Business

Danske Bank to introduce new support measures for transgender staff

L-R: Orlaith McCurley and Kevin Heavern from Danske Bank’s Rainbow Network with Caroline van der Feltz, HR director, and Kerry Phillips, diversity and inclusion partner.
L-R: Orlaith McCurley and Kevin Heavern from Danske Bank’s Rainbow Network with Caroline van der Feltz, HR director, and Kerry Phillips, diversity and inclusion partner. L-R: Orlaith McCurley and Kevin Heavern from Danske Bank’s Rainbow Network with Caroline van der Feltz, HR director, and Kerry Phillips, diversity and inclusion partner.

DANSKE Bank has announced new support measures, including paid leave, to support transgender staff.

The lender’s ‘transitioning at work’ policy follows the recent announcement of up to 10 days paid menopause leave for workers.

The new support measures for trans staff include three days leave to attend medical appointments and an additional 10 days leave to address matters relating to their transition and a flexible dress code.

“Recognising that each transition is unique and driven by the individual, the new policy provides a wide range of support for colleagues about to transition, those currently transitioning and those who have already transitioned,” said the bank.

Danske Bank’s HR director Caroline van der Feltz said:“We want all our colleagues to be themselves, and to create a working environment in which nobody should be forced to hide behind a mask.

“Only when colleagues feel truly connected to their organisation can they reach their full potential so as the next stage in this journey we wanted to support colleagues who don’t identify with societal gender norms. Our new policy aims to reassure colleagues that we recognise that every individual’s journey is different and that we will support them, alongside seeking to create a culture of understanding among all our employees and people leaders.”

Kerry Phillips, diversity and inclusion partner at Danske Bank added: “Sex and gender are two separate concepts that are often used interchangeably.

“For some people, there is a difference in the sex that they were assigned at birth and their gender identity - their personal sense of having a particular gender.

“For us, it’s simply about prioritising human dignity and individuality and doing the right thing by supporting colleagues through any steps they may take to transition.”