Gender Transition Guide for Managers
Applies to: all TWG team
Overview
It is important to us that our team feel comfortable being who they are at work and as a Group, we would really like to support that.
Gender transitioning is a unique and personal experience. It is important that if anyone in your team is thinking of transitioning and they talk to you about this, that you are open, supportive and listen to what the team member is saying to you.
FAQ's
What should I do as a Manager?
Listen to what the team member is saying, without interruption.
Ask what support the team member needs.
Take a break from the meeting to seek advice if you need.
Ask if you can help put together a plan (Gender Transition Plan).
Let them know that you are there to support that team member and direct them to agencies that can help if they need additional support (listed in Gender Transition Plan).
What should I NOT do as a Manager?
Tell the team member that they are not able to transition at work.
Tell other people without the team member's permission.
Assume that you know how to mange the situation without talking to the team member first.
Impose a timeline of transition onto the team member, that they do not agree with first.
Tell the team member they can't use the bathroom or direct them to use a certain bathroom.
ill provide you up to 10 days paid leave for you to attend medical related appointments that are associated with your transition, if you plan on undergoing gender reassignment surgery.
We will enable you to use your existing leave entitlements in relation to identifying as a different gender.
We will provide free and confidential counselling through OCP if you are thinking about transitioning or just have some questions.
We will put measures in place so that you will be listened to and supported.
We will put a plan in place with you, so that there is clarity for you around types of things we can do to help.
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