To mark Pride 2022, DWF hosted an event on 'Mental Health and Coming Out' to continue to raise awareness of LGBTQIA+ identities.
They also continue to undertake work behind the scenes to enhance inclusivity in the workplace for all colleagues regardless of sexual orientation or gender identity.
Whilst policy reviews take place annually to reflect changes in best practice, this year DWF have taken the opportunity to build in greater clarification on terminology, additional guidance for trans colleagues and their line managers, and greater coverage for gender fluid individuals.
Whilst the policy is owned by the HR team, these changes have been made in collaboration with the DWF Diversity & Inclusion Manager, Out Front (DWF's LGBTQIA+ Employee Network) and external D&I partners.
Out Front Executive Sponsor, Damien van Brunschot, said, 'I am delighted to see DWF and the Out Front network continually taking steps to support our LGBTQIA+ colleagues. This policy plays an important role in reinforcing our zero tolerance stance on discrimination based on gender identity whilst providing guidance on transitioning in the workplace and education on gender transition for all colleagues.'
Key changes in the latest version include;
- An updated and extended list of definitions to provide greater clarity on the terminology related to gender identity and transition.
- Changes to the wording to provide greater coverage of non-binary individuals, particularly gender fluid identities.
- Additional reminders on support options available and how to report issues.
- A suggested actions list to help guide conversations regarding transition in the workplace.
- A task list of actions to take post transition such as updating IT systems and security passes with new identity information.
DWF recognise that every transition is different so whilst additional guidance has been provided, it is also designed to be flexible and enables colleagues to transition in a way that is most suitable for them.