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​Trans Inclusion and Gender Identity Policy

R2B Training & Consultancy

​Trans Inclusion and Gender Identity Policy

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1. Purpose

This policy sets out R2B Training & Consultancy’s approach to inclusion, respect and safety for trans, non‑binary and gender diverse people in all our activities.


It explains our commitments, expected standards of behaviour, and how we respond to concerns relating to trans inclusion and gender identity.

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2. Scope

This policy applies to:

  • all R2B staff, associates and contractors

  • all course participants and clients

  • all services and activities delivered by R2B, in person and online

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It should be read alongside our Equality, Diversity and Inclusion Policy, Code of Conduct, Data Protection Policy (GDPR) and Complaints and Concerns Policy.

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3. Our commitment

R2B is committed to:

  • creating a respectful, inclusive environment for trans, non‑binary and gender diverse people

  • respecting each person’s self‑identified name, title and pronouns

  • protecting people from discrimination, harassment and victimisation related to gender identity or gender expression

  • handling information about a person’s trans status sensitively and confidentially

  • addressing concerns promptly, fairly and in line with our other policies

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We recognise that trans and non‑binary people may face particular barriers and risks, and we will take these into account in the way we design and deliver our work.

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4. Key definitions

These definitions are provided for clarity and are not exhaustive. Individuals may use different language to describe their own identity.

  • Sex: Typically assigned at birth based on physical characteristics (for example, male, female).

  • Gender identity: A person’s deeply felt internal sense of their own gender (for example, man, woman, both, neither, non‑binary).

  • Gender expression: How a person expresses their gender (for example, through appearance, clothing, voice, behaviour).

  • Trans (transgender): An umbrella term for people whose gender identity is different from the sex they were assigned at birth.

  • Non‑binary: A term for people whose gender identity is not exclusively male or female.

  • Cisgender: A term for people whose gender identity matches the sex they were assigned at birth.

  • Transition: The process a person may go through to live in a way that is more aligned with their gender identity. This may or may not involve medical intervention.

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Language evolves, and we will respect the terms individuals use for themselves.

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5. Legal framework

This policy is informed by relevant UK law, including:

  • Equality Act 2010

  • Human Rights Act 1998

  • Gender Recognition Act 2004

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Gender reassignment is a protected characteristic under the Equality Act 2010.
Protection applies to people who are proposing to undergo, are undergoing, or have undergone a process (or part of a process) to reassign their sex. This protection does not depend on any specific medical steps.

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6. Principles of trans inclusion

R2B’s approach to trans inclusion is based on the following principles:

  • Respect: We respect each person’s self‑defined gender identity, name and pronouns.

  • Dignity: We treat everyone with dignity and do not tolerate degrading or dehumanising language or behaviour.

  • Confidentiality: We treat information about a person’s trans status as confidential and only share it with their consent or where there is a clear legal or safeguarding justification.

  • Safety: We aim to create safe learning and working environments for trans and non‑binary people.

  • Proportionality: Where rights or needs appear to conflict, we will seek proportionate, lawful solutions that minimise harm and uphold dignity for all involved.

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7. Names, titles and pronouns

R2B will:

  • use the name, title and pronouns that an individual asks us to use

  • invite (but not require) people to share their pronouns in introductions or on name badges where appropriate

  • update our records and mailing lists to reflect a change in name, title or pronouns as soon as reasonably possible

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We expect all staff, associates, contractors and participants to:

  • take care to use the correct name and pronouns

  • correct themselves calmly if they make a mistake

  • avoid persistent or deliberate misgendering, which may be considered harassment and managed under our Complaints and Concerns Policy and Code of Conduct.

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8. Records, confidentiality and privacy

R2B will:

  • keep information about a person’s trans status or previous name confidential

  • only share such information with the individual’s explicit consent, unless we are legally required to disclose or there is a significant safeguarding concern

  • minimise the collection and use of information that reveals trans status or previous identities

  • ensure that records are updated where reasonably possible when a person’s name, title or gender marker changes

 

Historic records may not always be fully editable (for example, issued certificates, invoices already submitted), but we will be sensitive to how these are referenced and stored.

