HCS103-Caring for Transgender People

Registration Number: {{org_field_registration_no}}

Caring for Transgender People Policy

1. Purpose

The purpose of this policy is to ensure that {{org_field_name}} provides inclusive, person-centred, and respectful care to transgender people we support. We are committed to equality, dignity, and safeguarding in line with Care Inspectorate Scotland regulations, the Equality Act 2010, and best practices in LGBTQ+ inclusive care. This policy establishes clear guidance on how our staff respect, affirm, and provide safe and effective care to transgender individuals.

2. Scope

This policy applies to all employees, agency staff, volunteers, and management at {{org_field_name}}. It covers:

Respecting gender identity and pronouns.
Providing personal care with dignity and sensitivity.
Managing care plans and risk assessments appropriately.
Supporting mental well-being and emotional health.
Training staff in transgender awareness and equality.

3. Related Policies

Equality, Diversity & Inclusion Policy
Safeguarding Adults and Children Policy
Health and Wellbeing Policy
Dignity and Respect Policy
Confidentiality and Data Protection Policy
Person-Centred Care Planning Policy

4. Legal and Regulatory Compliance

{{org_field_name}} adheres to the following legislation and regulations:

Equality Act 2010 – Protects transgender individuals from discrimination.
Gender Recognition Act 2004 – Provides legal recognition for transgender individuals.
Care Inspectorate Scotland Guidelines – Ensures inclusive care practices.
Scottish Social Services Council (SSSC) Codes of Practice – Promotes dignity and respect in care.
Health and Social Care Standards (Scotland) 2018 – Encourages person-centred and rights-based care.

5. Respecting Gender Identity and Pronouns

5.1. Use of Names and Pronouns

All staff must use an individual’s preferred name and pronouns (e.g., he/him, she/her, they/them) in both verbal and written communication.
If unsure, staff should politely ask for the individual’s preference and ensure this is recorded in their care plan.
Deadnaming (using a person’s former name without consent) is strictly prohibited and may be considered discriminatory.

5.2. Gender Marker and Documentation

Individuals do not need a Gender Recognition Certificate to have their gender identity respected.
Care records and documentation should reflect the individual’s self-identified gender.
Where legal identification documents differ from preferred gender, staff must discuss and document how the individual wishes to be addressed.

6. Providing Personal Care with Dignity and Sensitivity

6.1. Gender-Affirming Personal Care

Transgender individuals may have specific needs regarding bathing, toileting, and dressing, and these should be discussed sensitively.
Care plans should incorporate gender-affirming preferences, including clothing choices, grooming needs, and body confidence support.
Individuals should be offered a choice of gendered or gender-neutral staff for personal care where possible.

6.2. Intimate and Medical Care Considerations

Staff must respect privacy and bodily autonomy during all care procedures.
Post-surgical care for gender-affirming treatments (e.g., hormone therapy, chest surgery, genital reconstruction) should be managed with input from healthcare professionals.
Staff must be trained to recognise and accommodate the unique health risks that transgender individuals may face, including those related to hormone therapy and long-term medical needs.

7. Managing Care Plans and Risk Assessments

7.1. Person-Centred Care Planning

Each transgender individual should have a personalised care plan that reflects their gender identity, preferences, and any health or emotional well-being needs.
Risk assessments should be tailored to individual needs while ensuring safety and dignity.
Any concerns about discrimination, harassment, or inappropriate treatment should be logged and escalated following the Safeguarding Policy.

7.2. Shared Accommodation and Privacy

If a transgender individual is receiving care in a shared setting, they must be accommodated in accordance with their self-identified gender.
Privacy measures should be in place to ensure safety and comfort, particularly in cases of shared bedrooms or bathrooms.
Staff should always consult with the individual before making any decisions regarding their accommodation.

8. Supporting Mental Well-Being and Emotional Health

8.1. Recognising Mental Health Considerations

Transgender individuals may experience higher rates of mental health challenges, including anxiety, depression, or past trauma.
Staff should be aware of external resources and LGBTQ+ support services available in Scotland.
Misgendering, discrimination, or lack of social support can have severe mental health impacts and must be addressed proactively.

8.2. Encouraging Safe and Inclusive Environments

Staff should actively challenge transphobia in the care environment.
Education and training will be provided to staff on transgender inclusion, respectful language, and cultural competency.
Complaints of discrimination or harassment will be taken seriously and investigated thoroughly.

9. Training and Competency for Staff

All staff at {{org_field_name}} will receive:

Mandatory training on transgender awareness and inclusion as part of induction.
Ongoing refresher courses to maintain competency in gender-affirming care.
Scenario-based training to ensure confidence in handling sensitive situations.
Guidance on reporting and preventing discrimination in the workplace.

10. Confidentiality and Data Protection

A transgender person’s gender history is private and confidential.
Staff must not disclose any gender identity-related information without consent.
Any breaches of confidentiality will be investigated and may result in disciplinary action.

11. Complaints and Reporting

If a transgender person we support experiences discrimination, misgendering, or inappropriate care, they should report it to their key worker or management.
Staff who witness inappropriate behaviour or language towards transgender individuals must report it under the Whistleblowing Policy.
All complaints will be investigated promptly, and necessary actions taken.

12. Policy Review

This policy will be reviewed annually or sooner in response to legislative changes, Care Inspectorate guidance, or feedback from staff and transgender individuals. Any amendments will be communicated to all staff.

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.