On 9th September 2025, IP Out, in collaboration with Wiggin, hosted an evening with award-winning activist and speaker, Tate Smith.
A prominent and influential voice in the trans community, Tate spoke candidly about his experience as a “working-class Essex boy who happens to be trans,” while also raising awareness of often overlooked issues, including the lack of visibility of trans men, social mobility, menopause, toxic masculinity, male privilege, and men’s mental health.
Read on for our summary of the highlights:
Working as a legal secretary whilst transitioning
Tate shared his personal journey, beginning with his transition while working as a legal secretary at Clifford Chance, where he experienced first-hand the importance of genuine allyship. He recalled earlier challenges in the legal sector, such as having a probation period extended and the lack of relevant workplace policies. In contrast, he felt fully supported by Clifford Chance, who demonstrated meaningful allyship through various actions, including their pro bono work advocating for non-gendered passport markers.
Sexism
Tate also spoke about the striking contrast between how he was treated as a woman in the workplace prior to his transition, versus now as a man. He described how as a woman he noticed patronising language such as “babe” or “love”, and was subjected to various assumptions and stereotypes, such as being seen as an Essex girl who had nothing interesting or meaningful to say. People mocked his accent and elocution lessons were even suggested.
By contrast, after transitioning, he immediately noticed the respect, responsibility, and opportunities afforded to him as a man—highlighting the realities of sexism and male privilege. For example, he noticed being welcomed as “mate” or “sir” and included in many more conversations. Now, as a man, his accent was attractive and people were interested in his opinions. Many assumed he was working towards being a lawyer.
Men’s groups
Another difference that Tate noticed was how differently he was treated in relation to mental health matters. For example, as a woman, he found that it was acceptable to talk about feelings and was encouraged to open up. However, as a man, it was much harder to talk about mental health. He found conversations relating to mental health were frequently shut down and it was hard to and find a safe space in which to open up. Tate explained how beneficial he has found workplace men’s groups, which provide a space for men to open up and learn together. He’s a strong advocate for seeing more of these spaces on offer.
Social mobility
Tate’s reflections on class and social mobility were equally powerful. Growing up on a council estate and receiving free school meals, he explained how important becoming a legal secretary was in stepping out of poverty. He urged the profession to value and showcase regional accents and working-class perspectives, rather than forcing people to hide their identities to “fit in.”
Menopause
Another under-discussed topic Tate addressed was menopause and its impact on trans men, trans women, and non-binary people. He shared his own experience of testosterone therapy triggering early onset menopause symptoms and called for greater research, recognition, and inclusion of trans people in workplace menopause policies.
Fostering inclusion and long-lasting change in the legal sector
Drawing from both his lived and professional experience, Tate emphasised practical lessons for the legal sector on fostering true inclusion. He urged firms to:
- Go beyond symbolic gestures and regularly review policies to ensure they cover all genders, including in areas such as parental leave and menopause.
- Not allow transphobia to be normalised: keep conversations going, champion trans colleagues, and be a consistent ally.
- Create spaces for men to share openly about mental health and dismantle harmful stereotypes.
Tips for allies
Throughout the conversation, Tate stressed the importance of approaching trans inclusion at a human level—far beyond debates about toilets or surgery. He encouraged allies to:
- Correct mistakes with grace and move on, without embarrassment.
- Avoid invasive personal questions.
- Shut down sexist or toxic behaviours by calling people in rather than out, using curiosity to challenge.
- Show up every day as an ally, not only during Pride Month or when it’s easy or fashionable.
Resources
Tate Smith Consulting – Tate provide businesses with policies and specialist advice on diversity, equity and inclusion from a trans+ perspective.
IP Out’s Trans and non-binary inclusivity toolkit
Please Get In Touch
You can contact IP Out by email at [email protected].
You can contact IP Inclusive by email at [email protected].