Out in the Workplace 2020
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Pride Lineup R Ee Qb
F PRIDE LINEUP R EE QB Nottinghamshire’s Queer Bulletin August/September 2011 Number 61 The Pride stage will undergo meiosis and divide into 4. As well as the Main Stage (hosted by Harry Derbridge - from “The only way is Essex”), Politicians experience often scath- you can enjoy the Acoustic Stage, the Comedy Stage and a family zone - ing criticism on a daily basis in our The Village Green. Some of the performers featured are listed below. newspapers. On radio and televi- sion they are subject to the mock- MAIN STAGE ACOUSTIC STAGE COMEDY STAGE ery which is part of a tradition going Booty Luv Kenelis Julie Jepson back to - at least - the ancient Ruth Lorenzo Maniére des Suzi Ruffle Greeks. Cartoonists have a field day. David Cameron is portrayed Drag with No Name Bohémiens Rosie Wilby by one as a "Little Lord Fauntleroy" Fat Digester Gallery 47 Rachel Stubbins type and by another as a pink hu- Propaganda Betty Munroe & Josephine Ettrick-Hogg man condom with big wobbly Danny Stafford The Blue Majestix Carly Smallman Youth Spot The Idolins breasts. VILLAGE GREEN Jo Francis Emily Franklin Our mockery and fact-based criti- Captain Dangerous Wax Ersatz Asian Dance Group cisms of Kay Cutts pale beside this Vibebar May KB Pirate Show and beside what one reads on the Benjamin Bloom Selma Thurman Carlton Brass Band local Parish of Nottinghamshire Grey Matter Ball Bois display website, to which we referred. Poli- The Cedars Hosts: John Gill & Dog display team ticians need broad shoulders. Bear- NG1/@D2 Princess Babserella Tatterneers Band ing in mind the size of Mrs Cutts' "shoulders", the County Library QB ban is utterly predictable. -
Sexual Orientation Research Review 2008
Equality and Human Rights Commission Research report 34 Sexual orientation research review 2008 Martin Mitchell, Charlie Howarth, Mehul Kotecha and Chris Creegan NatCen Sexual orientation research review 2008 Martin Mitchell, Charlie Howarth, Mehul Kotecha and Chris Creegan Equality and Human Rights Commission 2009 First published Autumn 2009 ISBN 978 1 84206 113 8 Equality and Human Rights Commission Research Report Series The Equality and Human Rights Commission Research Report Series publishes research carried out for the Equality and Human Rights Commission (the Commission) by commissioned researchers. The views expressed in this report are those of the authors and do not necessarily represent the views of the Commission. The Commission is publishing the report as a contribution to discussion and debate. Please contact the Research Team for further information about other Equality and Human Rights Commission’s research reports, or visit our website: Research Team Equality and Human Rights Commission Arndale House The Arndale Centre Manchester M4 3AQ Email: [email protected] Telephone: 0161 829 8500 Website: www.equalityhumanrights.com You can download a copy of this report and the full report as a PDF from our website: www.equalityhumanrights.com 2 CONTENTS TABLES 12 ACKNOWLEDGEMENTS 13 ABBREVIATIONS AND ACRONYMS 14 FOREWORD 15 EXECUTIVE SUMMARY 19 1 INTRODUCTION 36 1.1 Aims and objectives 36 1.2 Coverage and approach 37 1.3 Context 38 2 MEASURING SEXUAL ORIENTATION – DEFINITIONS AND SIZE 39 2.1 User need for national -
Foi-202000083724
About your organisation Last updated: 02/08/2017 DC or School Which best describes your Stonewall Diversity Champion organisation? About your org: DC Name of organisation: Scottish Government Please note, this will be used when compiling Stonewall's Top 100 Employer guide and in any associated publications. Post code of organisation EH11 3XD headquarters in Great Britain: Please select a sector from the Government below list which most fits your organisation: Please note this will be used for analysis purposed in aggreagting data across the Index by sector. Number of employees: 5000 Please enter the number of employees the organisation has, including all full time, part time and dispersed staff across Great Britain. 1 / 2 Are you the main point of contact Yes for Stonewall as a Diversity Champion? Choose your Stonewall Account Manager from the list below: If your Stonewall Account (No response) Manager is not on the above list, please write their name below: 2 / 2 Workplace Equality Index submission Created: 08/08/2017 • Last updated: 11/09/2017 Policies and Benefits: Part 1 Section 1: Policies and Benefits This section comprises of 7 questions and examines the policies and benefits the organisation has in place to support LGBT staff. The questions scrutinise policy audit process, policy content and communication. This section is worth 7.5% of your total score. Below each question you can see guidance on content and evidence. At any point, you may save and exit the form using the buttons at the bottom of the page. 1.1 Does the organisation have an audit process to ensure relevant policies (for example, HR policies) are explicitly inclusive of same-sex couples and use gender neutral language? GUIDANCE: The audit process should be systematic in its implementation across all relevant policies. -
5195E05d4.Pdf
