zulooeternal.blogg.se - International transgender day of visibility

started to develop a new Gender Identity and Intersex model policy package, building on previous guidance produced by the a:gender network and aimed at giving guidance to trans, non-binary and intersex individuals, their colleagues and managers on how to address issues in the workplace, and create an inclusive working environmentĪ:gender, the cross-government network for transgender, non binary and intersex civil servants, was established in 2003.

included questions on gender identity in the annual Civil Service People Survey.

specifically included transgender and intersex people in our Diversity & Inclusion Strategy.

For example, during my tenure as LGB&TI Champion we have:

I am proud of the progress the Civil Service has made in raising the visibility of our trans staff, and beginning to address their needs. In my 30 years in the Civil Service, and especially in my four years as Civil Service LGB&TI Champion, I have seen considerable progress in raising awareness of issues for trans and non-binary civil servants, and establishing working environments that are transgender- and non-binary-inclusive. achieving our ambition to be the most inclusive employer in the UK.meeting our commitment in the LGBT Action Plan to role-model best practice in establishing working environments that are inclusive for LGBT staff.meeting our commitment in our Diversity & Inclusion Strategy to take targeted action to ensure that the working environment is LGB&TI-inclusive.We need these data to enable us to measure our progress in: We are, therefore, working with the Office for National Statistics (ONS) and Government Equalities Office (GEO) to develop standardised questions for inclusion in internal departmental systems, such as HR systems. In the cross-government LGBT Action Plan, we have committed to ensuring the Civil Service is an exemplar employer for collecting data on sexual orientation and gender identity in a sensitive, respectful and proportionate way. As an organisation we need greater visibility to understand and monitor the experiences of our transgender colleagues.

If transgender civil servants are invisible in the organisation, individuals will feel isolated. Visibility is key to developing an inclusive culture and working environment. This year Transgender Day of Visibility (TDOV) has the theme and hashtag #MoreThanVisibility. International Transgender Day of Visibility takes place every year on 31 March, to celebrate transgender and non-binary people, and to raise awareness of the discrimination faced by transgender people.