Gender Identity & Expression

LIFFEY COLLEGE
Policy AreaHuman Resources
Policy TitleGender Identity and Expression Policy
Version: 1Date: Jan 2025
Purpose
To provide guidance and foster a respectful, safe and inclusive working and learning environment for all staff and learners, regardless of gender identity or expression.
Policy Statement
Liffey College recognises and respects the gender identity and expression of every individual. The College is committed to ensuring that all staff and learners feel safe, supported and treated with dignity. This policy outlines guidance on gender transition, use of facilities, confidentiality and equality of access, while complying with national legislation including the Employment Equality Acts 1998–2021 and the Gender Recognition Act 2015.  
Responsible
⮞ Board of Directors
⮞ Centre Director    		Evidence
⮞ Learner and staff feedback forms
⮞ Training documentation
⮞ Record of changes to personal data (where applicable)
⮞ Complaints or grievance logs (where relevant)
⮞ Review documentation
Monitoring FrequencyAnnually
LIFFEY COLLEGE
Policy AreaHuman Resources
Supporting Policy TitleGender Identity and Expression Policy
Procedure TitleGender Identity and Expression Procedure
Version: 1Date: Jan 2025
Procedure
Liffey College ensures that any staff or learner undergoing gender affirmation or transition is supported in a confidential and respectful manner. Each individual’s needs are considered on a case-by-case basis.  
Responsibilities:
⮞ Centre Director:
Point of contact for individuals seeking support during gender transition or name/pronoun changes; ensures policy adherence.
⮞ HR / Administration Team:
Manages records updates, maintains confidentiality and facilitates respectful workplace adjustments.
⮞ All Staff and Learners:
Expected to treat others with respect and uphold the values of inclusivity and dignity.  

Process:  
1 – Initiation of Request:
– The individual may approach the Centre Director confidentially to express their needs or transition intentions.
2 – Planning and Support Meeting:
– A support plan is created to address pronoun usage, name change, record updates, use of facilities and timeline for transition (as applicable).
– Individuals are informed of confidentiality and their rights under the Gender Recognition Act 2015.
3 – Updating Records and Systems:
– Official records will be updated upon provision of relevant legal documentation (passport or Gender Recognition Certificate).
– In absence of legal documents, efforts will still be made to respect preferred names and pronouns where legally possible.
4 – Facilities Access:
– Individuals may access the facilities (e.g. restrooms) that align with their gender identity.
5 – Staff and Peer Awareness:
– Training and awareness sessions may be offered to promote a respectful environment.
6 – Monitoring and Feedback:
– Periodic check-ins and feedback collection will ensure the individual continues to feel safe and supported.
7 – Non-compliance or Disputes:
– Issues of harassment or discrimination will be addressed through the Dignity and Respect or Complaints procedures.