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ARTICLE · 16 JUNE 2022

Improving Inclusivity For Trans And Non-Binary Employees In The UK

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Recently society has experienced a shift towards greater understanding and acceptance of gender fluidity and the needs of trans and non-binary individuals.

United KingdomEmployment and HR
Libby Payne
Libby Payne
Libbi Wittenberg
Libbi Wittenberg
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Recently society has experienced a shift towards greater understanding and acceptance of gender fluidity and the needs of trans and non-binary individuals. Some businesses have accepted and celebrated this shift; others have struggled with the concepts. This could result in trans and non-binary individuals not wanting to discuss their needs openly with their employers. According to a UK report published by TotalJobs in 2021, 65% of 400 trans employees surveyed were not out at work (up from 52% in 2016).1 It is important for UK employers to take note of this shift and take steps to support trans and non-binary people. In addition to the positive consequences of support for individual employees, and consequential benefits such as improved staff retention, this can result in other benefits for businesses. Inclusivity and diverse management can strengthen workplace culture, increase creativity and lead to improved financial outcomes for businesses. Additionally, failure

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