A Whole Systems Approach to LGBT Health And
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Equality, Diversity and Inclusion Disability Confident Employer
Equality, Diversity and Inclusion Aberlour strives to be an employer of choice. We have clear values of Respect, Integrity, Challenge and Innovation. We believe that equality, diversity and inclusion within our workforce strengthens the vital support we give to children and families. Since 2012 we have been promoting the rights of disabled applicants and workers through the Two Tick Scheme and more recently the Disability Confident Scheme. Furthermore since 2017 we have been Stonewall Champions promoting the equality and inclusion of Gay, Bi, Lesbian and Trans individuals. Disability Confident Employer Disability Confident is a government scheme designed to encourage employers to recruit and retain disabled people and those with health conditions. It is voluntary and aims to help employers make the most of the opportunities provided by employing disabled people. For an internal or external applicant, we commit to: • Interviewing all applicants with a disability who meet the essential criteria on a person specification and consider them on their abilities • Providing an inclusive and accessible recruitment process • Being flexible when assessing people, so disabled job applicants have the best opportunity to demonstrate that they can do the job • Making reasonable adjustments during the recruitment process and during employment If appointed as a member of staff, we commit to: • Ensure there is a mechanism in place to discuss, at any time, but at least once a year, what can be done to ensure that you feel supported and able to develop and use your abilities • Make every effort when an employee becomes disabled to ensure that they stay in employment • Take action to ensure that all employees develop an appropriate level of disability awareness to make these commitments work • Review the commitments each year and plan ways to improve the experience for disabled people Further specific details about the guaranteed interview scheme can be found in the attached document explaining the terms and conditions for this post. -
Equality, Diversity and Inclusion)
EQUALITIES, DIVERSITY AND INCLUSION REPORT 2015 This information is available in alternative formats and languages on request. Whiteout courtesy of Barrowland Ballet. Designer: Jason Brown (Image: Pavel Dousek) CONTENTS 3 ................Foreword by Janet Archer 4 ................Board Statement by Richard Findlay 5 ................Creative Scotland: Equalities in Creative Scotland Terminology EDI review 2015/16 Legal Framework Employment 8 ................Equality Outcomes: Progress on mainstreaming equality 26 ............Appendix 1 – Creative Scotland employment data, 2013-15 39 ............Appendix 2 – Annual Returns: employment data from funded organisations, 2012-14 42 ............Appendix 3 – Gender Pay Gap 43 ............Appendix 4 – 2014 Scottish Household Survey Results 47 ............Appendix 5 – Recruitment data, training and development 2 FOREWORD This Equalities, Diversity and Inclusion Mainstreaming report actively engage audiences and participants in diverse, high presents the progress being made by Creative Scotland to quality arts programmes. mainstream equalities and deliver our Equality Outcomes The arts, screen and creative industries are effectively 2013-2017. It is a statutory requirement of the Equality Act mainstreaming equalities, and in some areas – such as arts 2010. and disability – Scotland is internationally recognised as a Scotland is a country where art and culture are highly valued pioneer in disability art practice. as an integral part of our social, emotional, intellectual and But we know there are gaps. From 2016, we expect all economic lives. But Scotland is changing. It is increasingly our funded organisations to have Equalities, Diversity diverse. Our cities are home to a significant and growing and Inclusion Plans in place as a condition of funding. We BAME population. We are an ageing population, and about will respond better to Black, Asian and minority ethnic one in five of us is disabled. -
LGBT History Month 2016
Inner Temple Library LGBT History Month 2016 ‘The overall aim of LGBT History Month is to promote equality and diversity for the benefit of the public. This is done by: increasing the visibility of lesbian, gay, bisexual and transgender (“LGBT”) people, their history, lives and their experiences in the curriculum and culture of educational and other institutions, and the wider community; raising awareness and advancing education on matters affecting the LGBT community; working to make educational and other institutions safe spaces for all LGBT communities; and promoting the welfare of LGBT people, by ensuring that the education system recognises and enables LGBT people to achieve their full potential, so they contribute fully to society and lead fulfilled lives, thus benefiting society as a whole.’ Source: www.lgbthistorymonth.org.uk/about Legal Milestones ‘[A] wallchart has been produced by the Forum for Sexual Orientation and Gender Identity Equality in Further and Higher Education and a group of trade unions in association with Lesbian, Gay, Bisexual and Trans (LGBT) History Month. The aim has been to produce a resource to support those raising awareness of sexual orientation and gender identity equality and diversity. Centred on the United Kingdom, it highlights important legal milestones and identifies visible and significant contributions made by individuals, groups and particularly the labour movement.’ Source: www.lgbthistorymonth.org.uk/wallchart The wallchart is included in this leaflet, and we have created a timeline of important legal milestones. We have highlighted a selection of material held by the Inner Temple Library that could be used to read about these events in more detail. -
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 -
2 LGBT(Web).Pdf
