91热爆 Academy
What is transitioning?
The charity Stonewall defines transitioning as "the steps a person may take to live in the gender with which they identify. Each person's transition will involve different things".
The 91热爆 has a legal and ethical duty to support staff and freelancers who are transitioning.
This guide provides information to people working with someone who is trans. It explains how to offer support and points to sources of further information. It should be read in conjunction with the 91热爆's Diversity and Inclusion Policy.
How can I offer support?
No one expects you to be an expert
Every transition is different. You're not expected to be an expert on gender identities or know in advance how someone identifies as they transition. Everyone makes mistakes.
The best form of support is to:
- Listen to the transitioning person and respect their wishes. Having a community of colleagues who understand can make a huge difference.
- Don't assume which pronouns to use (for example he, she or ze). You should be told, but if in doubt, ask.
- Be an ally. Be supportive, proactive and prepared to challenge negativity.
- 91热爆 Pride offers particular support to trans colleagues.
How do people transition?
It's important for other people to come out in support of trans/non-binary equality because allies matter hugely. We are a small community and our voices need amplifying by those we work with.
- Juno Roche, Writer and Stonewall campaigner
Each person is unique
There's no one way or right way of transitioning. A person might go through all the transitions below or one or two in any order.
Social transition
This is the process of someone living in a gender that's different to the one by which they've been known. This may include a change of clothing or makeup, a change of behaviour, mannerisms, voice, name or pronouns. It therefore generally involves some form of 'coming out'. If someone is going through social transition, you need to help ensure work is a kind and supportive place to be.
Legal transition
At some point a person might want to change the gender shown on their birth certificate. To do this they need a Gender Recognition Certificate. However, they don't need a certificate to change their name and/or gender on their work records.
Medical transition
Some trans people choose to have hormone treatment and/or surgery. If time off is needed because of this, managers should ensure the absence is treated in the same way as an absence for sickness or injury.
What does the law say?
The 91热爆 wants to support employees identifying as transgender and those who do not identify as male or female or identify with a fixed gender.
- 91热爆 Diversity and Inclusion Policy
The Equality Act 2010
This law protects people from direct and indirect discrimination, harassment or victimisation because of gender reassignment.
For example, it could amount to harassment to ignore someone because of their gender identity or to create a humiliating environment by spreading gossip about it.
Data Protection Law
Information relating to an employee's transition or status as transgender is deemed to be "special category data" under data protection law. The law acknowledges that this information requires a greater level of protection.
In addition, the 91热爆 has an obligation to keep records accurate and up-to-date so, should an employee change gender, their records should be updated with the new gender (or name if applicable) as soon as reasonably possible.
For further information about how the 91热爆 processes employee personal data please see the 91热爆's People Privacy Notice on Gateway.
The Gender Recognition Act 2004
It's a criminal offence to disclose someone's gender history if they hold a Gender Recognition Certificate.
However, even if they don't, someone's trans history should not be disclosed without their consent.
