Recruitment and selection may be a worry for transgender applicants. Highlighting the University’s commitment to equality and diversity in all recruitment materials can help to reassure job applicants that they will be treated fairly.
Good practice is to make decisions only on the basis of how the individual’s skills match the essential and desirable criteria of the role. Issues for panels to bear in mind are:
- There may be unexplained gaps in an individual’s work history while they were undergoing medical treatment for gender reassignment.
- Transphobia may have led to trans people leaving a previous employer, or experiencing difficulty in finding employment.
- Gender identity history may be revealed through attendance at single sex schools or colleges but should not be commented on.
Trans people may find interviews awkward, if they fear being judged on the basis of their appearance and perceived conformity to gender stereotypes.