Transitioning at Work Policy

Introduction

This policy forms part of Ashford & St Peter’s Hospitals NHS Trust’s (ASPH) commitment to create a positive inclusive culture of respect and civility for all individuals including staff, patients, their families and carers as well as community partners. The Trust’s values (the ‘4P’s’) and Staff Pledge are integral to all aspects of day-to-day life in the organisation and underpin the application of all our employment policies and procedures.

This policy sets out guidelines for those transitioning at work to ensure effective support for staff who choose to manage their identity in this way so that transition can be handled in a way that is sensitive, consistent, fair and in line with statutory requirements and best practice.

Aspects of the process of transition are covered by the Equality Act 2010, the Gender Recognition Act 2004, the Human Rights Act 1998, and the Data Protection Act 1998 and this is reflected in the policy. See appendix 1 for more details.

Purpose

To provide a framework by which the Trust will support a colleague who wants to transition their gender presentation in the workplace and to describe the steps to be taken by the parties involved.

To ensure appropriate confidentiality and sensitive communications throughout the process, ensuring employees are well supported at all times.

To ensure compliance with relevant legislation.

Scope

Everyone’s transition is personal and unique, and the wishes of the individual transitioning should be paramount, and these should be used as guidelines rather than rigid procedures.

This policy applies to employees, contractors and volunteers who have decided to transition the presentation of their identity, their managers and colleagues. It comprises: an overview of transitioning, how individuals disclose and support for individuals; legal frameworks, a procedure for changing records, a procedure for informing colleagues, absence management and returning to work, social and medical considerations, responsibilities of those involved at the different stages.

Policy Details