Last week, the Supreme Court ruled that the legal definition of a woman in equality law is based on biological sex. The decision means that legally, sex is binary and should only refer to a biological man or woman.
For HR leaders, the decision has left a lot to unpack. “In the short-term this ruling has the power to create further division and increase tensions,” warns Phillip Pepper, employment partner at law firm at Shakespeare Martineau.
The gender debate has become incredibly divisive and Pepper advises employers take “extra care to ensure that transgender employees feel safe, represented and valued in the workplace”.
Some companies have moved quickly to do so. Andrew Walton, chief corporate affairs director at Lloyds, posted a message of support to the bank’s trans and non-binary staff, according to reports from The Telegraph.
“Please know that we cherish and celebrate you and we remain committed to inclusivity,” he wrote. “If you’re a line manager, please be mindful of the potential impact on members of your team and be available to them. We are here to listen and support.”
Lloyds’ chief people and places officer Sharon Doherty also pledged her “solidarity”. Sandi Wassmer, CEO of Employer’s Network for Equality and Inclusion says that such messages of support from senior leadership can help people feel psychologically safe at work and encourage open communication.
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