Trans and non-binary inclusion ahead of Trans Day of Remembrance
Every 20th November is Trans Day Of Remembrance (TDOR). An annual event that honours the memory of the trans people whose lives were lost in acts of transphobic violence during the previous 12 months. TDOR started in 1999 as a vigil organised by trans activist Gwendolyn Ann Smith to honour the memory of Rita Hester, a trans woman who was murdered in 1998. The vigil commemorated all the trans people lost to violence since Rita’s death. It has built into an international movement. Every year on 20th November vigils and remembrance ceremonies are held across the world to remember those who we have lost due to transphobic violence, and to raise awareness of the violence trans people face while living their lives.
Trans and non-binary inclusion at Inclusive Employers
At Inclusive Employers, transgender inclusion is part of the work we do. On 17th November, we’re running a webinar about TDOR and trans inclusion, and will be sharing resources to help you make your workplace as trans inclusive as possible. Our ‘Transgender Factsheet: Myths and Facts’ is now available. Inclusive Employers members can access it for free in the resources area (include link). Non-members, please get in touch at email@example.com to request your copy.
Find out more about how we deliver trans and non-binary inclusion training in the case study below – we worked with Network Rail to ensure they were offering the most appropriate advice and support, and providing line managers, colleagues and customers with the best experience.
A case study: Trans and non-binary inclusion with Network Rail
“The session gave me time and space to explore with experts my understanding of a part of everyday experienced by many of our colleagues and passengers that as a truly inclusive employer we need to be confident that we respond to and support sensitively.”
HR Director, Network Rail
Network Rail employs 40,000 staff across the UK, and HR Business Partners provide support and advice across the whole business. The Infrastructure Projects team within Network Rail wanted to make sure that the advice and guidance they were giving to managers who had trans and non-binary staff reflected best practice. They asked Inclusive Employers to design training for their HR Business Partners that focused on how they could advise and support line managers and their trans colleagues, to have the best experience at Network Rail.
Inclusive Employers spent time with the HR Business Partners to discuss their needs around trans inclusion and the impact they wanted the training to have. We familiarised ourselves with the challenges, common issues and areas of business that the HR Business Partners work with to get clear context of the role and ensure training was relevant and effective. Part of the training included looking at case studies based on real life situations to test out the learning in a safe environment, before the new knowledge was implemented.
We trained over 50 HR colleagues at Network Rail, and received positive feedback from all levels of HR. The session received an average feedback score of 9/10 and all delegates reported feeling more confident to advise their colleagues about trans inclusion in the future.