April Top Tips

The Supreme Court’s unanimous decision confirms that, under the Equality Act 2010, the terms “woman” and “sex” refer to biological sex. 

 

The key decision the Supreme Court needed to make was whether a person with a gender recognition certificate who recognised their gender as female should be regarded as a woman under the Equality Act, meaning they would therefore gain protective rights such as the right to equal pay and protection from discrimination. 

 

It’s more important than ever to remember that transgender people are protected by law. Not only through the protected characteristic of gender reassignment, but also from direct and indirect discrimination, and harassment. 

 

Supporting non-binary and transgender equality in the workplace is important for employers to ensure that non-binary and transgender employees feel free to bring their full self to work. 

 

In hr2go Consultancy's April Top Tips, I offer practical guidance on how employers can foster an inclusive culture, recruit, progress and retain non-binary and transgender employees, encourage effective performance and minimise the potential for discrimination.