TfL Ref: FOI-2391-1617
Thank you for your request received by Transport for London (TfL) on 28 February 2017 asking for information about trans awareness training.
Your request has been considered in accordance with the requirements of the Freedom of Information Act and our information access policy. I can confirm we do hold the information you require.
TfL considers equality to be very important and we are committed to increasing trans visibility as part of celebrating London’s diversity. For example, for National Trans Awareness week last November, we raised the Trans Pride flag at 55 Broadway (one of TfL’s Head Offices) for the first time to show our support for the trans community.
Our LGBT+ staff network group, OUTbound, gives our employees the chance to share ideas and support each other in developing our equality agenda in all areas of employment. In answer to your questions:
- Is trans awareness training offered to staff?
- Is general Equality and Diversity training offered to staff?
- Are either of these mandatory?
Trans awareness is not dealt with as a standalone subject but is included within the equality training that is provided to all our customer-facing operational staff. We are about to undertake a review of the training in order to ensure that it is brought up to date with best practise and that it fully reflects the needs of all customers. This training is mandatory.
- Are these provided in-house, or are external organisations brought in?
4b. If external organisations are brought in, who are these organisations? please list.
The training is delivered internally. Once the initial review of this training is completed we will consider whether external advice is required in the review and development of training moving forward.
- What is the cost of this training?
We do not hold a record of how much the training costs as it is conducted alongside other training. Because the training is delivered in-house there are no external costs.
- What are the contents of the training?
The training covers equality laws, recognising and respecting protected groups and our company policies in order to develop skills and techniques to help manage and implement diversity and inclusion at work and explore how valuing diversity can benefit both employees and TfL.
If this is not the information you are looking for, or if you are unable to access it for some reason, please do not hesitate to contact me.
Please see the attached information sheet for details of your right to appeal as well as information on copyright and what to do if you would like to re-use any of the information we have disclosed.
Yours sincerely
Lee Hill
Senior FOI Case Officer
FOI Case Management Team
General Counsel
Transport for London
