Firms urged to review HR policies to attract and keep staff

HR and employment law specialist Precept has said firms must create ‘a truly inclusive and safe workplace culture’ if they are to attract and retain talent.

Research from the CIPD – the professional body that governs HR and people development – found that a staggering 55% of trans workers in the UK have experienced conflict and harassment in the workplace compared with 29% of heterosexual, cisgender employees.

And a poll from the TUC highlighted that there is still a widespread lack of support for LGBTQ+ staff, with one in five workplaces not having policies in place to support LGBTQ+ staff.

Precept is now urging businesses to review their HR policies to ensure that their company promotes a zero-tolerance approach to bias, barriers and discrimination.

The firm recently held a webinar on gender identity in the workplace to offer advice to businesses and organisations, where senior associate Philip Pearson-Batt shared some tips.

He said: “While there are no changes in law regarding gender identity in the workplace on the horizon for 2024, it is always a good idea for organisations to review their policies and procedures and to have more awareness on the topic as society changes.

“Raising awareness and opening channels of communication can help.

“Talking is encouraged, too. Chat to your trans staff and listen to what they have to say; often they will be best placed to tell you how they would like you to deal with a period of transition for them.

“Try to have inclusive resources and facilities; think about toilet facilities and uniform.”

According to Philip, trans, non-binary and gender fluid staff are already offered some protections from discrimination under the Equality Act 2010.

He said: “A lot of employers don’t always know that trans staff have an additional protection under section 16 of the Equality Act.

“Employers will be guilty of direct gender reassignment discrimination if, in relation to the trans employee’s absence from work that is due to gender reassignment, they treat them less favourably.

“This means that trans staff should be receiving at least the same pay as they would for any other absence and employers should also be mindful of how they treat such absences when making redundancy decisions, too.”

Precept’s next webinar, which takes place on 14 February, will focus dealing with performance issues in the workplace.

To book places visit http://www.precepthr.com/news/events .