This is an HTML version of an attachment to the Freedom of Information request 'Employee Policies in Respect of Transgender Employees'.



 
 
Trans Equality 
Policy 

This policy sets out the Bank’s expectations for supporting 
 
all trans, non-binary and gender-fluid employees. 
Why do we  The Bank is committed to providing an inclusive and welcoming 
community where employees are enabled to meet their full potential and 
need this 
are treated as individuals.  This policy’s focus is: 
policy? 
  providing support for and understanding of those individuals who 
 
wish to take, or have taken, steps to present themselves in a gender 
different to the one they were assigned at birth; 
  ensuring the wellbeing, safety and security of trans, non-binary 
and/or gender-fluid employees; and 
  Setting expectations for all employees on how to approach gender 
identity considerations in a respectful manner. 
You can read the Bank’s supporting guidance (Trans Equality and 
Transitioning at Work Guidance) for this policy here. 
Please also see the Bank’s separate policy in relation to transitioning at 
work. 
This policy does not form part of any contract of employment or have 
contractual effect; the Bank therefore reserves the right to amend, 
replace or withdraw this policy from time to time. 
Who does 
This policy covers staff (including employees, officers, consultants, 
contractors, interns, volunteers, casual workers and agency workers) and 
this policy 
also third parties such as customers, suppliers or visitors to the Bank’s 
apply to? 
premises. 
This policy applies to staff on Bank premises and equally outside of the 
workplace, such as on business trips, while working from home, at work-
related events or when socialising with other members of staff. 
Please contact the P&C Inclusion Team if you require further information 
or support. 
 
 

 


 
What you must know or do? 
What does it mean to be trans? 
“Trans” is an umbrella term used to describe people whose gender identity 
or expression is not the same as, or does not sit comfortably with, the sex they 
were assigned at birth. “Non-binary” is an umbrella term for gender identities are outside 
of the male/female gender binary. “Gender fluid” is a term used by people who do not 
identify as having a fixed gender. 
Trans people may describe themselves using one or more of a wide variety of terms, a full 
list of useful terminology is available in section 5 of the Trans Equality and Transitioning at 
Work Guidance. 
What is Transphobia? 
A non-exhaustive list of behaviours which are considered transphobia include: 
  Speculating about someone’s gender – “Is that a man or a woman?” 
  Disclosure of someone’s trans history without a legitimate reason - “He used to be a 
woman” 
  Dead-naming – use of the birth name or other former name of a transgender or non-
binary person without their consent 
  Misgendering – Purposefully, persistently and intentionally using an incorrect pronoun 
  Inappropriate questions about medical history or treatment 
  Words or actions that deter trans, non-binary or gender-fluid individuals from using the 
Bank facilities of their choice or amount to harassment. 
Key Principles 
  The Bank seeks to treat employees fairly and consistently regardless of their gender 
identity. 
  The Bank will provide a supportive environment for employees who wish their trans 
status to be known. 
  Transphobic abuse, bullying or harassment will not be tolerated and will be dealt with 
under the Bank’s anti-bullying and harassment policy. 
  The Bank seeks to provide appropriate facilities so that trans, non-binary and gender 
fluid employees have access to the facilities that they feel most comfortable using 
(gender neutral or otherwise) on Bank premises. 
  Employees should feel able to dress however they feel most comfortable at work in line 
with expectations around business dress in their local area and any health and safety 
requirements.  The Bank will seek to make uniforms available, if required, to suit all 
gender identities. 
 

 



 
  The application of this policy will be accordance with the relevant data protection 
legislation.  For information on how the Bank processes your data, please see our staff 
data privacy notice. 
For all employees 
All employees have a role to play in creating an inclusive working environment for trans, 
non-binary and gender fluid employees. 
1.  You must be respectful and thoughtful in your behaviour towards trans, 
 
non-binary and gender fluid employees including questions relating to 
gender identity. 

This means:  
1.1.  Reporting any instances of transphobia, discrimination or harassment 
towards individuals to a manager or Employee Relations. 
1.2.  Respecting the individual’s privacy and not speaking to others about a 
person’s trans status. 
1.3.  Respecting the individual’s right to use the bathroom facilities they feel 
most comfortable using. 
 
For all managers 
Managers play an important role in ensuring trans and non-binary employees feel 
supported. 
2.  You must ensure that trans and non-binary employees are full supported at 
 
work. 
This means:  
2.1.  Ensuring that all employees are able to dress however they feel most 
comfortable, in line with expectations in the local area.  This includes 
ensuring the option that uniforms can be gender neutral. 
2.2.  Having due regard to issues of confidentiality concerning any 
information that is shared by the individual. 
2.3.  Challenging any non-inclusive behaviour to or about the individual. 
2.4.  Being guided in your actions and communications by the individual. For 
more information on what this entails, see the related guidance. 
 
 

 


 
What support is available? 
We have a confidential Employee Assistance Programme who can provide 
support and guidance, or our in-house counselling team are available to 
discuss any concerns you have. 
The LGBT+ & Allies network steering group has buddies who are happy to 
support and answer any queries, email for details. 
Alternatively, you may find the following websites useful: 
 
  www.Stonewall.co.uk 
  www.gires.org.uk 
  www.gendertrust.org.uk 
 
What is the impact of non-compliance? 
If you realise you have breached – or suspect that you might have breached – a 
requirement in this policy please tell your line manager as quickly as possible, so that the 
issue can be reported and redressed under the Bank’s Breach Management Policy.  The 
Bank gives credit for you taking prompt responsibility for your mistakes.  You should be 
aware that failing to discharge your responsibilities could lead to disciplinary or other 
action. 
 
Governance 
Any substantive changes to this policy should first be endorsed by the Compliance Division 
and then pass through all appropriate levels of Bank governance.  

Policy Owner: 
Inclusion, People and Culture. 
Policy Approver: 
Executive Director, People and Culture 
Last Reviewed: 
13/09/2021 – approved by ED, People and Culture 
Next Review Date: 
13/09/2023  
Version:  
1.0