Lesbian, Gay, Bi and Trans inclusion

Background

Eversheds Sutherland International are a top 100 ranked employer in the Stonewall Equality Index and have been for eight years. One of their aims is to make sure that all colleagues and partners can bring their true selves to work.

What did they do?

• Launched a Transitioning at Work Policy in 2018, with supporting guidelines, FAQs and template Transition Plan.
• Established a working group that included colleagues from HR, recruitment, IT and the Perspective (their LGBT+ employee network) to make sure the policy was implemented successfully.
• Asked Global Butterflies to present a "Trans 101" webinar to educate colleagues on trans inclusion.
• Adapted the gender marker question in their employee wellbeing surveys to include a trans option and free-text boxes.
• Ran a series of client training courses on gender identity and intersex, aimed at increasing awareness and best-practice approaches in the workplace. This was co-presented with Acas and a:gender with trans, non-binary and intersex speakers.
• Hosted a DiveIn Festival event in Leeds, "Who do you think you are?", with Sophie Cook, trans advocate, as keynote speaker.
• Hosted a Stonewall Trans Allies Seminar.

Next steps

They will roll out additional training on their Transitioning at Work Policy and Guidelines. They are also in the process of designing a new HR software system for employees and aim to include more inclusive gender and title options.

What they said

Lee Ranson, CEO, said

"On behalf of the firm, I am proud to announce the launch of our new Transitioning at Work policy and guidelines. We are wholly committed to the trans community and I am delighted that we have formalised our approach around supporting our colleagues who wish to transition."

Background

To promote equality and to help foster understanding of gender identity and transgender experiences, Norton Rose Fulbright wanted their staff, managers and senior leaders to learn more about trans inclusion.

What did they do?

• Guidelines were created to inform, educate and equip employees and partners on trans inclusivity. These set out the firm’s expectations and provided support for a range of situations, including when or if a colleague chooses to transition.
• In particular, Norton Rose Fulbright set out specific guidance for HR regarding transitioning, gender identity and gender expression in the workplace. These were brought to life with workshops and training designed and delivered for HR.
• Norton Rose Fulbright shares these guidelines with their outsourced service providers including receptionists, engineering and maintenance teams, and client hospitality. They were also shared with the security team. Individuals performing these functions were included in the training session offered to all employees.

Next steps

The impact of communicating these guidelines, and the related training, has encouraged a lot of discussion and requests for further resources and workshops.

What they said

Mark Greenburgh, partner at Gowlings WLG said:

"Creating a trans inclusive work environment benefits us all. It enables and supports our trans colleagues to be themselves in the workplace, ensuring we benefit from the experiences of a diverse community. It also promotes acceptance and knowledge among colleagues who do not identify as trans."

Lui Asquith, gender queer solicitor

I believe that a law firm that is resistant about talking about gender identity and trans inclusion, is a firm missing out on highly talented people. Having such initiatives will also encourage diversity in to the profession.

Allowing for acceptance and diversity brings with it positive wellbeing and mental health, which inevitably leads to better productivity rate and more business. Trans and gender variant people are significantly more likely to suffer with anxiety and/or depression and law firms can reduce the risk of this by simply being open and willing to learn.

One thing firms can do very easily is to provide trans awareness training for their staff. Firms can also fundraise for charities, that are working for trans equality and who can provide information to help inform colleagues.

If an employee comes out as trans, a timely, confidential and considered chat with them to explore what the firm can do to make them feel more comfortable is really important.

Here are some further tips:

• Be sure to ask them their preferred pronouns, name, title (they may not want one) and make any change of name simple.
• Make sure colleagues are respectful about the changes being made.
• Ask which information the individual wants to remain confidential and how they want their colleagues to be informed about the information they do want others to know.
• Make any approach trans employee led – everyone experiences coming out in different ways. Take the lead of the trans person and not what the firm thinks is best.

A lot of people show support and solidarity, however unfortunately some still show prejudice and discrimination. I would like to see more solicitors and lawyers stand up and count themselves as allies in the legal profession and come out for trans equality, whatever their identity.

My journey has not been an easy one. I had gender dysphoria and suffered with depression. I am now working hard so that I can use my qualification to provide advice, guidance and support to other trans and gender variant young people. I do not want others to go through a delayed process of self-identification and the negative psychological impact that may bring.

Mermaids is looking to create a network of trans aware lawyers around the country. If your firm is interested in becoming a Mermaids’ legally accredited firm, please get in touch.

