What is worse: The ignorance of the law or the employer?When quizzed on which transgender characteristics are protected against discrimination, 77% of employers were wrong. Employers in the tech sector were the least knowledgeable, as 87% gave wrong answers. A third of all employers polled thought that all transgender workers are legally protected against discrimination. When in fact, The Equalities Act 2010 only protects transsexuals (transgender people who propose to, are undergoing or have undergone medical gender-reassignment? treatment) against discrimination. However, disturbingly only 9% believe the law needs to change 59% are against the law extending to protect all types of transgenders from discrimination, such as non-binary and cisgender people. Sunderland added: What is clear is the need to change the law to protect not just those who are going through gender reassignment, but the wider transgender community such as non-binary workers. in 2016 The Women and Equalities Select Committee recommended amending the protected characteristic of gender reassignment in the Equalities Act 2010 to read gender identity? which was rejected by government. if were to encourage businesses to build a trans-inclusive workplace then we need the backing of the law together with greater support for employers to help understand the issues around transgender workers in the workplace. A business where everyone feels welcome and valued is by far a more productive one. Employers should take note that by directly not hiring a candidate because they are transgender breaks the law. Ahead of London Pride 2018, Business Advice is publishing a series of articles celebrating the role of the LGBT+ community in UK workplaces and informing employers of best practice for inclusion. Preparing your workplace for a transgender employee Pride 2018: Are these big brands LGBT+ allies or opportunists? Do we still need a business case? to promote LGBT+ inclusion in our workforces?
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