ILGA-Europe in brief ILGA-Europe is the European Region of the International Lesbian, Gay, Bisexual, Trans & Intersex Association. ILGA-Europe works for equality and human rights for lesbian, gay, bisexual, trans & intersex (LGBTI) people at European level. ILGA-Europe is an international non-governmental umbrella organisation bringing together 408 organisations from 45 out of 49 European countries. ILGA-Europe was established as a separate region of ILGA and an independent legal entity in 1996. ILGA was established in 1978. ILGA-Europe advocates for human rights and equality for LGBTI people at European level organisations such as the European Union (EU), the Council of Europe (CoE) and the Organization for Security and Cooperation in Europe (OSCE). ILGA-Europe strengthens the European LGBTI movement by providing trainings and support to its member organisations and other LGBTI groups on advocacy, fundraising, organisational development and communications. ILGA-Europe has its office in Brussels and employs 12 people. Since 1997 ILGA-Europe enjoys participative status at the Council of Europe. Since 2001 ILGA-Europe receives its largest funding from the European Commission. Since 2006 ILGA-Europe enjoys consultative status at the Economic and Social Council of the United Nations (ECOSOC) and advocates for equality and human rights of LGBTI people also at the UN level. ILGA-Europe Annual Review of the Human Rights Situation of Lesbian, Gay, Bisexual, Trans and Intersex People in Europe 2013 This Review covers the period of January -
Sue Sanders/ Schools out UK/ LGBT History Month Archive (SANDERS)
Sue Sanders/ Schools Out UK/ LGBT History Month Archive (SANDERS) ©Bishopsgate Institute Catalogued by Barbara Vesey, August 2017. SANDERS Sue Sanders/Schools Out UK/LGBT History Month Archive 1973-2018 Name of Creator: Sue Sanders/Schools Out UK/LGBT History Month Extent: 45 boxes Administrative/Biographical History: Sue Sanders (b 1947), Emeritus Professor Harvey Milk Institute 2015, is a British LGBTQ+ rights activist who has specialized in challenging oppression in the public and voluntary sectors for over 40 years. After studying at London's New College of Speech and Drama (now part of Middlesex University), where she received a teaching diploma, Sanders studied counselling on alcohol-related problems as well as Gestalt Therapy and contribution training. She also holds qualifications on dealing with stress and trauma. Since 1967 she has been a teacher, tutor and lecturer on women's studies, drama and fighting homophobia in schools, universities and other organisations, both in London and in Sydney, Australia. Since 1984 Sanders has worked as a management consultant and trainer for the public and voluntary sector. A former member of the LGBT Advisory Group to the Metropolitan Police, she was also an independent adviser to the London Criminal Justice Board, and is a member of the Hate Crime Independent Advisory Group for the Ministry of Justice. She was part of the National Union of Teachers LGBT working party (since 1999), a member of the Southwark anti-Homophobic Forum (which she joined in 1997) and a consultant to the Crown Prosecution Service, helping to produce national policy on prosecuting homophobic crimes effectively. In 1996 she co-founded, with Paul Patrick, a consultancy called Chrysalis which delivers training around equal opportunity issues – particularly anti- heterosexism. -
International Association of Pride Organizers 2019 Annual Report 2012 Annual Report
International Association of Pride Organizers 2019 Annual Report 2012 Annual Report InterPride Inc. – International Association of Pride Organizers Founded in 1982, InterPride is the world’s largest organization for organizers of Pride events. InterPride is incorporated in the State of Texas in the USA and is a 501(c)3 tax-exempt organization under US law. It is funded by membership dues, sponsorship, merchandise sales and donations from individuals and organizations. OUR VISION A world where there is full cultural, social and legal equality for all. OUR MISSION Empowering Pride Organizations Worldwide. OUR WORK We promote Lesbian, Gay, Bisexual and Transgender Pride on an international level, to increase networking and communication among Pride Organizations and to encourage diverse communities to hold and attend Pride events and to act as a source of education. InterPride accomplishes it mission with Regional Conferences and an Annual General Meeting and World Conference. At the annual conference, InterPride members network and collaborate on an international scale and take care of the business of the organization. InterPride is a voice for the LGBTQ+ community around the world. We stand up for inequality and fight injustice everywhere. Our members share the latest news about their region with us, so we are able to react internationally and make a difference. Reports contained within this Annual Report are the words, personal accounts and opinions of the authors involved and do not necessarily reflect the views of InterPride as an organization. InterPride accepts no responsibility for the accuracy or completeness of material contained within. InterPride may be contacted via [email protected] or our website: www.interpride.org © 2019 InterPride Inc. -