Background

Pinsent Masons is committed to making sure their firm is as inclusive as possible and this includes promoting and encouraging trans equality. They have been ranked as second in Stonewall's Top 100 employers.

What did they do?

• Launched a film on gender identity in aid of Mermaids, a charity supporting children and young people, who are raising awareness about gender issues amongst professionals and the general public.
• Added a gender identity question to their annual diversity monitoring form. This resulted in some staff answering positively in that they identified with a different gender to that assigned at birth.
• Relaunched their 'Straight Allies' network as 'Allies' to take in to account gender identity as well as sexual orientation.
• Changed client registration to include Mx as an option alongside Ms, Miss, Mr etc.
• Sponsored an inspiring production by the Adam World Choir, a digital trans and non binary community choir.
• Introduced new inclusive leadership and workplace training.

Next Steps

Pinsent Masons are looking to introduce gender neutral toilets, as well considering redesigning their office and work spaces to more inclusive.

Background

Hogan Lovells recognise that their success as a global firm depends on them attracting and retaining the best people. They understand that a key part of this is having a working environment where people of all backgrounds and experiences can reach their full potential.

What did they do?

They created a policy spelling out the support Hogan Lovells offers to anyone wishing to transition and the colleagues they work with.

As part of their policy launch, they also provided trans inclusion training to their staff who work with clients. This included advice on how to talk to colleagues and clients about a staff member who has transitioned and guidance on what kind of language to use.

Next steps

Hogan Lovells will be rolling out further training and support in the future.

What they said

Ruth Grant, partner at Hogan Lovells and chair of their Global Diversity and Inclusion Committee, said:

Recognising the qualities and strengths required throughout the transitioning process, we are committed to supporting our people who wish to transition and to ensuring that their work and personal wellbeing are maintained throughout their transition."

Background

At Gowling WLG, their approach to inclusion is simple. Their aim is everyone can simply be themselves in the workplace, maximise their potential without anything getting in the way. In 2011, they joined Stonewall’s Global Diversity Champion scheme and started a LGBT network, OpenHouse, shortly after.

What did they do?

• Worked with trans colleagues to create their first trans policy for anyone considering transitioning - letting them know the firm is with them every step of the way.
• Reviewed their diversity and inclusion statement and policies so they were explicit in the inclusion of gender identity and gender reassignment.
• Launched an inclusion week.
• Celebrated Day of Pink with their staff and marked Trans Day of Visibility and Trans Memorial Day via social media and digital signage around the offices.
• Had a trans colleague speak at recruitment events and as a keynote speaker at a gender awards dinner, telling her personal story and sharing the impact of having supportive employers during her transition and beyond.
• Reviewed recruitment documents and added ‘Mx’ as an option their prefix when applying for roles at the firm.

Next steps

Gowlings WLG are looking at enhancing their training to be more trans inclusive and changing internal systems to include ‘non–binary’ as a gender option.

What they said

Mark Greenburgh, partner at Gowlings WLG said:

We want to be an inclusive workplace, which not only enables but encourages and supports all employees to be themselves and thrive regardless of gender, gender identity or sexual orientation. If someone wants to transition at work, they will be supported every step of the way and we will work with our trans colleagues to ensure we are as trans inclusive as possible."

Why it is important to support your trans staff

Every firm, large or small should be aware of the consequences of not supporting their staff through what can be a very difficult time. People who are transitioning or living their life in the ‘wrong’ gender can be very vulnerable. One solicitor told us about her experience at work after being diagnosed with gender dysphoria.

Many of us will say we do not know any trans people and it is an issue which does not affect us. However despite the higher profile of some trans men and women in public life these days, there are many people who do not feel safe to come out at work.

Some law firms are thinking more about their responsibilities towards their trans employees but many are closing their eyes to the issues.

I struggled with mental ill health for some years but managed to keep up a successful practice. However In 2010, I had another breakdown and was diagnosed with gender dysphoria. I shared this with close colleagues and my line manager. Suddenly the atmosphere in the office became uncomfortable. Snide comments and dirty looks were hard to ignore and the members piled on the pressure, hoping I would leave.

Things became intolerable and the firm did nothing to help. I was told to take annual leave for the counselling sessions I needed. I became desperately unwell and took a sabbatical from which I never returned. There was never any discussion about how I might return to work or whether I planned to transition and how the firms could support me to do this.