Welcome to The Pride Pledge Gender Affirmation Policy Register.

This is the first site of it’s kind that has been identified in New Zealand or globally and we are going live 11 November 2024.

The register is a website for organisations to list themselves as having polices that ensure a safe, inclusive and welcoming organisation for our Gender Diverse communities.

This register enables Trans and Gender Diverse employees to ‘check out’ employers and consider organisations with the supports they need prior to applying for employment.

The register also acts as a public commitment to be held accountable for upholding your policy and commitment to safety and inclusion.

The register is FREE for GOLD Pride Pledge subscribing organisations.

Organisations must either meet all requirements in the questions outlined below, or you can be listed as committed to registration within 12 months if you have up to 2 areas you are working on.


By confirming your registration below you are consenting to your organisation logo to be listed on the site with a link to your website or careers site.

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* 1. Organisation Name

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* 2. Main Contact Name

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* 3. Contact Email

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* 4. Website to link The Policy Register to

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* 5. To be listed on the Register, you must be a GOLD Pride Pledge Subscribing Organisation. Please confirm below...

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* 6. Please confirm your organisation size

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* 7. You have integrated your commitments to The Pride Pledge and articulated these in a comprehensive Gender Affirmation Policy.

Our Gender Affirmation policy is available internally and externally to all employees, prospective employees and other stakeholders, is holistic and covers (but is not limited to) the following key aspects Gender Affirmation as outlined by each of the questions in this survey.

Our Policy has been informed by our Employee Led Networks and/or with specialist input from Pride Pledge or equivalent and Rainbow organisation.

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* 8. Discrimination, bullying or harassment

The organisation has a clear and explicit policy which supports a safe, inclusive and zero tolerance culture for discrimination, bullying or harassment against employees based on their gender identity or expression.

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* 9. A Formal Gender Affirmation Plan

A formal gender affirmation plan is available to any employee who is seeking to affirm their gender in any way, including for new employees in order to make sure the gender affirming individual’s expectations and needs are considered and to support the process for the individual and their colleagues.

This can include communication processes, training requirements, changing details in systems, disclosure to colleagues, requirements about bathrooms and uniforms, or any other support an employee may reasonably require.

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* 10. A Gender inclusive uniform policy:

A Gender inclusive uniform and/or dress code grooming policy which supports employees and/or other stakeholders to present based on their gender identity or expression is available for all existing and prospective employees.

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* 11. Gender Affirmation leave:

We have a specific leave policy available to employees (at least 10 days of discretionary leave for gender affirmation needs)

Gender Affirming Leave is holistic and covers a range of medical and non-medical needs, built into an employees Gender Affirmation Plan on a case by case basis.

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* 12. All Gender facilities:

It is the intention of our policy that all-gender bathrooms/restrooms/changing facilities are available to employees and/or other stakeholders on all sites/locations we operate in.

You have completed bathroom/restroom audit with availability of all gender toilets and facilities on all sites with a plan to address any gaps in a reasonable and timely manner which may include new builds, relocations, and/or renovations and this is available for any employee and/or stakeholder who requests this information.

Your bathrooms/restrooms/changing facilities signage is up to date with appropriate gender non-specific symbols and sanitary facilities are provided in all restrooms.

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* 13. Gender Diversity Training:

Training focused on Gender Diversity is available within the organisation and at minimum the HR team and senior leadership have completed this training and is encouraged for other employees and stakeholders as part of your Pride Pledge commitment.

Training is made available to any teams or stakeholders as part of an employees' Gender Affirmation Plan as and when required.

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* 14. Forms and data collection:

Your forms and systems have been updated to enable gender self-identification and name changes of both employees and other stakeholders with an appropriate range of titles and pronouns.

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* 15. Pronouns:

Employees can self-select and change pronouns with ease and use these in a range of ways including email, business cards, and video meetings etc and this is enabled by the organisation both internally and externally.

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* 16. We are committed to the ongoing updating of our policies which may include new requirements beyond 2026.

These additional requirements could include:

A Travel and mobility policy which explicitly safeguards employees career progression, performance management and safety from having to work in or travel to, through or from jurisdictions which have queer- trans or homophobic legislation, including conferences, relocation and transport service providers.

Supply Chain requirements which includes all suppliers of over 500 employees to have a Gender Affirmation Policy and/or to be registered on the Pride Pledge Gender Affirmation Register. Rational: The organisation has clear policies around off-site and third party suppliers and other stakeholders behaviour and expectations towards employees which support, protect and affirm employees gender identity and/or expression.

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* 17. I confirm that we are happy for our organisation to be welcomed to the register on Pride Pledge social media channels following the 11 November 2024 launch.

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* 18. Please upload a copy of your policy here:

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