Evenbreak, a disability-led social enterprise committed to inclusive employment, has released a public statement in response to the UK Supreme Court’s recent ruling on the Equality Act 2010 and its implications for trans+ inclusion.
“We stand in solidarity with our trans+, intersex and non-binary colleagues, candidates, and community members. You belong here. We see you, we value you, and we will always work to make our spaces safe and inclusive,” said, Jane Hatton, CEO of Evenbreak.
While many organisations have issued statements of support, Evenbreak is going a step further by turning words into action, offering practical guidance for employers on inclusive recruitment and workplace culture.
A Call for Action, Not Just Awareness
Based on internal conversations and lived experience within the team, Evenbreak is encouraging employers to:
- Be explicit in job descriptions: Make it clear that trans+, intersex and non-binary candidates are welcome.
- Develop or adopt ‘Transitioning at Work’ policies: Provide clarity and support for staff, while reducing harm and uncertainty.
- Embed inclusive training: Support teams in understanding gender identity, pronouns, microaggressions, and intersectionality.
“This is about more than a single ruling. It’s about showing up for communities who are too often excluded, including those who are both disabled and trans+,” added Jane.
Evenbreak is also consulting with trans allies and members of its wider community to ensure that any public-facing messaging is informed by lived experience.
