassment.

3. Legal Protections for Transgender Employees

Under the Equality Act 2010, it is unlawful to discriminate against a person because they:

• Are undergoing, have undergone, or are intending to undergo gender reassignment.
• Identify as non-binary or gender fluid.
• Choose to transition medically, socially, or both.

This protection applies in all employment-related situations, including recruitment, training, promotion, workplace policies, and dismissal.

Harassment, victimisation, or unfair treatment of transgender employees will not be tolerated. Disciplinary action will be taken against any employee, manager, or service user who breaches this policy.

4. Managing Gender Transition at Work

4.1 Confidentiality and Disclosure

• Employees are not required to disclose their transgender identity unless they choose to.
• If an employee wishes to transition, they may notify HR or their line manager at their discretion.
• All information regarding an employee’s gender identity or transition is strictly confidential and will not be shared without explicit consent.

4.2 Updating Personal and Workplace Records

• Employees can request a change in their name, title, and gender marker on workplace records at any time, with or without a Gender Recognition Certificate.
• HR will update:
  • ID badges, email addresses, and work-related documentation.
  • Payroll and pension records.
  • Training and personnel files.
• Any request for name and gender changes will be handled respectfully and promptly.

4.3 Uniforms and Dress Code

• Employees are free to wear the uniform or professional attire that aligns with their gender identity.
• There is no requirement to conform to gender-based uniform policies.
• Any necessary uniform adjustments will be made to accommodate comfort and dignity.

4.4 Facilities and Restrooms

• Transgender and non-binary employees have the right to use facilities that align with their gender identity.
• If they prefer, gender-neutral or private facilities will be made available where possible.
• Employees will not be required to use separate or segregated facilities.

5. Preventing Discrimination, Harassment, and Misgendering

5.1 Zero-Tolerance Approach

• {{org_field_name}} has a zero-tolerance policy on transphobic discrimination, bullying, or harassment.
• All employees must use the correct name and pronouns of transgender colleagues.
• Any misgendering, deliberate deadnaming (using a former name), or offensive behaviour will be treated as misconduct.

5.2 Reporting Discrimination or Harassment

• Employees who experience or witness transphobia should report it to HR or their line manager.
• Complaints will be handled confidentially and addressed promptly and fairly.
• Support will be offered to affected employees, including counselling or mediation if needed.

6. Recruitment, Training, and Promotion

6.1 Inclusive Recruitment Practices

• Job advertisements and interview processes will be inclusive and free from gendered language.
• Candidates will not be required to disclose gender identity during recruitment.
• All gender identities will be respected in official documents and workplace communications.

6.2 Training and Awareness

• Mandatory equality and diversity training will include transgender awareness to promote understanding and inclusivity.
• Managers and team leaders will receive additional training on supporting transitioning employees.
• Staff will be educated on CIW and Equality Act obligations to prevent discrimination.

6.3 Career Development and Promotion

• Transgender employees will have equal access to promotions and career development opportunities.
• No employee will be denied training, pay increases, or leadership roles based on their gender identity.

7. Supporting Transgender Employees in Domiciliary Care

7.1 Service User Interactions

• Transgender employees will be treated equally when assigning care visits to service users.
• If a service user refuses care from a transgender employee based on gender identity, {{org_field_name}} will not accommodate the request unless it is for legitimate safety reasons.
• Employees facing discrimination from service users can report concerns immediately.

7.2 Health and Well-Being Support

• Employee Assistance Programme (EAP) offers counselling and emotional support.
• Flexible scheduling may be considered for employees undergoing medical transition procedures (e.g., hormone therapy or surgery).
• Sick leave and time-off policies will be adjusted to accommodate gender-affirming medical care.

8. Disciplinary Measures for Policy Violations

• Any discrimination, bullying, harassment, or failure to respect gender identity will be subject to disciplinary action under the Disciplinary and Grievance Policy (DCW31).
• Violations by staff, service users, or visitors may result in formal warnings, training requirements, or dismissal.

9. Related Policies

This policy should be read in conjunction with:

• Equality, Diversity, and Inclusion Policy (DCW30)
• Safeguarding Adults from Abuse and Improper Treatment Policy (DCW13)
• Staff Conduct and Code of Ethics Policy (DCW28)
• Disciplinary and Grievance Policy (DCW31)

10. Policy Review

This policy will be reviewed annually or sooner if legislation, CIW guidance, or best practices evolve. All staff will be informed of updates and training opportunities to ensure continued compliance with transgender equality standards.

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Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.