Jaguar to pay £180,000 compensation to gender fluid engineer
Jaguar Land Rover has been ordered to pay £180,000 compensation to a gender fluid engineer who was subjected to harassment and discrimination at work.
Rose Taylor had worked for Jaguar for 20 years and had initially identified as male. She began identifying as gender fluid in 2017 and started dressing in women’s clothing.
This resulted in her being subjected to abusive remarks from colleagues and facing difficulties accessing toilet facilities at work.
She resigned in 2018 and brought claims of harassment, discrimination and unfair dismissal because of her gender reassignment and sexual orientation.
Jaguar submitted that being gender fluid or non-binary, did not fall within the definition of a person who had undergone gender reassignment, a protected characteristic under the Equality Act (2010).
Ms Taylor’s barrister argued gender fluid people were protected and the government had referred to a gender "spectrum" during parliamentary debates about the Act.
The Employment Tribunal dismissed Jaguar’s defence as “totally without merit” and found in favour of Ms Taylor.
She was awarded the £180,000 compensation at a separate hearing.
Judge Pauline Hughes said she was hopeful that Taylor’s case would bring positive change in the movement for equality. Summing up at the tribunal she said: “Everyone in the room can think of a person who has made a difference in their life. The entire history of equality and equality movement has individuals such as the claimant who have made a difference.”
A spokesman for Jaguar said: "On behalf of Jaguar Land Rover, I would like to apologise to Ms Taylor for the experiences she had during her employment with us. We continue to strive to improve in this area and we respect the outcome of the case.
“Jaguar Land Rover does not tolerate discrimination of any kind. We are committed to creating an environment where everyone can flourish, where our employees feel listened to, understood, supported and valued equally.”
Please contact David Rushmere if you would like more information about the issues raised in this article or any aspect of employment law.