Premier launches transgender and menopause support

By Gwen Ridler

- Last updated on GMT

Primer Foods has increased support for transgender and menopausal colleagues
Primer Foods has increased support for transgender and menopausal colleagues

Related tags Training & recruitment

Premier Foods has launched two new policies to support transgender and menopausal colleagues, as well as parents to be.

Under the new Modern Working policies, colleagues going through medical treatment relating to gender reassignment, menopause or fertility treatment will be able to take paid time off.

Leave will not be capped and will be granted to office-based and factory colleagues, on an at-need basis.

Trans inclusivity training

In an effort to better support and educate its colleagues on these topics, the manufacturer will also provide training for more than 4,000 Premier colleagues on trans inclusivity and support both female and male managers to better understand the menopause.

David Wilkinson, group HR director, said: “As the workplace and our workforce constantly evolves, it’s important that our policies reflect these changes and help us support our colleagues through whatever they may be facing.

“Last year we launched a flexible working policy under the theme of ‘Modern Working’ and although they’re all different topics within their own right, the launch of our menopause and transgender policies, as well as our new parental network, all form part of a bigger picture, which is to champion modern ways of working.”

Parental Network

Premier has also launched a new Parental Network aimed at supporting new parents and parents-to-be. Colleagues and their families will have access to one-to-one maternity coaching sessions and an optional buddy system to hep them transition back into work after parental leave.

Foodservice channel marketing manager Sarah Robb added: “Not everyone is going to feel comfortable talking about personal issues like the menopause but raising awareness of these major life events and creating an environment where people can if they want to, is so important if we're to hold on to great talent.

“While not for everyone, being able to have an open and frank conversation with my manager about how this was affecting me felt like a huge weight had lifted and if colleagues going through something just as personal feel empowered to speak out, then that has to be a good thing.”

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