Neil Grogan, Client Account Manager, Stonewall

C12: Supporting your Trans staff

Chair a:gender

@agendergovuk

Jacqui Gavin

Assistant Director, Diversity and Inclusiveness, EY

Tim Jarman

Page 4

EY - Who we are

► Global professional services firm

► 210,000 people

► Over 150 countries

Page 5

Our journey so far in the UK and Ireland

► Gender identity question added to our staff satisfaction survey

in early 2015

► Gender identity question added to our HR system in late 2015

► Work on reviewing policies to gender-neutralise where

appropriate

► Gender identity, expression and transition internal support

guidelines launched in late 2016

► Focus on gender identity during annual ‘Summer of Inclusion’

campaign in late 2016

Page 6

Our UK and Ireland gender identity, expression and transition guidelines

► Not anchored in legislation

► UK and Ireland

► Covers transition but also

wider gender identity and

expression

Page 7

Internal consultation

► We actively engaged with a number of key

stakeholders within the firm, including:

► Unity - EY’s LGBTA Network - particularly trans* members

► HR community

► D&I community

► Line managers

► Senior leaders

Page 8

External consultation

► We shared drafts of our guidelines with several

organisations in both the UK and Ireland, to collect

feedback and check our direction

Page 9

Internal launch

► Prior to launch, central HR teams briefed and training on

transition planning provided

► ‘Soft launched’ by making accessible on our intranet

► Three weeks later ‘officially’ launched during our annual

‘Summer of Inclusion’ 5 week campaign, with one week

themed on gender identity

Page 10

Some thoughts from our people

“Coming to EY as an intern, I was sure that I would have to be closeted about both my

gender-identity and sexuality, but from my arrival at the firm I was pleasantly surprised at

how understanding and friendly everyone has been. The guidelines may affect only a small

percentage of the EY family, but for those impacted the message which they portray is a

precious one; of love and acceptance - an outstretched hand - and this is invaluable.”

Daniel Whitaker

2016 Summer Intern

“Struggling with gender identity can often be a lonely and isolating experience. It is a time where support and education is crucial for both employers and employees.

The introduction of this guide reinforces my personal feeling of security and goes some way to answering difficult questions around a topic that isn't widely understood. This guide further strengthens the position EY has on all matters D&I and acts as a clear message that inclusion is at the heart of everything we do and embedded within our culture.“

Anjeli PatelConsultant, People Advisory Services

Page 11

What next?

► Still very much on a journey and lots still to do, but we feel

like we’ve set a great foundation to build on

Project Manager, Stonewall

Peter Holmes

13

BACKGROUND

Workplace Equality Index 2016 used as an information gathering tool.

Analysis of all the information and policies to look for themes and best practice.

These resources are a starting point to help you think about structure and content of trans inclusion work in addition to other key considerations.

14

Introduction to terminology, how transphobia can

manifest in the workplace and the law.

KEY MESSAGES

• Know your terminology

• Trans experiences are not homogenous

• The law and ‘gender reassignment’ as a protected

characteristic are narrow

• Go above and beyond the law in treating all gender

identities and expressions as protected characteristics

15

The business case for trans inclusion and how to

effectively communicate your commitment to all staff.

KEY MESSAGES

• Gain buy-in from senior leaders

• Effective communication will benefit the whole

organisation

• You should communicate both trans specific and trans

inclusive messages

16

Structure, language and content considerations when

creating a transitioning at work policy.

KEY MESSAGES

• Think carefully about the language you use

• Make the policy or guidelines trans specific

• People’s experiences of transitioning are unique

• Structured but flexible

• Timescales, activity and communication should be

driven and led by the person transitioning

17

Other policy considerations including facilities and

dress code.

KEY MESSAGES

• Examine all your policies to ensure they are trans

inclusive

• Include all trans people, including non-binary

• Think carefully about your dress code

• Think carefully about facilities and assume people will

use the facilities which align with their gender

18

How to drive positive change within your organisation

KEY MESSAGES

• Target different levels of your staff with different

messages. Think about how to engage the following

• Board Level

• Senior Management

• Line Managers

• All Staff

• Use your LGBT Network Group

• Profile Role Models

• Utilise and empower Allies

19

Systems, spaces and front line staff

KEY MESSAGES

• Think about your customer journey.

• Do you have to monitor?

• Think about IDs/Titles and systems.

• Think about touch points.

• Email / Phone / Face-to-face

• Physical spaces

• Implement training for frontline staff

20

Q&A