The firm’s new ‘transitioning gender in the workplace’ policy aims to support transitioning individuals and their colleagues by outlining a set of services on offer at Hogan Lovells. According to a statement from the firm, these include ‘confidential support and answers to questions; tips for the transitioning individual, their manager, team and the firm’s people and recruitment teams; practical considerations; and advice on communicating to colleagues and clients -- both in terms of education and employing appropriate language.’ Several members of Hogan Lovells’ London management, HR, recruitment and client teams have also undergone more rigorous transgender inclusion training to help support the implementation of the new policy.

Supporting transgender talent

Like other diversity and inclusion efforts, the new initiative for transgender employees is designed to ensure that talented lawyers and staff are not forced out of the firm due to perceived hostility, poor awareness or insufficient support. Hogan Lovells partner and Diversity & Inclusion Committee chair Ruth Grant commented: ‘Inclusion and wellbeing are at the core of who we are. We recognise that our success as a global firm depends on our ability to attract and retain the brightest, and foster a work environment where people from all backgrounds and experiences can reach their full potential.’ She added: ‘Recognising the qualities and strengths required throughout the transitioning process, we are committed to supporting our people who wish to transition and to ensuring that their work and personal wellbeing are maintained throughout their transition.’