This guide is designed to provide all those involved in the provision of further education to young people with a greater understanding of transgender issues, and the relevant law and good practice in relation to transgender employees and learners. Topics covered include: what is meant by transgender, legal obligations & protections; and how to help trans employees and learners. The guide also presents a number of scenarios to illustrate best practice.

This project focused on retaining older workers as part of the college's strategic workforce and succession planning. Working with trade unions and the board of governors, the college removed the requirement for permanent staff to retire at the default retirement age and agreed flexible working arrangements with individuals wishing to continue working. Succession planning strategies were put in place to strengthen internal capacity and ensure continuity when members of staff retire. As a result the college has retained knowledge and skills in key areas and older workers feel valued.

This project looked at retaining older workers without the use of a set retirement age – balancing the need to retain older workers with the impact of redundancy and restructuring. The approach included removing the contractual requirement on permanent staff to retire at the fixed retirement age; introducing retirement conversations; offering ‘surviving redundancy’ support; and a ‘retire with dignity’ policy. Results include: retention of knowledge and skills in key areas; savings on recruitment and redundancy costs; and older workers feeling valued.

A case study exploring the impact on staff and skills shortages of operating a college without a fixed retirement age.