Tracey Burke, senior HR consultant, WorkNest
The Supreme Court judgment has caused anxiety for many in the trans community. Employers should acknowledge its potential impact on trans employees and their allies, and take proactive steps to support wellbeing.
In light of European Convention on Human Rights guidance, a balanced, thoughtful approach is needed; one that respects everyone’s rights while meeting legal obligations under the Equality Act. As clarity around the ruling develops, policies should be reviewed and updated, clearly communicated, and consistently applied. A culture of dignity and respect not only reduces risk but builds trust and engagement. HR leaders have a responsibility to foster a truly inclusive workforce.
Read more: Living openly as a trans woman in the workplace
Jack López, EDI manager, Sheffield United FC
The FA’s announcement doesn’t affect employed staff – there are no trans women in professional football – so clubs and organisations must still respect all players and employees. This is the moment to show leadership, not retreat from inclusion. The Supreme Court ruling does not require immediate overhauls of workplace policies.
All nine protected characteristics remain in place; single-sex exemptions still require a proportionate means of achieving a legitimate aim. Employers should act with care, not haste. Ensure that inclusion policies reflect your organisation’s values, and assume that you already employ trans staff; many choose not to disclose. Contact staff networks or champions, to understand how people are feeling.
Emma Christian, HR consultant team lead, AfterAthena
Businesses must promote inclusivity. Though the Supreme Court ruling clarified that, under the Equality Act 2010, ‘sex’ is legally defined by a person’s biological sex, transgender people remain protected under gender reassignment.
Inclusivity runs deeper than policy, or generic training sessions. It’s about cultivating a culture that helps individuality thrive. Create safe spaces for open feedback, and act on any issues promptly. HR can conduct regular gender diversity training, to support building awareness and to reduce bias. Training should be meaningful and fit for purpose. Ensure that systems can support chosen pronouns and names. Employee groups can help build peer support, and organise events to celebrate diversity.
Ruth Cornish, director of HR consultancy, Amelore
The Supreme Court’s ruling is not just a legal ruling, it’s a people one. Everyone in the workplace should feel heard, included, valued and supported. Now is the time for a review and a reset of what the big issues are going forward, and for resolving them. This is not just about toilets, it’s about people feeling able to be themselves – that includes men, women and trans men and women.
Look at where there can be common ground, and where changes or tweaks to current working practices may need to be made. Create safe spaces to voice concerns; review policies; train and educate line managers, but also establish employee resource groups. Be clear about what an inclusive culture looks like for your organisation.
This article was published in the May/June 2025 edition of HR magazine.
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