Eo/02/17/A Equal Opportunities
EO/02/17/A EQUAL OPPORTUNITIES COMMITTEE AGENDA 17th Meeting, 2002 (Session 1) Tuesday 12 November 2002 The Committee will meet at 10.15 am in Committee Room 1, Committee Chambers, George IV Bridge, Edinburgh. 1. Item in private: The Committee will consider whether to take item 5 in private. 2. Taking Stock – Sexual Orientation: The Committee will take evidence from— Hugh Henry MSP, Deputy Minister for Social Justice. 3. Mainstreaming Equality in the Work of Parliamentary Committees: The Committee will consider a paper on themes arising from its consultation. 4. Reporters: The Committee will hear from its Reporters. 5. Gender Inequality in Scotland: The Committee will consider a draft report on a literature review of existing research. ****** The following papers are attached: Agenda Item 2 EO.01.17.01 - Taking Stock submissions Agenda Item 3 EO.02.17.02 - Mainstreaming Equality - themes EO.02.17.03 - Mainstreaming Equality – submissions EO.02.17.04 (P) - Mainstreaming Equality – private submissions Agenda Item 4 EO.02.17.05 - Gender Reporter – Report of fact-finding visit to Inverness EO.02.17.06 - Gender Reporter – Note of meeting with SWAP EO.02.17.06A (P) - Private briefing paper Agenda Item 5 EO.02.17.07 (P) - Draft report on a literature review of existing research Jim Johnston Clerk to the Committee Tel: 0131 348 5211 email: [email protected] EO.02.17.01 Equal Opportunities Committee 17th Meeting 2002 (Session 1), 12 November 2002 Taking Stock – Sexual Orientation Submissions Received Contents: Submission from -
Our LGBT History Icons
National Ambulance LGBT Network Our LGBT History Icons We celebrate LGBT History Month with a look at our Supporting Lesbian, Gay, icons and landmark events Bisexual, Trans staff, patients and communities Adam Williams with the National Committee Copyright © NALGBTN, 2020 26 February 2020 Introduction Each February is LGBT History Month and the perfect time to reflect on the past and how far we This months have come. So this month we asked the National 15 Minute Read was Ambulance LGBT Network committee to think of inspired and produced by their icons and favourite events and write about Adam Williams who is a them for this month’s 15 Minute Read. paramedic at North West Ambulance Service. Adam is Even the people putting this document together also the Chair of the North found it interesting to consider the variety of people West Ambulance LGBT being written about. Alan Turing appeared twice Network and committee and hardly surprising after his story has become member of the National increasingly understood. He topped the poll Ambulance LGBT Network. of the BBC Icons programme last year and will feature on the new £50 note when it is released. Articles are by Adam We’re unlikely to hold one of those for a while! Williams unless stated. Other contributors this Other names are from politics and those who have month are Emma Burrow, played a big part in changing the fortunes of LGBT Alex Ewings, Tony Faraway, people in Britain. Others from popular culture and Alistair Gunn, Joanne sport have kept us well entertained. Read on and Sugden, Gareth Thomas find out more. -
Policing Hate and Bridging Communities: a Qualitative
Policing hate and bridging communities: a qualitative evaluation of relations between LGBT+ people and the police within the North East of England PICKLES, James <http://orcid.org/0000-0001-6605-0631> Available from Sheffield Hallam University Research Archive (SHURA) at: http://shura.shu.ac.uk/24094/ This document is the author deposited version. You are advised to consult the publisher's version if you wish to cite from it. Published version PICKLES, James (2019). Policing hate and bridging communities: a qualitative evaluation of relations between LGBT+ people and the police within the North East of England. Policing and society. Copyright and re-use policy See http://shura.shu.ac.uk/information.html Sheffield Hallam University Research Archive http://shura.shu.ac.uk Abstract The history of policing minority populations has been fraught with persecution and prejudice, which has led to an ingrained mistrust of police forces amongst lesbian, gay, bisexual, and transgender (LGBT+) people. This study uses interview and survey data from LGBT+ participants in the North East of England, to examine perceptions of the police and explore LGBT+ interactions with police officers. Additionally, it draws on interviews taken with criminal justice workers, including LGB&T liaison officers, to scrutinise the effectiveness of efforts made by the police to build trusting relationships. Liaison strategies have been effective in building relationships with LGBT+ community workers. LGBT+ people generally have little to no awareness of the LGB&T liaison role, minimising the roles overall effectiveness and demonstrating a lack of engagement to the wider community. Introduction Relationships between the police and minority groups have historically been fractured and hostile (Chakraborti and Garland, 2009, 2015; Macpherson, 1999; Manning, 2010). -
