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Our collection of resources for is everyone who wants to find out more about trans and intersex people and issues and to help us improve inclusion for trans and intersex people in the Civil Service.


The terminology section is designed to help you understand and talk about trans and intersex issues with confidence.


If you are experiencing bullying, harassment or discrimination at your workplace, you can use the Civil Service LGBTQIA+ Bullying, Harassment and Discrimination Reporting Tool to report it. This will help us understand the extent of bullying, harassment and discrimination across the Civil Service. This tool is not a replacement for reporting to your HR team.


We surveyed our members to find out their views on three questions regarding the expression of ‘gender-critical’ beliefs in the workplace, and you can see the results here. We asked them if the expression of these views would cause them to experience harassment, defined by s.26 of the Equality Act 2010 as behaviour that would create an intimidating, hostile, degrading, humiliating or offensive environment. The results reflect the views of 167 members, which might sound small, but if you wanted to conduct a survey of the general public that reached 167 trans people, you would have to survey 33,400 people!


Our pronouns position paper helps you understand how adding pronouns to your signature helps foster an inclusive working environment for many colleagues, not just those who are trans and/or intersex.


Provision of single-occupancy unisex toilets benefits everyone, and particularly those who may not find it appropriate to use communal men’s or women’s toilets, such as people with additional privacy requirements for religious or health reasons, as well as non-binary and intersex people. Read more about a:gender's position on the provision of toilet facilities in the workplace.


Our Inclusive Recruitment Position paper is now available, recommending how to make recruitment inclusive of trans, non-binary, and intersex people.


Our Recommendation for Sex and Gender Monitoring Questions outlines things to consider when collecting demographic data about colleagues, particularly in categories of sex and gender.


The useful links section lists other organisations and campaigns that support trans and intersex people, and websites where you can find further information.

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