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“67% of millennial and generation z employees value diversity when considering employment opportunities.” – Bonusly
In the case of Taylor v Jaguar Land Rover Limited,2 heard before the Employment Tribunal in late 2020, the Tribunal considered the treatment of non-binary people in the workplace. The case concerned Rose Taylor, an engineer at Jaguar Land Rover. In 2017, she came out to her employer as transgender and genderfluid and began wearing women’s clothing to work. She faced serious challenges after coming out in her workplace, which ultimately led to her leaving the company.
The Tribunal found that Ms Taylor had suffered harassment, direct discrimination and victimisation because of gender reassignment under the Equality Act 2010, and that she was constructively unfairly dismissed.
It is important for employers to consider diversity and inclusion as a part of their wider HR and people strategy, and to include diversity as a central component. The following are some steps employers may take to support trans inclusivity in the workplace: Policies
It is important not only to have diversity and inclusion and bullying and harassment policies, but also to ensure that employees are aware of them and that they are fully implemented. Such policies should also be subject to regular review to ensure that they are fit for purpose.
“Corporations identified as more diverse and inclusive are 35% more likely to outperform their competitors.” – McKinsey