Issue - meetings

The HR Business Partner presented the report to the Committee.

There had been a growing recognition of the rights and dignity of transgender people in society.

Despite advancements in awareness and legal protections, transgender people still faced significant challenges (discrimination, harassment, barriers to employment, etc.).

Research indicated that transgender people were disproportionately affected by unemployment, underemployment and workplace discrimination, leading to adverse effects on their well-being and economic security.

Following the recent Policies on Menopause and Neurodiversity, the Council proposed the adoption of a Gender Identity Policy (the ‘Policy’).  The Policy was attached at Appendix 1 and sought to:

• Establish clear guidelines and procedures for supporting transgender employees throughout all stages of employment;
• Prohibit discrimination and harassment based on gender identity / expression and provide mechanisms for reporting / addressing incidents;
• Ensure equitable access to workplace facilities;
• Provide resources and awareness training to managers and staff to increase awareness and understanding of gender identity issues; and,
• Offer support and accommodations, where necessary, to gender identity employees to ensure their safety, well-being, and participation in the workplace.

Benefits of the Policy included:

• Enhanced recruitment and retention of diverse talent;
• Improved employee morale and satisfaction;
• Compliance with legal requirements and best practices related to diversity and inclusion; and,
• Alignment with the Council’s organisational values of fairness, equality and respect for all individuals.

The Policy had been developed by the Council in conjunction with Unions and represented a significant step forward in promoting diversity, equality, and inclusion within the Council.

It was urged all stakeholders support the Policy and work together to ensure its successful implementation.  All employees would be informed of the Policy.

While further development to protect transgender employees would be needed, the Policy remained an important step forward.

The Council cared for all employees, and the Policy complied with legal requirements and the Council’s own corporate values of equality.

A UNISON representative welcomed the Policy; it was the right step forwards.  It was noted that the challenges faced by transgender people remained a concern and that the Council would need to continue efforts in providing a safe and welcoming environment.

The Chair echoed these sentiments, noting it had been appropriate for the HR Business Partner to work with Unions to create the Policy and that it was brought before the Committee for review.

Moved by Liz Robinson (UNISON Convenor) and seconded by Councillor Duncan Haywood

RESOLVED that the Gender Identity policy is approved and implemented.