Accor Pacific has introduced a new gender transitioning policy to support its employees to navigate gender identity and affirmation at work. Aptly launched during Trans Awareness Week (13-20 Nov), this progressive new policy reflects Accor’s respect for gender diversity and its commitment to supporting transgender, nonbinary, takatāpui, and gender diverse employees.
Support will be offered to employees in ways that is most beneficial to them, including a gender affirmation support plan, up to 20 days’ paid leave and up to 12 months’ unpaid leave for full-time employees (pro-rata for part-time and casual), the option to choose the uniform that best represents themselves, changing names and pronouns in Accor systems, and additional training for managers and colleagues where required.
Accor Pacific CEO, Sarah Derry, said: “Everybody has the right to be themselves at work and, most importantly, to feel safe in their workplace. Accor strives to support all team members so they can achieve their highest potential – this is why we are committed to constantly improving the workplace for our teams. Part of this is ensuring we have a gender affirmation policy, along with increasing of parental leave, and family and domestic violence leave. Accor is committed to providing a safe, supportive and inclusive environment for all people, and we celebrate and support all gender identities.”
There is no requirement for any employees to inform Accor of their gender identity, or their desire to seek gender affirmation. However, if an employee chooses to be openly gender diverse and/or to seek gender affirmation while at work, appropriate, sensitive and informed advice, support and assistance is available to them.
Wendy-Jane from Accor’s Christchurch hotels said: “This gender affirmation policy is an inspiring step forward for Accor Pacific. 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 new gender affirmation policy is part of the Group’s ongoing drive to champion the individuality of its employees and guests. This policy is in addition to a series of other industry-leading inclusivity initiatives for its people, such as education on the use of pronouns and their importance, and a partnership with New Zealand based organisation Pride Pledge who provide training and resources to employees.
Employees who feel they need further support can also reach out to Accor’s Pride Network – a peer led network that encourages an LGBTIQA+ inclusive culture, organises networking events and knowledge sessions to explore LGBTIQA+ issues and workplace inclusion, offers advice on the needs and priorities of LGBTIQA+ team members and raises awareness about specific challenges LGBTIQA+ team members may have at work.
Last month, Accor Pacific also made updates to two other key employee policies:
- Parental Leave, now offering up to ten weeks of paid parental leave after the birth or adoption of a child, plus superannuation will be contributed to while on paid parental leave.
- Family and Domestic Violence Leave, now providing 20 days of paid leave annually, flexible working arrangements, and emergency accommodation to the value of up to 20 days per year.
Accor, the largest hotel operator in the Pacific, has 400 hotels, resorts and apartments to choose from in Australia, New Zealand, Fiji and French Polynesia, including international brands such as SO/, Sofitel, MGallery, Art Series, Pullman, Swissôtel, Mövenpick, Grand Mercure, Peppers, The Sebel, Mantra, Novotel, Mercure, Tribe, BreakFree, ibis, ibis Styles and ibis Budget.
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