The last few decades have seen a dramatic increase in the amount of legislation to protect against discriminatory behaviour in the workplace. Public awareness has also increased to such an extent that certain behaviours are no longer deemed socially or culturally acceptable. It started with the battle against racism and sexism, more recently it has progressed to addressing homophobic and religious discrimination. It has been an encouraging progression and whilst it would be naive to suggest that there is no longer any racism, sexism or homophobia in the workplace, a lot of progress has been made.
Enter transgender discrimination. This, in my view, is one area where, although legal protection exists, there is simply not enough awareness, understanding or acceptance. It is perhaps the 'final frontier' of discrimination. Transgender people sadly still suffer so much discrimination on a day-to-day basis, including in the workplace. Employers can absolutely do more to create a fully inclusive environment by supporting transgender employees and tackling discrimination in the workplace by raising more awareness. Thanks to high-profile celebrities like Caitlin Jenner, transgender issues have been thrown out into the public conscience, which can only be a good thing. This is the time to embrace the transgender community, to understand the struggles they face and to support them in every way we can. For employers, there are simple steps they can take - the article below from Canada has some good guidance (just bear in mind that the UK protection for transgender employees stems from the Equality Act 2010). It is time to move on from the final frontier of discrimination, we are well into the 21st century after all!
Transgender employees face many challenges in the workplace — not the least of which are vulnerability to and fear of discrimination. But there are many ways in which an employer can support its trans employees while meeting its legal obligations to all of its employees. Here are five ways in which employers can support transgender employees in the workplace.
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Happy hour? A conversation about alcohol and work – culture, risk and belonging
From post-deal drinks to client events and team celebrations, alcohol is woven into workplace culture. Yet when something goes wrong, it’s rarely seen as ‘just a drink’.
With new duties on employers to prevent sexual harassment, and growing attention on workplace risk and inclusion, it’s time to take a more intentional look at how alcohol shapes workplace culture – and the risks it carries.
This short, focused webinar will explore:
• How alcohol contributes to conduct, harassment and reputational risk
• The assumptions we make about what’s normal, social or expected
• How alcohol intersects with inclusion, wellbeing and boundaries
• What to think about when conducting risk assessments and looking at policies
• Practical steps to build positive connection while protecting what matters
Speakers:
Helen Dallimore
Head of Training, Byrne Dean
An experienced facilitator, trainer and former employment lawyer, Helen works with organisations to strengthen leadership capability and embed respectful workplace behaviours. She brings particular expertise in creating inclusive cultures where people feel safe, respected and able to thrive.
Cicilia Wan
Principal Consultant, Byrne Dean
A former employment lawyer and experienced Head of Employee Relations in global financial services, Cicilia has seen first-hand how alcohol can affect conduct at work, with deep expertise in leadership, culture and people risk.
Steven McCann
Founder and Director, MCG Consulting
A leading voice in workplace addiction and recovery inclusion, Steven advises organisations on addiction awareness, recovery-informed culture and social mobility. He has spoken at the Bank of England and works regularly with law societies, the Legal Services Board and institutions across law, finance and corporate sectors.
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