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Investment banking company J.P. Morgan Australia and New Zealand has revealed it will be offering 20 days of gender affirmation leave for all staff.
J.P. Morgan Australia and New Zealand CEO, Robert Bedwell said: “To advance our inclusive culture, we are pleased to announce a newly created Gender Affirmation Leave policy for employees who are affirming their gender identity. This policy will take effect immediately for Australia and New Zealand based employees and will include 20 days of paid leave which can be taken in separate periods as required.”
“Additionally, the firm provides internal and external resources to support employees who are transitioning their gender identity or changing their gender identity or expression, including our Employee Assistance Program,” said Mr Bedwell
This announcement indicates the company’s commitment to inclusion.
ANZ Bank released a similar policy back in June, offering six weeks of paid leave, and 12 months of unpaid leave for its Australian and New Zealand employees relating to gender affirmation.
Head of ANZ diversity and inclusion, 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.”
She continued: “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.”
J.P. Morgan has pushed for LGBT+ inclusion for some time, as seen in a 2017 release that encouraged companies to “lead the LGBT equality revolution”.
Ken Janssens, managing director, deputy CIO for EMEA, J.P. Morgan, and a board member of Out and Equal Workplace Advocates said in the 2017 statement: “Companies can do more to embrace all the letters of the LGBT rainbow, including by increasing visibility of bisexual and transgender employees and ensuring that they are represented in ERGs and Executive Councils.”
He continued: “Our world is stronger and more just when we treat all people equally under the law.”
Mr Bedwell added: “Maintaining a culture where all employees can thrive is a core value of the firm. It is imperative that we continue to treat everyone with the courtesy and dignity they deserve and embrace each other’s differences and unique qualities. Together, we can advance and leave no one behind.”
Jack Campbell
Jack is the editor at HR Leader.
