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Gender Reassignment Policy

Policy Statement

The organisation is committed to equality of opportunity and diversity in the workplace.

It is the organisation’s policy to treat all job applicants and employees fairly and equally, regardless of their sex, transgender status, sexual orientation, religion or belief, marital status, civil partnership status, pregnancy, age, race, colour, nationality, national origins, ethnic origin or disability.

This policy and procedure should be read in conjunction with the Equal Opportunities Policy.

Procedure

1. This policy applies to all job applicants and employees, whether full-time, part-time, fixed-term, temporary or casual. It applies to the processes of recruitment, training, promotion, terms and benefits of employment, termination of employment and to all other aspects of employment.
2. The organisation is committed to ensuring that a worker or employee undergoing gender reassignment is supported in their decision. Any employee planning to undergo gender reassignment is encouraged to speak to a manager in confidence about the process so that the organisation can provide the support required as early as possible.
3. In order to provide adequate support to employees undergoing gender reassignment, the organisation will provide guidance to managers on the implications of gender reassignment in the workplace.
4. Employees who are undergoing or have undergone gender reassignment have the right not to be harassed at work. All employees must abide by the organisation’s Equal Opportunities Policy and Anti-harassment/Bullying Policy. Harassment is viewed by the organisation as unacceptable behaviour and will result in disciplinary action. Victims of harassment should inform a member of management and raise a grievance in accordance with the organisation’s complaints procedure or the grievance procedure.
5. The organisation expects all managers and supervisors to ensure that this policy and procedure are adhered to at all times.
6. This policy will be monitored on a regular basis by senior management. Where there are issues with the way the policy is working, these will be looked at closely with a view to identifying measures to improve the effectiveness of the policy.

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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: this policy is reviewed annually (every 12 months). When needed, this policy is also updated in response to changes in legislation, regulation, best practices, or organisational changes.

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