Lloyd’s of London issues trans and non-binary inclusion guide

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Lloyd’s of London has issued guidance to insurance firms and their employees on the inclusion of transgender and non-binary employees.

In his foreword to the guide, Lloyd’s global diversity and inclusion manager Marc McKenna-Coles admits that the Lloyd’s market – the oldest insurance market in the world – is “commonly conceived as being traditional in its outlook and make-up”, but says there is a “vigorous self-supporting trans and non-binary community already in existence in insurance”.

There have been numerous reports of sexual harassment and lewd behaviour at Lloyd’s and the organisations that operate within it. Lloyd’s has also urged the 45,000 staff working in the City institution to behave correctly during this year’s Christmas party season.

The report estimates that around 4% of the workforce could identify as transgender or non-binary, but this proportion “could rise to 12% or even 20% in the next decade, as a new generation, with new ideas comes into the workplace”.

It reminds employers that recruiting employees from diverse backgrounds and including them in product development will result in the creation of a variety of products and ideas, rather than the “predictable norms that you get from a team of people with the same backgrounds”.

Advice offered by the Lloyd’s trans and non-binary guide includes:

  • stripping back unnecessary “gendered” language
  • considering whether recruitment processes are gender neutral
  • providing all gender facilities, such as toilets
  • creating an LGBTQ+ or ally network
  • developing visible trans/non-binary role models
  • considering how gender is represented on application forms
  • support for trans/non-binary employees from the top of the organisation.

It also offers best practice on the role of the HR function, line managers, client-facing employees and other employees/contractors.

Vanessa Newbury, head of recruitment and employer brand at Hiscox, offers advice following her experience in supporting an employee through her transition. She says in the report: “Organisations really don’t have a choice when it comes to supporting employees going through life-changing experiences.

“It’s really important to retain great people and you do this by making sure they can bring their whole selves to work and thrive. This reflects one of our core company values which is about being ‘human’ – having respect, looking out for people and being fair and inclusive.”

Suki Sandhu, founder and CEO of diversity and inclusion consultancy INvolve. commented: “It’s fantastic to see Lloyds of London proactively supporting and celebrating their trans and non-binary employees. Guides such as this are a huge step in the right direction for creating inclusive and diverse organisations and means employees can be comfortable bringing their true selves to work.

“However, it doesn’t stop there. We need to see other companies follow in Lloyds of London’s footsteps and introduce more inclusive policies. Diversity is good for business and if we really want to change the landscape of the workplace we all have to work together and make it our mission to make all employees feel accepted and included.”

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