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.


Stonewall is Europe's largest lesbian, gay, bisexual and trans (LGBT) charity. It believes that people perform better when they can be themselves.

The Stonewall Diversity Champions Programme, the leading employers' LGBT programme, is a framework for creating a workplace that enables LGBT staff both to be themselves and to reach their full potential. It ensures that every LGBT staff member without exception is accepted in the workplace. LSE joined the Stonewall Global Diversity Champions Programme in 2017. With the ever changing legislative and social landscape for LGBT people worldwide, the Global Diversity Champions Programme provides both expertise and a network to keep international organisations like LSE informed of changes and implications for their staff wherever they operate. It provides the tools needed to take a strategic and structured approach to LGBT equality initiatives globally.

One of the Stonewall initiatives is the Workplace Equality Index, a definitive benchmarking tool for institutions to measure their progress on lesbian, gay, bi and trans inclusion in the workplace. Annually, participating employers demonstrate their work in 10 areas of employment policy and practice. Staff from across the organisation also complete an anonymous survey about their experiences of diversity and inclusion at work. Institutions then receive a score, enabling them to understand the good practices within the institution and where there may be gaps that need to be addressed. Institutions also have the ability to see how they have performed in comparison with the sector and region. The 100 best-performing organisations are celebrated publicly.

It is widely recognised that trans staff in particular face distinct challenges in the workplace which differ significantly from lesbian, gay and bi experiences. That is why in its 2016 index Stonewall included trans-inclusive questions for the first time, providing a baseline assessment of the work that was being done by employers and enabling Stonewall to gather best practice from organisations across the UK.

In 2018, 434 employers participated in the Workplace Equality Index. Building on previous progress, LSE made a dramatic improvement in its ranking for the second year in a row. From 2017 to 2018, the School climbed 130 places in the index, up to 114th place out of 434. This is LSE’s best result yet and the new ranking follows a 52 place leap from 2016 to 2017. This was the result of excellent work undertaken by Spectrum (LSE's LGBT+ staff network) and the consistent support demonstrated by the School's senior management for developing a more inclusive work and study environment. Our participation in the index serves as a framework not only for improving the experiences of our LGBT+ staff and students but also to plan and improve our work across all other diversity strands.


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.