Opinion | In the wake of the Supreme Court ruling, the 'human' in 'HR' matters even more

The recent Supreme Court ruling - that the terms “man”, “woman” and “sex” in the Equality Act 2010 refer to biological sex - will undoubtedly be welcomed by some as legal clarity. But for others, it may feel like a loss, a rollback of recognition, or a threat to their identity. It’s why, in moments like these, the “human” part of “human resources” needs to come to the fore.

This is a deeply sensitive and polarising issue. At its heart lie complex questions of law, identity, and inclusion. It is crucial to stress that the ruling does not remove protections for transgender people in the workplace.

The Equality Act continues to safeguard individuals from discrimination and harassment on the grounds of gender reassignment, with or without a Gender Recognition Certificate.

But legal protections, while vital, are only part of the picture. Many trans and non-binary employees may now feel uncertain, vulnerable or even unwelcome, regardless of what the law still entitles them to. That emotional impact cannot and must not be overlooked.