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Our Transitioning Toolkit - the who, what, where and why?

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We’ve worked closely with LGBT+ charity Stonewall, and with members from our Proud employee network, to put it our Transitioning Toolkit into action. It offers advice for our managers on issues such as confidentiality and privacy, in addition to more practical guidance, such as the correct use of pronouns. What’s more, external resources are also signposted for our managers who need further information, for example from our Employee Assistance Helpline and even Stonewall itself.

The reason behind the toolkit is simple. We believe we need to be a true reflection of our customers and communities to continue making the right decisions for them. That’s why introducing a transitioning toolkit was the right thing to do for our people, and is one step further along our journey when it comes to creating a diverse and inclusive culture. And where our people are able to bring their whole selves to work.

Jo Bertram, Chief Digital & Strategy Officer and Executive Committee Sponsor for Inclusion at O2, said:

“To prosper business must reflect society and, at O2, we are committed to enabling this by fostering a diverse and inclusive culture. Introducing a transitioning toolkit is the right thing to do for our people and builds on a series of progressive moves by O2, including extending paid paternity leave for all couples regardless of their orientation. We know that doing the right thing by our people is critical to attract and retain top talent.”

Mark Leonard, Chair of Proud at O2, the company’s LGBT+ employee network, said:

“Transitioning is a deeply personal experience so it’s important that HR teams and line managers are prepared to give colleagues the support they need. I’m grateful to Stonewall for their help in creating our transitioning toolkit and proud of O2 for being a leading progressive employer. Nobody should feel alone or unsupported at work.”

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