Help! Employee is Transitioning!

That was meant to be a question mark 😬

Don't you just love when you ask someone to expand on something (which they clearly have a very tenuous grasp of) and they tell you to Google it!p? 😂

No, you tell me!

Protected against discrimination, that's what the equality act is, it's anti discrimination laws. As for what non binary means, that can be easily googled.

As for employees coming before the bottom line, that's the way to go out of business.

All non binary employees are fully protected under the equality act 2010, as well as all gender fluid identities, you can Google Taylor v Jaguar Land Rover for full details. They all fall under the protected characteristic of gender reassignment in the equality act 2010.

In that case, should all staff not also get that meeting about how best their employer could support them. Is 'non binary' (I have no idea what that means in reality if not using stereotypes) a protected characteristic?

Really, really interesting point that touches on a huge variety of issues. Is it up to an employee to ask their employer to talk about support, is it up to an employer to ask an employee if they need more support?

Certain ‘changes’ are very obvious, so for example an employee starting to become non-binary or trans at work is obvious, someone returning to the office with a physical injury or disability is obvious etc. Lots of areas of life that need support aren’t that obvious though. I wonder where it should ideally stand, the employer or the employee starting the discussions? And what is an issue, experience, change etc, and what isn’t? What counts as something as employer counts as a ‘valid’ reason for requesting support, and what are many employers going to see as something as employer should just “suck up” and cope with?

Fwiw I think that the PP is right to suggest than an open conversation is probably best in this situation, but it does actually lead into a much wider conversation about employer support.

Be supportive and respectful to your employee. If room sharing and bathroom access has always been by sex it can remain so presumably. Ask Kimye their preferences for how this is discussed with staff and clients and follow their wishes if reasonable and in line with usual company culture. Be clear that you recognise that they might encounter different reactions from others to their transition and you hope this will generally be polite and respectful. Let them know that you will address any clear transphobia from colleagues or clients. Your employee should come before the bottom line because they are your business. Tell them that their relationship with clients and the positive impression they make is important to business success.

Yes, I agree with the "Support? With what exactly?" posts... 🤷🏻‍♀️

Seems to me you're looking for problems when none even exist yet. Work an actual problem, don't go in search for one.

When did the world of work magically change and become so employee-centred? Could this be why so many young people say they are struggling to find decent jobs?

Wrt personal opinion not being valid at work - I'm not sure I agree with this. I had this situation at work, being asked to use he/him pronouns in formal reports. I didn't feel.I could do that as they are not a he/him.TBH it took much longer to write the report using their preferred names where possible and they/them also.

I felt that this was a good compromise where I did not mis gender them but I did not lie either.

We're all unique, right? Some people might not feel as confident coming forward to express their individual identity. They should merit as much support and affirmation as to their worth.

Not seeing too many possible issues in your OP?

Change of name - no problem. People are called what they're called.

Is NB and preferring androgenous presentation - no problem with managing that within appropriate professional workplace expectations and dress codes like all other employees.

If you're worried about politics entering the workplace then it's a case of the same exact same boundaries for all politics with all employeees - who you vote for, your faith and beliefs, your dietary choices etc etc are not part of the job or interaction with clients and shouldn't be pressed on other employees to the point they feel uncomfortable or that it's inappropriate. I have had to put down a boundary on this in a group and yes, was told I was transphobic for preventing 'trans positive messaging', but the bottom line was that the group was not a forum for political messaging of any kind. End of. Boundaries were the same for everyone.

Providing unisex loo if wanted, maybe move towards ending sharing of hotel rooms altogether if you're concerned that a female employee may end up in a situation where they feel unable to say no to a situation they're uncomfortable with.

Would this cover it?

I would get some proper legal advice. I don't know if someone coming out as non-binary therefore has the protected characteristic of gender reassignment - I would assume that they do, but a lawyer could advise you properly.

Do you have any policy on what to do if a client refuses to work with an employee of yours who has a protected characteristic? E.g. if (say) Tommy Whatshisname refused to see a Muslim member of your staff?

Seems like an excellent moment to end this policy of shared hotel rooms. Surely nobody loves that.

When you're dealing with clients there is little room for personal expression. There is a reason why everyone is wearing the same boring suit and has neutral hair, makeup, etc.

Op said if there is some perk, that staff share hotel rooms. I remember a Christmas party in a hotel aeons ago. I was late arriving, so the others had all doubled up in twin rooms by the time I arrived. I had to share with the boss. It was a woman (before men 'identifying' as women became increasingly popular), so no issues like could present now.

Not much banter.

Butterflayaway, please explain non-binary to me in more detail because I really don't get it. I'm a woman who has never bothered with gender stereotype stuff: short hair, trousers, no make-up or jewellery. I'm been called sir or mate or asked to leave the women's loos on occasion and it hasn't been an issue for me. I've never needed to call myself by an androgynous name and I've never required the world to adapt itself to my unique requirements.

Am I non-binary too? If not why not?

The human thing to do would be to start an open dialogue with the employee about how you can best support them, GC or not. I’d start there.

You could solve the pronouns in email nonsense very easily, OP.
Simply issue a diktat that all employees will use the approved company format and font for emails, and no additions (pronouns, star signs, sexual orientation, favourite biscuit) will be permitted.

If they are NB, then they are according to theirself neither male nor female. As long as they dress professionally and appropriately then that's fine ditto whatever name they wish to use. If they want to put pronouns in their email, they can do so, but no one else should feel pressured to do so.

Even the most conservative client will understand the world is a little gender mad right now. They likely read about it quite regularly even if they don't support it.

So they won't be shocked and caught off guard, they just may not want to work with that person.

What happens when you have client who doesn't want to work with someone in your company? You pass them off to another employee if you have resource available... if you don't they will probably go elsewhere. This is such a normal occurrence I don't see why it's an issue.

I wouldn't pre-empt it though. I would wait and see what happens. If there is an existing relationship there you might be surprised at how little they care about this.