A selection of downloadable pdfs on workplace best practice when employing trans people:
The introduction of new legislation has made it illegal for employers to discriminate against transsexual people in the workplace. Although it is illegal to discriminate some employers are better prepared to recruit trans-people than others. When looking for positive employers it is important to seek organisations with policies relating specifically to trans issues already in place.
This guide is a first class document. It is comprehensive, authoritative and powerful. It is required reading for everyone who works with a transgendered colleague. It should be required reading for anyone who cares about creating a truly open, diverse and supportive workplace, where every one of our colleagues can feel valued, respected and understood.
This document explains the law and good practice in regard to gender variant, transsexual and transgender employees, and the issues that an employer has to address when employees propose to change their gender role on a permanent basis.
This guide is a practical resource for organisations specifically wanting to ensure their workplaces are supportive and inclusive of their trans staff. It outlines employers’ legal obligations and examines the nature of anti-trans discrimination and harassment, and the impact this type of discrimination can have on individual staff members, the working environment, productivity and an organisation’s external reputation.
This study aims to identify how to facilitate employers to make their workplaces more LGB and T-friendly. As such, it focuses on facilitators (including business benefits) and barriers to employer action, rather than on LGB and T-friendly policies and practices.
This research project was undertaken for the Equalities Review in 2006. During a 6 week period, the researchers undertook a mixed quantitative/qualitative approach to collecting and analysing information on transgender and transsexual people’s experiences of inequality and discrimination in the UK.
Loss of employment due to anti-transgender bias often means lost wages, lost health insurance coverage, and housing instability. Therefore, employment discrimination might affect the budget of the Commonwealth of Massachusetts in several ways: reduced income tax revenues, higher public assistance expenditures, and other costs.This study estimates that the impact of discrimination is likely to cost the Commonwealth millions of dollars each year.
This commission was convened to determine whether US military policies that ban transgender service members are based on medically sound reasons. They find that there is no compelling medical rationale for banning transgender military service, and that eliminating the ban would advance a number of military interests, including enabling commanders to better care for their service members.