Q1. Which sector best describes your organisation?
Options: Private sector · Public sector · Third sector/charity · Education · Healthcare · Other (please specify)

Q2. Approximately how many people does your organisation employ in the UK?
Options: Fewer than 50 · 50–249 · 250–999 · 1,000–4,999 · 5,000–9,999 · 10,000 or more

Q3. What is your role or function within the organisation?
Options: HR / People team · EDI / Diversity lead · Senior leadership / Board · Line manager · Legal / Compliance · Other (please specify)

Q4. Is your organisation headquartered in the UK?
Options: Yes · No · Don’t know

Context: These questions establish the respondent profile and allow analysis by sector, size, and role. They do not measure inclusion practice — they provide the demographic frame.

Q5. Does your organisation have a formal policy that specifically addresses trans and/or nonbinary inclusion?
Options: Yes — a standalone policy · Yes — included within a broader EDI or equality policy · No — but one is planned · No — and none is planned · Don’t know

Q6. Does your policy explicitly cover both trans and nonbinary identities?
Options: Yes — both are explicitly covered · Trans identities only · Nonbinary identities only · Neither is explicitly named · Don’t know
Conditional: Only shown if Q5 = Yes

Q7. When was your trans/nonbinary inclusion policy last reviewed or updated?
Options: Within the last 12 months · 1–2 years ago · 3–5 years ago · More than 5 years ago · Never reviewed · Don’t know
Conditional: Only shown if Q5 = Yes

Q8. Does your organisation have a set schedule for reviewing its trans/nonbinary inclusion policy?
Options: Yes — annually · Yes — every 2–3 years · Yes — but no fixed interval · No — no set review schedule · Don’t know
Conditional: Only shown if Q5 = Yes

Q9. Is there a named senior leader (board member, director, or equivalent) with explicit responsibility for trans and nonbinary inclusion outcomes?
Options: Yes — a named individual with defined scope · Yes — but the scope is informal · No · Don’t know

Q10. Does your organisation tie trans and nonbinary inclusion outcomes to executive or senior leadership KPIs?
Options: Yes · No · Don’t know

Q11. Has the board (or equivalent governing body) discussed trans and nonbinary inclusion as a specific agenda item in the last 12 months?
Options: Yes — as a standalone item · Yes — as part of a broader EDI discussion · No · Don’t know

Q12. Does your organisation have written manager guidance on how to implement the trans/nonbinary inclusion policy in practice?
Options: Yes — detailed guidance with scenarios · Yes — brief guidance · No · Don’t know
Conditional: Only shown if Q5 = Yes

Context: This section generated the key findings on the Paper Shield, the Policy–Protection Gap, and leadership accountability. See The Evidence (Themes 1 and 2) and Governance Insights.

Q13. Does your organisation provide specific training on trans and nonbinary inclusion (beyond general EDI/equality training)?
Options: Yes — mandatory for all staff · Yes — mandatory for managers · Yes — optional/available on request · No · Don’t know

Q14. How would you rate your managers’ overall confidence and capability in handling trans and nonbinary inclusion situations?
Options: Well-equipped and confident · Somewhat equipped but inconsistent · Not equipped — significant gaps · Don’t know

Q15. Does your training include scenario-based or practical decision-making exercises (not just awareness content)?
Options: Yes · No · Don’t know
Conditional: Only shown if Q13 = Yes

Q16. Does your organisation provide managers with a scenario library or decision-support tool for common trans inclusion situations?
Options: Yes · No · Don’t know

Context: This section generated the Frozen Middle findings and the manager capability evidence. See The Evidence (Theme 4) and the Line Managers Pathway.

Q17. Does your organisation provide gender-neutral toilet facilities?
Options: Yes — at all or most sites · Yes — at some sites · No · Don’t know

Q18. Does your organisation provide gender-neutral changing or shower facilities?
Options: Yes — at all or most sites · Yes — at some sites · No · Not applicable (no changing/shower facilities) · Don’t know

Q19. Does your organisation have a stated approach to how gendered facilities decisions are made (e.g., a facilities governance principle)?
Options: Yes — a documented approach · Yes — informal approach · No · Don’t know

Context: This section generated the facilities evidence including the site consistency findings. See The Evidence (Theme 3) and the Facilities & Estates Pathway.

