Line Manager Factsheet
on
Gender Reassignment
Understand your
responsibilities towards
all genders


Familiarise yourself with
the Equality Act 2010,
the University of
Warwick’s Equality and
Diversity Policy and
Dignity at Warwick
Policy
Understand the
definition of gender
equality for all
Are your workplace
and working ethics
inclusive to all?

 Ensure all staff are
aware of
opportunities
regardless of their
gender




Understand that all staff
have different
backgrounds and
cultures
Ensure staff are able to
perform to the best of
their abilities
Confidentiality
Equality and
Diversity Training
Inform colleagues
about the LGBT Staff
network group

Be aware of
additional support
available

Display E&D posters
in department
Familiarise yourself
with available
resources and obtain
further support,
advice and guidance
 Equality
Challenge Unit
(ECU)
 Equality &
Diversity Team
 Occupational
Health
 E&D Webpages
 HR Advisor
 Stonewall
Manager’s Responsibility
Transition at work is a time when many trans people may face
discrimination. Talk to the individual and find out how you can best
support them. Involve your HR Adviser to ensure the right support is
given.
REMEMBER: You cannot discuss the individual’s case with anyone
without their explicit permission.
Dignity at Warwick
Familiarise yourself with the Dignity at
Warwick Policy – If a member of staff feels
they are being bullied or harassed they can
speak to a Dignity Contact in confidence.
http://www2.warwick.ac.uk/services/equal
ops/dignityatwarwick/
Staff Network Group
The university has a successful LGBT staff
network group. Ensure the member of staff
is aware of this support mechanism.
Equality Act 2010
The Act provides protection for transsexual
people – people who are proposing to
undergo,
are undergoing or have undergone the
process of
changing their sex. These people have the
protected characteristic of gender
reassignment.
E&D Training
Find out about the E&D training sessions, these cover all
Protected Characteristics. Also complete the online E-Learning
modules. Encourage all your staff to complete the online
modules as a minimum.
http://www2.warwick.ac.uk/services/equalops/training
University Policy
Supporting staff through gender
reassignment
Familiarise yourself with the
university policy on Gender
Reassignment, this can be located
on the Equality and Diversity
webpages.
If a member of staff advises that they have
gone through, are considering or are going
through gender reassignment familiarise
yourself with the gender reassignment
policy. Keep all information confidential
and discuss with the individual if you wish
to obtain further guidance from HR.
Understand the action plan and
see how you can help to
implement some of the changes
that may be required.
Discuss everything with the
individual to ensure there is clear
communication.
Agree the actions discussed and
arrange regular meetings.
With the individuals permission
seek additional advice when
necessary.
http://www2.warwick.ac.uk/servi
ces/equalops/genderreassignment
Inclusivity
Ensure your department has an inclusive
approach to all staff and students
Resources
Familiarise yourself with the resources available and refer to
those when necessary for further support, advice and guidance.
Speak to your HR Adviser or the Equality and Diversity team
Refer to the guidance provided by Stonewall

Gender Reassignment Policy - The policy has been formulated to provide general guidance
and policy advice to staff, students and managers about transsexual and gender
reassignment issues. The policy applies to all staff, including part time teachers, casual staff,
temporary staff from Employment Agencies and Contractors working on campus. Trans is
an inclusive term for people who identify themselves as transgender or transsexual. The
word trans can be used without offence (as an adjective) to describe people who:
•
are undergoing gender reassignment
•
identify as someone with a different gender from that in which they were born, but who
may have decided not to undergo medical treatment
•
choose to dress in the clothing typically worn by the other sex
 Dignity at Warwick Policy - It’s important that managers are able to direct staff members to
organisational policies when dealing with cases of bullying and harassment, including the various
reporting routes available to them
 Manager’s Responsibility - All managers need to be clear in their role in how to support staff
regardless of their gender, as a manager you are responsible for tackling any discrimination and
familiarising yourself with the policies and resources to support your staff
 Transsexualism - Transsexualism is not the same as, and should not be confused with, ‘cross
dressing’, transvestism, or sexual orientation. Transsexualism is not a life style choice, nor a facet of
sexual orientation, nor a disease. A transsexual is a person in which the sex-related structures of the
brain that define gender identity are exactly opposite the physical sex organs of the body. Put even
more simply, a transsexual is a mind that is literally, physically, trapped in a body of the opposite sex
 Gender Reassignment support – If a member of staff declares that they are planning to go through,
have been through or are going through Gender Reassignment you should familiarise yourself with
the policy that is available through the equality and diversity gender reassignment webpages:
http://www2.warwick.ac.uk/services/equalops/genderreassignment/, If you wish to obtain
additional guidance from HR or the equality and diversity team ensure that the individual is happy
with this.
•
Advise the individual of the Lesbian, Gay, Bisexual and Trans staff network group (PhD students
welcome) .
•
Gender Reassignment is one of the 9 protected characteristics covered under the Equality Act 2010 .
•
All members of staff should try to refer to the transsexual person by their new name and use
pronouns appropriate to their new gender role.
•
If a member of staff is in possession of a gender recognition certificate it is unlawful to disclose their
transgendered status without their consent.
•
Agree a transition action plan – arrange to meet regularly, this will include dates of transition and
communication plans.
Employee Network Groups – Show your support to the staff network groups by displaying
posters; ensure new and existing staff are aware of this resource. Network groups can
provide a safe channel for managers to seek advice and support on LGBT related issues.
Training – Encourage all members of staff to complete the online E-Learning modules Diversity in the Workplace. Reports can be obtained from the E&D team to monitor who
has completed the modules. Ensure all members of staff who sit on interview panels have
completed the Recruitment and Selection module to ensure no gender bias.
Inclusive Behaviour – To maintain the momentum around equality initiatives include
Equality and Diversity as a standing item on staff meeting agendas.
University Events – Encourage team members to attend diversity events that are held
around campus; this could be communicated by email, prominently displaying posters and
displays on digital screens.
OTHER USEFUL CONTACTS:
Sources of useful information
The Gender Trust - www.gendertrust.org.uk
The trust is recognised as an authoritative centre for professional people who
encounter gender identity related issues in the course of their work.
Transgender Zone - www.transgenderzone.com
Stonewall http://www.stonewall.org.uk/what_we_do/research_and_policy/sexual_orientati
on__equality_strands/10794.asp
Equality Challenge Unit - http://www.ecu.ac.uk/publications/trans-staff-andstudents-in-he-revised/ Guidance for Trans staff or students in Higher Education