Transgender Guidance (April 2025)

1. Introduction

We (Carmarthenshire County Council) are responsible for delivering a diverse range of services to the community that we serve. Our success depends on the people we employ and being able to draw on their different perspectives and experiences. We are committed to supporting all trans people, including those with non-binary identities, in the workplace.

By attracting, recruiting and developing people from the widest possible pool of talent we can develop a better understanding of our customers’ needs now, and in the future to ensure our success. 

We are all different. Our different backgrounds, experiences and perspectives mean that we think about issues in different ways and can identify new solutions and opportunities to improve. These skills are important for us all so that we can deliver the best possible service to the public. 

There is a wealth of research to show that workplaces that are more inclusive are more productive. 

If barriers exist to the recruitment and retention of trans staff ¹, we could miss out on this potential. We know that trans people often leave their jobs before transitioning and often take lower paid jobs when they return to the workplace, often because of the possible discrimination they imagine they will face if they stay in their place of work. This can result in a loss of expertise and investment. We are committed to ensuring that all employees are treated fairly and with respect at all stages of employment including the recruitment process.

This guidance should be read in conjunction with the Equality & Diversity Please read Appendix 1 – Glossary of terms, in advance of this guide.

¹ The term ‘trans’ is used as an umbrella term throughout this document.