Corps Together – Gender Reassignment

Why is gender reassignment a protected characteristic?

No-one should be treated differently because you have had gender reassignment, or are trans, transgender, trans male or trans female. Trans is an umbrella term to describe people whose gender is not the same as, or does not sit comfortably with, the sex they were assigned at birth. Gender reassignment does not have to involve a medical process, nor do you have to have gone through any treatment or surgery to change from your birth sex to your preferred gender.

Having gender reassignment does not define competence or capability in the workplace, but everyone should feel valued and be able to bring their whole self to work, irrespective of how they choose to identify.

Types of Discrimination

There are many types of gender reassignment discrimination, including:

Direct discrimination, where someone treats you worse than another person in a similar situation because you are trans. This also includes considering ‘absences from work’, where your employer should not treat you worse than you would be treated if you were absent from sickness, than if you are absent from work because of your gender reassignment.
Indirect discrimination is when an organisation has a particular policy or way of working that puts people with the protected characteristic of gender reassignment at a disadvantage. For example, being mindful about tasks that might require employees to show and tell past and present photos of themselves, may cause more impact to someone who is trans, who may feel uncomfortable for having to do so, and who may be judged for not participating in the task.

What does the Equality Act says about gender reassignment discrimination?

The Equality Act 2010 says that you must not be discriminated against because:

You are proposing to undergo, or having undergone a process to reassign your sex.
To be protected from gender reassignment discrimination, you do not need to have undergone any medical treatment or surgery to change from your birth sex to your preferred gender.
You can be at any stage in the transition process, from proposing to reassign your sex, undergoing a process of reassignment, or having completed it. It does not matter whether or not you have applied for or obtained a Gender Recognition Certificate.

Our Objectives

To be a more inclusive environment for our trans and non-binary colleagues
To use more trans inclusive language in all that we do and to help to shape our inclusive strategies
Create a culture where staff feel safe and comfortable to undergo gender reassignment, and not to be judged for it

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Talk to us…

The sole purpose of Corps Together is to engage with you, our colleagues, to understand the things that matter most and tailor our activities to help and support.

We would love to hear from you, so please get in touch to share knowledge, experiences, and new ideas freely.

You can also contact the team to discuss any issues or concerns you have regarding equality, diversity, and inclusion within our company.