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Introduction 

At Future Group (FG) we want to create a workplace that is full of diverse and wonderful people who can bring their whole selves to work. We want our workplace environment and culture to be a place where everyone feels safe, has a sense of belonging and is able to do their best work.

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As always, we love input - without it, our policies are less effective. Take a few minutes, ask questions, and give us feedback. 

Background

FG has a big mission; to harness the power of super to build a future without climate change or inequality. To accomplish this huge goal, we need to have a workforce that is full of great people, and a workplace where these people can do their best work. Research consistently demonstrates that having a diverse and inclusive workplace leads to greater employee performance, wellbeing, engagement and retention. Similarly, having a workforce that has a diverse range of backgrounds and life experiences that is representative of society (and our members!) makes our work stronger, more innovative and relevant.

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A significant barrier many Transgender and Gender Diverse people face when planning to undertake gender affirmation is the financial barrier to necessary health care. Gender affirming surgery costs may run anywhere from AUD20,000 to more than AUD100,000. This does not include other costs which are a prerequisite for undergoing surgery, such as having to receive referrals from mental health professionals. Other expenses that may apply to gender affirmation include payments for hormones, clothing or legal services. These costs are already overwhelmingly prohibitive, but are even more so when considering rates of unemployment and under-employment in the TGD community.  This means that despite clear research that TGD people being able to affirm their gender is key to their overall health and wellbeing, many are not able to access gender affirming procedures.

Purpose

The purpose of this policy is to outline FG’s support for Transgender and Gender Diverse employees, in order to ensure a diverse and inclusive workplace, where all people can be their whole selves at work. 

This includes outlining the support available to assist Transgender and Gender Diverse employees who are undertaking gender affirmation steps and outlining the expected behaviours of every FG employee, director and independent contractors in supporting their Transgender and Gender Diverse colleagues. 

Scope

This policy applies to all FG employees whose gender identity sits under the Transgender and Gender Diverse umbrella term. It also outlines expected behaviour from all Future Super employees, directors, and independent contractors.

Definitions 

Transgender and Gender Diverse (TGD) people

Transgender and Gender Diverse people is a term that describes people whose gender differs from what was assigned or presumed for them at birth.

It is an umbrella term that covers a large range of genders such as being non-binary, genderqueer, a Sistergirl or Brotherboy, genderfluid, transgender, and more.

Gender affirmation or transitioning

Gender affirmation refers to the process of a person who may take social steps (such as publicly changing their name, pronouns and appearance), medical steps (such as hormones, and/or surgery) and/or legal steps (changing their legal gender marker and name in official documents) to live as their defined gender(s), based on what is right for them. Gender affirmation is not a single action, but a journey that can occur over a long period of time. 

We recognise that each person's journey is unique to them, and will look different for each employee. ​​We also recognise that not every TGD person wants to or will undertake gender affirmation steps.

Guidelines for Behaviour

Responsibilities of Directors, Managers and Supervisors

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• All new staff will complete LGBTQ Introduction eLearning run by ACON as part of their onboarding process. Current staff are strongly encouraged to complete this training also. 

• Be sensitive and respectful of anyone who is affirming their gender, and treat everybody with dignity and respect.

• Do not disclose someone’s TGD identity without their consent; this is considered ‘outing’ someone and can be detrimental to their wellbeing and safety. Information should only be disclosed to those who need to know, are involved in the process, or have the consent of the person who is affirming their gender. 

• Encourage others to use correct pronouns. If you use the wrong pronoun, correct yourself and move on. Consider adding your pronouns to your email signature, slack, zoom and any other online communication tool we use at Future Super. This reinforces our culture where people of all genders feel safe and included.

• Someone who has decided to take steps to affirm their gender may experiment with their outward appearance. This could mean growing their hair, wearing different clothing or adjusting their voice, to name a few. We want all staff at Future Super to feel comfortable to come to work as themselves, so it's expected that you treat staff with kindness, patience and respect during this process.

• Someone affirming their gender may choose to use the bathroom or other gendered facilities that affirm their gender, which can sometimes be difficult to navigate. If you can be there as a buddy, feel free to accompany someone, with their permission.