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9. Inclusive learning and working environments

When designing and delivering training and consultancy, R2B will:

  • use inclusive language, avoiding unnecessary gendered assumptions and stereotypes

  • ensure examples, case studies and materials reflect a range of genders and experiences where appropriate

  • avoid activities that rely on binary gender assumptions unless there is a clear learning reason and alternatives have been considered

  • consider the impact of content on trans and non‑binary participants, and signpost to support if sensitive issues arise

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Where events involve facilities (such as toilets or changing areas) managed by venues, we will, where possible:

  • encourage venues to provide gender‑neutral options or clearly communicate available facilities

  • support individuals to use the facilities that align with their gender identity.

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10. Harassment, bullying and unacceptable behaviour

R2B does not tolerate harassment, bullying or victimisation related to gender identity or gender expression.


Examples of unacceptable behaviour include, but are not limited to:

  • deliberate and persistent misgendering or use of a person’s previous name against their wishes

  • intrusive questioning about a person’s body, medical history or transition

  • sharing someone’s trans status without their consent (“outing”)

  • jokes, comments or material that mock, demean or dehumanise trans or non‑binary people

  • exclusion or differential treatment based on gender identity or expression

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Such behaviour may be addressed under our Complaints and Concerns Policy and may lead to consequences for staff, associates, contractors or participants, including removal from events or termination of contracts.

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11. Reasonable adjustments and support

R2B will consider reasonable adjustments and support for trans and non‑binary people, including:

  • flexibility around names and titles used on certificates or materials

  • sensitivity over how historical records are accessed or referenced

  • considering room allocations and facilities where we are responsible for arrangements

  • adapting ground rules, group work or examples to reduce unnecessary gendered assumptions

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We encourage individuals to contact us in advance (where they feel comfortable) to discuss any particular needs so we can make adjustments where reasonably possible.

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12. Roles and responsibilities

Business owner / leadership:

  • model inclusive behaviour and language

  • ensure this policy is implemented and reviewed

  • respond to concerns or complaints appropriately and proportionately

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Staff, associates and contractors:

  • follow this policy and our broader EDI commitments

  • use individuals’ correct names and pronouns

  • challenge or report discriminatory or hostile behaviour towards trans and non‑binary people

  • maintain confidentiality regarding any information about a person’s trans status

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Participants and clients:

  • are expected to behave in line with our Code of Conduct and this policy

  • may have access to this policy and related documents before training or events.

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13. Training and awareness

R2B will:

  • include trans inclusion and gender identity within wider equality, diversity and inclusion awareness for staff and associates

  • provide guidance on inclusive language and handling sensitive issues in training delivery

  • review training needs periodically and update content in line with emerging good practice and legal developments.

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14. Raising concerns

Anyone who experiences or witnesses behaviour that may breach this policy is encouraged to raise their concern.


Concerns can be raised by contacting:

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We will:

  • take concerns seriously and respond in a timely and fair manner

  • keep information as confidential as reasonably possible, while recognising we may need to share it in order to act or meet legal obligations

  • avoid victimisation of anyone who raises a genuine concern or supports another person in doing so

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Concerns may also be raised through external routes, such as professional bodies or legal advice, where appropriate.

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15. Monitoring and review

R2B will:

  • keep this policy under regular review, at least annually, or sooner if there are significant changes in law, case‑law or good practice

  • consider feedback from staff, associates, participants and clients about our approach to trans inclusion

  • make reasonable updates to strengthen inclusion and clarity over time.

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16. Document information

Policy owner: R2B Training & Consultancy
Effective date: March 2026
Review date: March 2027
Contact: admin@r2b.uk | 07935 837 937 | https://www.r2b.uk

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