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ANZ to provide six weeks of paid gender affirmation leave for Trans and gender-diverse employees

ANZ has announced that it will provide six weeks of paid gender affirmation leave for transgender and gender-diverse employees.

The major bank’s gender affirmation leave has been introduced to support workers as they undergo ‘any aspect’ of gender affirmation, whether it’s social, medical or legal.

Besides the six weeks of paid leave, it will also encompass twelve weeks of unpaid leave and will be added on to the normal leave entitlements granted to workers.

ANZ is the latest Australian company and the second of the four major banks to allocate paid gender affirmation leave for staff after Westpac introduced four weeks of paid leave for trans and gender-diverse employees back in 2019.

ANZ has announced that it will provide six weeks of paid gender affirmation leave for transgender and gender-diverse employees. (Pictured: ANZ headquarters)

The major bank's gender affirmation leave has been introduced to support workers as they undergo 'any aspect' of gender affirmation whether it's social, medical or legal

The major bank’s gender affirmation leave has been introduced to support workers as they undergo ‘any aspect’ of gender affirmation whether it’s social, medical or legal

The news of ANZ’s gender affirmation leave was announced on Monday in a media statement from the major bank.

ANZ’s Diversity and Inclusion Lead, Fiona MacDonald, said: ‘This is another example of ANZ’s ongoing commitment to the LGBTIQ+ community and creating an inclusive culture where our people feel a sense of belonging and comfortable to be their authentic selves.’

‘The six weeks of paid leave means people who are affirming their gender do not need to exhaust their annual or sick leave entitlements, while also easing some of the financial pressures.

‘This is especially important as research shows that trans and gender diverse people are more likely to experience lower incomes and employment rates,’ she added.

The bank then broke down the different ways an individual can ‘affirm their gender’ through either social, legal or medical means.

They described social affirmation as changing pronouns, changing your name or ‘adopting the dress and style of presentation that better aligns with their gender identity and expression’.

Medical affirmation includes gender transition surgery, hormone therapy, recovery from procedures or medical appointments to discuss surgery or therapy.

Finally, legal affirmation involves legally changing your name or altering your name and gender on your ID and personal documents.

The gender affirmation leave from ANZ provides six weeks of paid leave, twelve weeks of unpaid leave and will be added on to the normal leave entitlements granted to workers

The gender affirmation leave from ANZ provides six weeks of paid leave, twelve weeks of unpaid leave and will be added on to the normal leave entitlements granted to workers

ANZ is the second of the four major banks to allocate gender affirmation leave for staff after Westpac introduced four weeks of paid leave for trans and gender-diverse workers in 2019

ANZ is the second of the four major banks to allocate gender affirmation leave for staff after Westpac introduced four weeks of paid leave for trans and gender-diverse workers in 2019

The move has been welcomed by trans rights groups.  Others were not so pleased, believing it gives special treatment to trans and gender-diverse workers over others

The move has been welcomed by trans rights groups. Others were not so pleased, believing it gives special treatment to trans and gender-diverse workers over others

The move has been welcomed by trans rights groups, with LGBTQ+ advocacy group Equality Australia, telling The Daily Telegraph that ANZ should be ‘commended’.

Others were not so pleased, believing the leave entitlement gives special treatment to trans and gender-diverse workers over others.

Stassja Frei, a spokesperson for the Coalition for Biological Reality, told the publication that ANZ’s gender affirmation leave is ‘incredibly irresponsible’ and ‘not equality’.

ANZ is the latest firm to provide gender affirmation leave after both Allianz and Coles implemented some form of the leave earlier this year.

Coles has provided up to 10 days of paid gender affirmation leave for trans and gender-diverse staff.

The supermarket chain announced the move last month, the day after International Day Against Homophobia, Biphobia, Intersexism and Transphobia.

‘We know that we have at least 900 team members who identify as transgender or gender diverse,’ Coles Chief Legal and Safety Officer and chair of the company’s Pride Steering Committee David Brewster said in a statement.’

Trans and gender-diverse staff of supermarket chain Coles will be entitled to up to 10 days of paid gender affirmation leave

Trans and gender-diverse staff of supermarket chain Coles will be entitled to up to 10 days of paid gender affirmation leave

‘We need to have proper policy and education in this area so there is clear guidance around taking leave for this important transition in their life.’

A Coles spokesperson confirmed to Daily Mail Australia gender affirmation ‘can be any process that a team member undergoes to affirm/confirm their gender identity’.

‘This may be in the forms of social affirmation, medical affirmation or legal affirmation.

‘This may include attending medical or specialist appointments, legal appointments, attending counseling services, attending services supporting their mental health and wellbeing, under-taking hormone therapy or medical surgical processes.’

The paid leave will be for part-time and full-time workers while casual team members can access unpaid gender affirmation leave.

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