Q20. Does your organisation have a formal process for employees to change their name and/or gender marker in HR and payroll systems?
Options: Yes — a documented process with named owners · Yes — an informal process · No · Don’t know

Q21. Can your HR/people systems record and display employees’ pronouns?
Options: Yes — systemically (fields available in HRIS) · Yes — but informally (e.g., email signatures only) · No · Don’t know

Q22. Does your identity change process cover all key systems (HRIS, payroll, email/directory, security passes, scheduling)?
Options: Yes — all systems are covered · Some systems but not all · No — only the primary HRIS · Don’t know
Conditional: Only shown if Q20 = Yes

Q23. Does your organisation have privacy controls governing who can access information about an employee’s trans status or identity history?
Options: Yes — formal “need to know” access controls · Yes — informal guidelines · No · Don’t know

Context: This section generated the operational dignity and systems friction evidence. See The Evidence (Theme 5) and the HR & People Teams Pathway.

Q24. In your estimation, what proportion of trans and/or nonbinary employees in your organisation would feel comfortable voluntarily disclosing their identity at work?
Options: 0–10% · 11–25% · 26–50% · 51–75% · 76–100% · Don’t know

Q25. Does your organisation have visible, active allies or champions for trans and nonbinary inclusion at senior level?
Options: Yes — visible and active · Yes — but not particularly visible · No · Don’t know

Q26. Does your organisation actively monitor or measure the workplace experience of trans and nonbinary employees (e.g., through staff surveys, focus groups, or exit interviews)?
Options: Yes — routinely · Yes — occasionally · No · Don’t know

Q27. What do you believe are the main barriers to trans and nonbinary employees feeling psychologically safe in your organisation?
Options (multi-select): Fear of negative reactions from colleagues · Lack of visible policy or commitment · Distrust of confidentiality · Concerns about career impact · Lack of manager understanding · External political/media climate · No significant barriers · Don’t know · Other (please specify)

Context: This section generated the trust deficit and psychological safety evidence. See The Evidence (Theme 6) and Governance Insights (The Neutrality Paradox).

Q28. Has your organisation experienced external pressure (from media, advocacy groups, politicians, or members of the public) to reduce or reverse its trans/nonbinary inclusion commitments?
Options: Yes · No · Don’t know

Q29. Has your organisation changed, softened, or delayed any trans/nonbinary inclusion commitments in the last two years?
Options: Yes — significantly · Yes — some adjustments · No · Don’t know

Q30. If your organisation has made changes, what was the primary driver?
Options: Legal advice · Political or media pressure · Internal staff concerns · Change of leadership · Budget/resource constraints · Other (please specify)
Conditional: Only shown if Q29 = Yes

Q31. Does your organisation have a documented process for responding to external challenges or FOI requests about its inclusion policies?
Options: Yes · No · Not applicable (private sector) · Don’t know

Q32. Does your organisation have a named individual or team responsible for handling media or public scrutiny of its inclusion commitments?
Options: Yes · No · Don’t know

Q33. How would you describe your organisation’s overall posture on trans and nonbinary inclusion in the current climate?
Options: Proactively strengthening commitments · Maintaining existing position · Cautiously reviewing position · Actively scaling back · Don’t know

Context: This section generated the backlash, lawfare, and regression evidence. See The Evidence (Theme 7) and Governance Insights (Defensive Compliance, The Heckler’s Veto).

Q34. Does your organisation provide services to the public or to external clients/customers?
Options: Yes · No

Q35. Does your organisation have specific guidance for front-line staff on how to respectfully serve trans and/or nonbinary service users?
Options: Yes · No · Don’t know
Conditional: Only shown if Q34 = Yes

Q36. Has your organisation experienced complaints or challenges related to trans/nonbinary service provision?
Options: Yes · No · Don’t know
Conditional: Only shown if Q34 = Yes

Context: Service delivery questions were conditional on whether the organisation serves the public. These findings inform the multi-directional legal exposure analysis in Governance Insights.

Q37. What do you consider the biggest challenge your organisation faces in implementing trans and nonbinary inclusion effectively?
Format: Open text response

Q38. Is there anything your organisation does particularly well in relation to trans and nonbinary inclusion that you would like to share?
Format: Open text response

Q39. Is there anything else you would like to add about your organisation’s approach to trans and nonbinary inclusion?
Format: Open text response

Context: Qualitative responses enriched the quantitative findings throughout the report, providing context for the patterns identified in the statistical analysis. Direct quotes from respondents are used throughout the Evidence and Governance Insights pages where they illustrate a finding.