North Bristol NHS Trust Annual Equality Report 2012-2013.Pdf
North Bristol NHS Trust Annual Equality Report 2012 Human Resources & Development – final 1 December 2013 Annual Equality Report 2012 Table of Contents Introduction……………………………….………………….……….Page 3 Public Sector Equality Duty………………………………………..Page 3 Protected Characteristics………………………………………….Page 4 Equality Delivery System…………………………………………. Page 4 Executive Summary…………………………………………………Page 5 Progress………………………………………………………………Page 6 Meeting the Public Sector Equality Duty - Achievements.......Page 7 Engagement…………………………………………………………..Page 8 EDS Objective: Better Outcomes for Patients………………….Page 9 EDS Objective: Improved Patient Access and Experience…..Page 13 EDS Objectives: Better Outcomes for Staff…………………….Page 13 EDS Objective: Empowered, Engaged and Included Staff…..Page 14 EDS Objective: Inclusive Leadership……………………………Page 17 Gaps……………………………………………………………………Page 17 Conclusion……………………………………………………………Page 18 Human Resources & Development – final 2 December 2013 Introduction North Bristol NHS Trust (NBT) continues to work towards meeting the legal requirements set out under the public sector equality duties of the Equality Act 2010. This report is compiled annually from information provided by different departments on the work they've undertaken during the year and shows some of the innovative activities that demonstrate how the Trust is meeting its legal obligations. NBT is keen to work towards eliminating discrimination, promoting equality and advancing positive relationships between people with protected characteristics and those without them. -
International Association of Pride Organizers
International Association of Pride Organizers 2017 Annual Report 2012 Annual Report InterPride Inc. – International Association of Pride Organizers Founded in 1982, InterPride is the world’s largest organization for organizers of Pride events. InterPride is incorporated in the State of Texas in the USA and is a 501(c)3 tax-exempt organization under US law. It is funded by membership dues, sponsorship, merchandise sales and donations from individuals and organizations. OUR VISION A world where there is full cultural, social and legal equality for all. OUR MISSION Empowering Pride Organizations Worldwide. OUR WORK We promote Lesbian, Gay, Bisexual and Transgender Pride on an international level, to increase networking and communication among Pride Organizations and to encourage diverse communities to hold and attend Pride events and to act as a source of education. InterPride accomplishes it mission with Regional Conferences and an Annual General Meeting and World Conference. At the annual conference, InterPride members network and collaborate on an international scale and take care of the business of the organization. InterPride is a voice for the LGBTI community around the world. We stand up for inequality and fight injustice everywhere. Our member organizations share the latest news so that can react internationally and make a difference. Regional Director reports contained within this Annual Report are the words, personal accounts and opinions of the authors involved and do not necessarily reflect the views of InterPride as an organization. InterPride accepts no responsibility for the accuracy or completeness of material contained within. InterPride may be contacted via email [email protected] or via our website. -
Foi-202000083724
Update: new Bi-Inclusive Workplace Award launched Last updated: 06/09/2018 We are delighted to launch our new Bi-Inclusive Workplace Award. This year, as well as celebrating our Top 100 Employers and our Top Trans Inclusive Employers, we’re launching the Bi-Inclusive Workplace of the Year Award, to celebrate an employer leading the way on bi-inclusion. Please see section ten of the index to enter the awards. 1 / 1 WORKPLACE EQUALITY INDEX 2018: Feedback report WORKPLACE EQUALITY INDEX 2018: FEEDBACK REPORT Scottish Government Government Congratulations on taking part in Stonewall’s 2018 Workplace Equality Index. Regardless of where you ranked, you’ve demonstrated commitment to your LGBT staff and the wider LGBT community. In this report, you will find feedback from Stonewall to help you action plan your year ahead and drive forward LGBT inclusion in your workplace. WHAT THIS REPORT CONTAINS The report is specific to your organisation and tells you the following information: Your scores across the ten different sections of your submission A short qualitative summary on performance across sections Comparison data to the averages of 3 groups of entrants – o The overall average for all entrants o The sector average o The Top 100 average Your employee survey data on key indicators of inclusion Additional information will also be supplied to you: Employee survey data across sector, the overall and Top 100 averages Overall analysis of trans employee survey data and trans inclusion practice HOW TO USE THIS REPORT Your Stonewall Account Manager will organise a feedback meeting with you to talk through the strengths and weaknesses of your current LGBT inclusion work, best practice and give you tips for action planning in the future.