c12: supporting your trans staff · percentage of the ey family, but for those impacted the message...
TRANSCRIPT
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