Transgender Guidance (April 2025)

12. Recognising bullying and harassment

Any instances of bullying or harassment will be treated with the same degree of seriousness as other instances of bullying or harassment within our organisation. Managers should be aware that certain behaviour, e.g., excluding people from distribution lists or persistent use of the wrong pronoun (she, he, they) can be very undermining and must be identified and addressed. Never let natural curiosity about trans identities override sensitivity and respect.

To prevent bullying and harassment of trans staff, our organisation needs to recognise it as a specific form of bullying. As a manager it is important that you can recognise the signs of trans bullying and harassment so that you can act. This may include:

• making trans-phobic insults and threats.
• making unnecessary and degrading references to an individual’s gender identity.
• engaging in banter or making jokes which are degrading to a person’s gender identity or perceived gender identity.
• outing an individual as trans without their permission.
• ignoring or excluding a colleague because they are trans.
• spreading rumours or gossip. 
• asking intrusive questions about their private life.
• making assumptions and judgements about a colleague based on their gender identity.
• using religious belief to justify anti-trans bullying and harassment.

If you witness or are told about any of this happening in your service or team, you have a responsibility as a manager to act. In extreme cases, this form of harassment could be classed as a ‘Hate Crime’. Research suggests that although a high proportion of trans individuals have suffered from some form of hate crime, it is not often reported to the police. 

An employee may wish to talk to you as their manager about such incidents. The effects on the employee can impact heavily on the organisation and on their ability to work. Your support could play a vital role in making sure this is reported and addressed.