Factsheet on Protected Characteristics. Gender Reassignment

Transcription

1 Factsheet on Protected Characteristics Gender Reassignment

2 Understand your responsibilities towards all genders Familiarise yourself with the Equality Act 2010, the University of Warwick s Equality and Diversity Policy and Dignity at Warwick Policy Understand the definition of gender equality for all Understand that all staff have different backgrounds and cultures Ensure staff are able to perform to the best of their abilities Confidentiality Are your workplace and working ethics inclusive to all? Equality and Diversity Training Ensure all staff are aware of opportunities regardless of their gender Inform colleagues about the LGBT Staff network group Be aware of additional support available Display E&D posters in department Familiarise yourself with available resources and obtain further support, advice and guidance Equality Challenge Unit (ECU) Equality & Diversity Team Occupational Health E&D Webpages HR Advisor Stonewall

3 Manager s Responsibility Transition at work is a time when many trans people may face discrimination. Talk to the individual and find out how you can best support them. Involve your HR Adviser to ensure the right support is given. REMEMBER: You cannot discuss the individual s case with anyone without their explicit permission. Dignity at Warwick Familiarise yourself with the Dignity at Warwick Policy If a member of staff feels they are being bullied or harassed they can speak to a Dignity Contact in confidence. ops/dignityatwarwick/ Staff Network Group The university has a successful LGBT staff network group. Ensure the member of staff is aware of this support mechanism. E&D Training Equality Act 2010 The Act provides protection for transsexual people people who are proposing to undergo, are undergoing or have undergone the process of changing their sex. These people have the protected characteristic of gender reassignment. Find out about the E&D training sessions, these cover all Protected Characteristics. Also complete the online E-Learning modules. Encourage all your staff to complete the online modules as a minimum.

4 University Policy Familiarise yourself with the university policy on Gender Reassignment, this can be located on the Equality and Diversity webpages. Understand the action plan and see how you can help to implement some of the changes that may be required. Discuss everything with the individual to ensure there is clear communication. Agree the actions discussed and arrange regular meetings. With the individuals permission seek additional advice when necessary. ces/equalops/genderreassignment Supporting staff through gender reassignment If a member of staff advises that they have gone through, are considering or are going through gender reassignment familiarise yourself with the gender reassignment policy. Keep all information confidential and discuss with the individual if you wish to obtain further guidance from HR. Inclusivity Ensure you departments has an inclusive approach to all staff and students Resources Familiarise yourself with the resources available and refer to those when necessary for further support, advice and guidance. Speak to your HR Adviser or Equality and Diversity team Refer to the guidance provided by Stonewall

5 Gender Reassignment Policy - The policy has been formulated to provide general guidance and policy advice to staff, students and managers about transsexual and gender reassignment issues. The policy applies to all staff, including part time teachers, casual staff, temporary staff from Employment Agencies and Contractors working on campus. Trans is an inclusive term for people who identify themselves as transgender or transsexual. The word trans can be used without offence (as an adjective) to describe people who: are undergoing gender reassignment identify as someone with a different gender from that in which they were born, but who may have decided not to undergo medical treatment choose to dress in the clothing typically worn by the other sex Dignity at Warwick Policy - It s important that managers are able to direct staff members to organisational policies when dealing with cases of bullying and harassment, including the various reporting routes available to them

6 Manager s Responsibility - All managers need to be clear in their role in how to support staff regardless of their gender, as a manager you are responsible for tackling any discrimination and familiarising yourself with the policies and resources to support your staff Transsexualism - Transsexualism is not the same as, and should not be confused with, cross dressing, transvestism, or sexual orientation. Transsexualism is not a life style choice, nor a facet of sexual orientation, nor a disease. Gender Reassignment support If a member of staff declare that they are planning to go through, have been through or are going through Gender Reassignment you should familiarise yourself with the policy that is available through the equality and diversity gender reassignment webpages: if you wish to obtain additional guidance from HR or the equality and diversity team ensure that the individual is happy with this. Advise the individual of the Lesbian, Gay, Bisexual and Trans staff network group (PHD students welcome).

7 Gender Reassignment is one of the 9 protected characteristics covered under the Equality Act All members of staff should try to refer to the transsexual person by their new name and use pronouns appropriate to their new gender role. If a member of staff is in a possession of a gender recognition certificate it is unlawful to disclose their transgendered status without their consent. Agree a transition action plan arrange to meet regularly, this will include dates of transition and communication plans.

8 Employee Network Groups Show your support to the staff network groups by displaying posters; ensure new and existing staff are aware of this resource. Network groups can provide a safe channel for managers to seek advice and support on LGBT related issues. Training Encourage all members of staff to complete the online E-Learning modules - Diversity in the Workplace. Reports can be obtained from the E&D team to monitor who has completed the modules. Ensure all members of staff who sit on interview panels have completed the Recruitment and Selection module to ensure no gender bias. Inclusive Behaviour To maintain the momentum around equality initiatives include Equality and Diversity as a standing item on staff meeting agendas. University Events Encourage team members to attend diversity events that are held around campus; this could be communicated by , prominently displaying posters and displays on digital screens.

9 OTHER USEFUL CONTACTS: Sources of useful information The Gender Trust - The trust is recognised as an authoritative centre for professional people who encounter gender identity related issues in the course of their work. Transgender Zone - Stonewall - on equality_strands/10794.asp Equality Challenge Unit - Guidance for Trans staff or students in Higher Education