• If someone does or says something disrespectful, make sure you call it out  in the moment (if you feel comfortable and safe to do so), and speak to your manager or anyone in the People and Culture Team. We have zero tolerance for discrimination, harassment or bullying. Proactively educate yourself by attending and engaging with training provided by the business, accessing resources provided by the business, and seeking out additional resources to further your own education and understanding. A great place to start is the additional resources section of this policy.. 

• Respect boundaries. Do not ask intrusive or intimate personal questions that you wouldn’t ask another person or wouldn’t want others to ask of you (for example, about their body, relationships, sex life or any medical intervention). If you feel it is appropriate to ask a personal question, check first if it is okay to do so.

Support available for Transgender and Gender Diverse Staff

We understand that every person’s gender affirmation or transition journey will be unique to them and what level of support they would like from their workplace will also vary. With this in mind, we wanted to outline what support is available to an employee undergoing gender affirmation if they would like to engage with some or all of the process. The role of Future Super during an employee’s gender affirmation process will be led and informed by the TGD employee.  

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• ​​Details of key support team and ongoing support meetings; 

• Anticipated timeframes for gender affirmation;

• Leave plans and flexible work arrangements;

• Details of communication to relevant teams and stakeholders; 

• Details of Training/Education/Awareness program for other staff ;

• Details of an event to meet team in affirmed gender and;

• Expectations and timeframes in relation to internal and techsystem changes (such as gender and name). 

Gender Affirmation Leave and Flexible Working Arrangements

With the recognition that each gender affirmation journey will look different, an employee undertaking gender affirmation will have the below leave and/or flexible working options available to them as needed for the purpose of affirming their gender. 

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The below leave and flexible work arrangements are available to staff upon commencement of their employment with Future Super, with no minimum service requirement in order to be eligible. 

1. Gender Affirmation Leave

FG will provide permanent, full-time employees with up to 30 days (pro-rated for part-time employees) paid Gender Affirmation Leave in the event they are unable to perform their work duties because they are undergoing any aspect of a gender affirmation process.

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• Gender Affirmation Workplace Plan Template

• Standards of Behaviour

• Workplace Health and Safety Policy

• Mental Health and Wellbeing Policy

• Employee Support Loan Guidelines

• Uprise

Additional resources and references

• TransHub

• Colleagues, TransHub

• Our Glossary of Terms, TransHub

• How to be a trans ally, Minus 18

• The Gender Centre

• ‘Fixing the System’:Hiring Bias and Employment Barriers for Trans and Gender Diverse People, Star Observer

• Removing barriers to employment for LGBTIQA+ people, Meridian, A Gender Agenda, Hands Across Canberra, Collective Action

• Private Lives 3, The Health and Wellbeing of LGBTIQ People in Australia, La Trobe University

• The Health and Well-Being of Transgender Australians: A National Community Survey, Ingrid Bretherton,Emily Thrower ,Sav Zwickl, Alex Wong, Daria Chetcuti, Mathis Grossmann, Jeffrey D. Zajac, and Ada S. Cheung, PhD

• Career Development of Transgender and Gender Diverse People, Career Development Association Australia

• Snapshot of Mental Health and Suicide Prevention Statistics for LGBTIQ+ People, LGBTIQA+ Australia

• Monash Health Gender Clinic

• Gender Affirming Surgery In Australia: An Evidence Brief, ACON

• What Gender Affirmation Leave Means For Trans People In The Workplace, Refinery29

• Creating a Trans Inclusive Workplace, Harvard Business Review

• ABC and SBS gender affirmation leave: what it is and why it matters, ScreenHub

• ANZ, Coles announce gender affirmation leave policies for transitioning staff, SmartCompany

• Salesforce introduces $55,000 package for transgender employees, Australian Financial Review

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• Gender Affirmation/Transition Guide for Griffith University Employees, Griffith University

• Gender Affirmation plan for staff affirming their gender, UNSW

• ​​Trans @ Work: A guide for trans employees, their employers, and colleagues, Queensland Human Rights Commission

• Gender Affirmation at Deakin, Deakin University

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fine print 

Any obligation contained in this policy does not create contractual rights. Any benefits or entitlements described in this policy is discretionary and FG has the right to change, remove or replace any obligation, benefit or entitlement at any time.