Trans and gender identity

 Equality Act 2010, Section 7: Gender reassignment

LSE policies

LSE's Policy on Trans Staff and Students sets out the School's commitment to preventing discrimination and to trans equality. This policy should be read in conjunction with 'Transitioning at work: guidance for staff and managers', which sets out how to manage the process of transitioning, disclosure, taking time off for medical appointments, name and record changes and practical arrangements.

The School will not tolerate discrimination (direct or indirect), harassment or victimisation on the basis of gender identity, nor any other protected characteristic. This commitment is underpinned by the LSE Anti-Bullying and Anti-Harassment Policy [PDF], and any instances of concern can be reported at

If you would like to attend a trans awareness training session, please visit the School's Organisational Learning website


Spectrum is the LSE network for LGBT+ staff at LSE. They represent staff from lesbian, gay, bisexual, trans and other minority sexual orientation and gender identities. Spectrum holds open meetings, for which there is an agenda, but it's also an informal space to get together and chat. All are welcome to attend.

Contact:, Web: Spectrum, Twitter: @LSESpectrum

LSESU LGBT+ Alliance

The LSESU LGBT+ Alliance is the LGBT+ society of LSE’s Students' Union. They provide welfare and advice for LGBT+ students, and also organise social events, talks and debates, civil rights campaigns and other LGBT+ related events on campus and around London.

LGBT+ Role Models and Allies Directory

In common with many other higher education providers, LSE has a directory of LGBT+ role models and allies.

This is designed to support people to feel confident being themselves while working and studying. Role models are LGBT+ members of staff at LSE (academics and PSS (professional services staff)). Allies are people who do not identify as LGBT+ but who are willing to take a stand for promoting and supporting LGBT+ equality. Both the role models and the allies are available to support and speak with members of the LSE community.


The following alphabetical list of LSE resources, policies and procedures are all inclusive of LGBT+ staff:

Equality Act 2010, Section 7: Gender reassignment

If you would like to know more about the legal definition of the protected characteristic of 'gender identity' (referred to as 'gender reassignment'), please see the following text from section 7 of the Equality Act 2010:

(1) A person has the protected characteristic of gender reassignment if the person is proposing to undergo, is undergoing or has undergone a process (or part of a process) for the purpose of reassigning the person's sex by changing physiological or other attributes of sex.

(2) A reference to a transsexual person is a reference to a person who has the protected characteristic of gender reassignment.

(3) In relation to the protected characteristic of gender reassignment—

(a) a reference to a person who has a particular protected characteristic is a reference to a transsexual person;

(b) a reference to persons who share a protected characteristic is a reference to transsexual persons.

The legislative definition is a limited one, especially in regards to the language it uses and the focus on surgery. For example, ‘transsexual’ and ‘reassignment’ are outdated terms, with ‘transgender’ and ‘gender affirmation’ being the preferred language. Further, gender identity is not just linked to being trans and having surgery. Many identify as being trans without having surgery or without adhering to a specific gender. People can identify as not having a specific gender without also identifying as trans. It is estimated that 1 per cent of the UK is gender variant to a significant degree.

The LSE support services listed above are open to all LGBTQ+ staff and students at LSE, not just those who fit the legislative definition.