Dublin City Council Launch Their Gender Identity And Expression Policy

The Mansion House played host to the launch of a welcome policy aimed at improving the situation for the Council's transgender employees.

Five members of the Dublin City Council LGBT+ Staff Network pose for a photo
Image: Dublin City Council LGBT+ Staff Network social media

In inspiring and heartening news, Dublin City Council today launched their new Gender Identity and Expression Policy, put in place to support and ensure the rights of its transgender employees.

Speaking at the launch were the Lord Mayor of Dublin, Nial Ring, along with Martina Malone from the Dublin City Council LGBT+ Staff Network and Equality Officer Donncha O’Cathasaigh.

The policy was created with the aims of ensuring the rights of trans employees of DCC are upheld, outline the supports available to them and outline the protocols for those in the process of transitioning their gender identity at work.

Opening the speeches, noting the fact that the Pride parade will return to O’Connell St this year, the Lord Mayor noted how far we had come as a society since the 1916 Rising.

The Gender Identity And Expression Policy was developed by the DCC LGBT+ Staff Network, along with the DCC Human Resources Department, and their spokesperson Martina Malone gave a stirring and inspiring speech.

Martina praised the trailblazers who had paved the way for LGBT+ rights, especially Dr Lydia Foy who battled tirelessly for trans rights and mentioned the necessity for visibility in the LGBT+ community.

The Policy lists DCC’s responsibilities towards its staff and its support for a trans-inclusive workplace which will treat its employees with fairness. It also lists the rights of said employees, including:

The right to openly be who you are without fear.
. The right to be treated with fairness, dignity and respect.
. The right for privacy and appropriate confidentiality of records.
. Equal access to employment, promotional opportunities and training.
. Reasonable and appropriate arrangements if your trans status or transition is affecting your engagement at work.

The Policy also offers guidelines for those transitioning in the workplace to ensure they receive support and to make sure their experience is a positive one. It also highlights that training Gender Identity and Expression will be provided to managers, integrated into relevant employee training programmes and induction and management development programmes.

With the introduction of such an excellent and necessary Policy, those involved in its creation must be hugely commended.

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