Accor Pacific has introduced a new gender-transitioning policy for employees to feel supported as they navigate gender identity and affirmation in the workplace. Respect and support for transgender, nonbinary, takatāpui, and gender-diverse employees is a core value for Accor and something its team continuously work to improve.
“Everybody has the right to be themselves at work and, most importantly, to feel safe in their workplace,” said Sarah Derry, Accor Pacific CEO.
Employees will be offered support in beneficial ways, including a gender affirmation support plan, up to 20 days’ paid leave and up to 12 months of unpaid leave for full-time employees. Also included is the opportunity to choose the uniform that best suits themselves and the freedom to change names and pronouns within Accor systems. Extra training for managers and colleagues is implemented where needed.
Derry explained that supporting team members in achieving their highest potential is crucial, which is why Accor chose to celebrate and support all gender identities.
“We are committed to constantly improving the workplace for our teams. Part of this is ensuring we have a gender affirmation policy, including increasing parental leave and family and domestic violence leave. Accor is committed to providing a safe, supportive, and inclusive environment for all people.”
For an employee to be open about their gender identity or journey is entirely their decision. There is no requirement for any employees to inform or seek affirmation from Accor. If an employee decides to share while at work, appropriate, sensitive, informed advice and assistance will be available.
The new gender policy is part of Accor’s ongoing mission to promote the individuality of its guests and employees. Other initiatives include industry-leading inclusivity courses providing education on the use of pronouns and their importance and a partnership with the New Zealand organisation Pride Pledge offering training and resources.
“This gender affirmation policy is an inspiring step forward for Accof Pacific,” explained Wendy-Jane from Accor’s Christchurch hotels. “As an older trans person, I am proud to be able to be myself at work, and it gives me hope that younger transitioning employees will get the support and acceptance they need to be the real deal themselves.”
Accor’s Pride Network offers further support for the LGBTIQA+ community. As a peer-led network, they encourage LGBTIQA+ inclusive culture, organise events, explore LGBTIQA+ issues, offer advice and support, and raise awareness about workplace challenges.
