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Guidance to Support Trans Staff and Students

The trans flag

The trans flag

The University celebrates and values the diversity of its staff and students and believes that the employment and inclusion of trans people at all levels of responsibility and trans students within our community enriches our University environment. The University will treat all trans employees and students with respect and strive to provide a positive working and learning environment free from discrimination, harassment or victimisation, to enable them to achieve the best outcomes.

The University's Trans Equality Policy (PDF) sets out the University's commitment, intent and principles for trans equality, and applies to all our prospective applicants for employment and study, employees and students, contractors, visitors and partners.

The Guidance for Trans Staff and Students (Word Document) has been developed in consultation with staff and students, to provide practical guidance to support the implementation of the Trans Equality Policy. Key aspects that this guidance includes:

  • Underlying principles to provide a welcoming and supportive environment
  • Practical guidance such as how to change student or staff name, gender and title and overseas travel, facilities, recruitment, etc.
  • Supporting staff and students through transition, recognising that individual circumstances will vary and ensuring staff and students are provided with appropriate support

Where this guidance document refers to "trans people", it has in mind everyone whose gender identity is not expressed in ways that are typically associated with the sex they were assigned at birth. This includes those who have non-binary, non-gender, agender or gender-fluid identities.

If you are a student wishing to change your name, gender marker and/or title you should complete a Student Notification of Change Form.

If you are a staff member wishing to change your name, gender marker and/or title, you should use the Identity Change Request webform.

Any feedback to the Equality & Inclusion Unit on these documents is welcomed.

Please also contact the Equality & Inclusion Unit if you require this document in an alternatively published format.