Harassment related to gender reassignment is illegal under the Equality Act 2010. It is also unlawful harassment to treat a person less favourably as a result of their submission to or rejection of conduct which amounts to harassment related to gender reassignment.
A person has the characteristic of gender reassignment if that person is proposing to undergo, is undergoing or has undergone a process (or part of a process) for the purpose of reassigning the person’s sex by changing the physiological or other attributes of sex.
Individuals do not have to be under medical supervision to be protected by the law. University policies, practices, and procedures cover all gender identities including trans, non-binary and gender non-conforming people.
The following are some examples of activities that might constitute harassment related to gender reassignment:
·Refusing to address a trans person by their preferred name and correct gender pronoun:
o A manager repeatedly addresses a trans woman by her previous name or uses "he/him" pronouns, even though she has clearly communicated her preferred name and pronouns, undermining her gender identity in meetings and emails.
·Repeated and deliberate mis-gendering of a trans person or people:
o A co-worker continuously refers to a nonbinary employee using the wrong pronouns despite being corrected multiple times, doing so in conversations and written communication as a form of disrespect.
·Denying a trans person or people access to the appropriate single-sex facilities such as toilets or changing rooms:
o A trans man is told he cannot use the men's restroom and is instead directed to a gender-neutral or women's restroom, despite identifying as male, causing distress and discomfort.
·Engaging in banter or making transphobic comments, taunts, or jokes:
o During a team lunch, co-workers make jokes about gender transitions, referring to them as unnatural or "just a phase," and laugh about a colleague’s change in appearance since transitioning, making the trans person uncomfortable.
·Outing an individual as trans without their permission or spreading rumours or gossip about their gender identity, expression, and/or history:
o A co-worker reveals to others in the office that a colleague is trans, despite the individual not having shared this information, or spreads rumours about the person's gender transition, leading to a breach of privacy.
·Ignoring or excluding an individual from activities because they are trans:
o A trans employee is excluded from after-work social events, team-building activities, or work-related discussions because some colleagues feel "uncomfortable" around them or make assumptions about their ability to participate.
·Asking a trans person intrusive questions about their private life:
o A colleague repeatedly asks a trans co-worker personal and invasive questions about their medical transition, surgeries, or romantic life, making them feel targeted and uncomfortable.
·Making assumptions and judgments about someone based on their gender identity, expression, and/or history:
o A manager assumes that a trans woman might be "too emotional" or not suitable for certain roles or responsibilities, based on gender stereotypes, or assumes that her transition might be a distraction to the team.
·Verbally or physically abusing or intimidating someone because they are trans:
o A co-worker makes aggressive comments like, "You don't belong here," or intentionally bumps into a trans employee in the hallway, or makes threatening gestures or remarks about their gender identity, creating a hostile environment.