• The RFL have been asked to speak at a number of key events about its work challenging homophobia, such as: • A TUC fringe event – Homophobia in Sport in 2009 • A Stonewall seminar in Sheffield • Yorkshire Forward event • ESTC steward training and events management company • Leeds Metropolitan University sports and leisure course • All UK based Super League clubs signed up to the RFL Stonewall charter to ensure clubs provide an inclusive environment and challenge homophobia. • A number of Rugby League clubs, with support from the RFL, have taken part in various pride events and marches. Rugby League Clubs Stonewall Charter • The RFL has a strong relationship with Pride Sports, UK’s leading organisation for • The RFL joined the Stonewall Diversity Champions in December 2008 and took LGBT sports development and equity part in the 2010 Workplace Equality Index (WEI) where we ranked 169 out of 352 and LGBT History Month which is focusing organisations. The RFL have now submitted our evidence for the second year running on sport as its theme in the lead up to 2012. and hope to see an improvement in our performance in the 2011 ranking. The RFL remains the only National Governing Body (NGB) • Rugby League has been represented over of sport to join the Stonewall Diversity Champions the last 3 years at Manchester Pride Games programme. We are committed to continual improvement and Youth pride Games providing information showing that sport can be inclusive of LGBT people and and an inflatable for the main event and challenge homophobia. running an LGBT friendly Rugby League taster session. -
Sector-Leading and Innovative Practice in Advancing Equality and Diversity
Findings: Sector-leading and innovative practice in advancing equality and diversity Report to HEFCE by the Equality Challenge Unit April 2017 © HEFCE 2017 1 Glossary of terms used in this report = Allies: Within an equality, diversity and inclusion context, ‘ally’ is used for an individual who – while not sharing the equality characteristic – is a declared supporter and advocate of those who have this characteristic. = BME/BAME: ‘Black and minority ethnic’ or ‘Black, Asian and minority ethnic’. Wherever possible we have replicated the preferred usage from the original submissions. For the latest statistics on BME staff and student representation in higher education see Equality Challenge Unit’s (ECU’s) 2016 Equality in Higher Educational Statistical Report = Disability: HEIs use the term disability to refer to a range of impairments and long term health conditions including mental, physical, unseen and visible impairments. For the latest statistics on disabled staff and student representation in Higher Education see ECU’s 2016 Equality in Higher Educational Statistical Report = DSA: Disabled Students’ Allowance = E&D/ED/EDI: Abbreviations for ‘equality and diversity’ or ‘equality, diversity and inclusion’ often used to identify a particular strategy or policy, or a particular team responsible for such work within an institution = HEFCE: Higher Education Funding Council for England = HEI: Higher education institution = LGBT/LGBTQ/LGBT+: Refers to Lesbian, Gay, Bisexual, Transgender, Queer/Questioning. For this report we have endeavoured to use the terminology used by the submitting institution or group. = Professional services: Used throughout to refer to a range of non-academic staff roles. = Reasonable adjustments: The Equality Act 2010 permits institutions to treat a disabled person more favourably than a non-disabled person, and places a duty on them to make reasonable adjustments for staff, students and service users in relation to: a provision, criterion or practice; physical features; auxiliary aids. -
Written Evidence Submitted by the LGBT Foundation (MISS0052)
Written evidence submitted by the LGBT Foundation (MISS0052) About LGBT Foundation LGBT Foundation is a national charity delivering advice, support and information services to lesbian, gay, bisexual and trans communities. With a history dating back to 1975, we campaign for a fair and equal society where all LGBT people can achieve their full potential. Through our services we reduce isolation amongst LGBT communities, help people feel more confident and in control of their lives and enable people to flourish. Together with LGBT communities and their supporters, LGBT Foundation are working to secure a safe, healthy and equal future for all LGBT people Body Image and Eating Disorders There is a range of research to show that LGBT people are more likely to have poor body image and to have an eating disorder. Studies have found that LGBT people are more likely to have an eating disorder and lack in confidence about the way they look.1 2 There is a particularly high prevalence of eating disorders among gay men.3 GBT men are more likely to have an eating disorder compared to men in general.4 13% of GB men have had a problem with their weight or eating in the last year compared 4% of men in general.5 37% of LGB respondents said they would not feel confident seeking help with an eating disorder, compared to 24% of heterosexual people.6 A recent BBC News7 article highlighted some of the body image issues that gay and bi men experience. Shockingly one man said that he had people tell him he was “too ugly to be gay." It was also clear that pressure from social media and dating apps was having a huge impact with another man saying "people having in their profiles 'no fats', or that they're only into masculine and muscular guys, so they don't want anyone that's super skinny." Impact of Covid-19 Covid-19 is worsening issues around poor body image and eating disorders. -
By Yuvraj Joshi
+(,121/,1( Citation: 21 Va. J. Soc. Pol'y & L. 207 2014 Provided by: Yale Law Library Content downloaded/printed from HeinOnline Sat Nov 19 16:44:43 2016 -- Your use of this HeinOnline PDF indicates your acceptance of HeinOnline's Terms and Conditions of the license agreement available at http://heinonline.org/HOL/License -- The search text of this PDF is generated from uncorrected OCR text. -- To obtain permission to use this article beyond the scope of your HeinOnline license, please use: Copyright Information THE TROUBLE WITH INCLUSION Yuvraj Joshi* ABSTRACT Attempts are being made to include members of excluded groups in societal institutions. Inclusion has been proposed as the solution to the injustice caused by exclusion. Yet, inclusion does not always achieve justice and might sometimes perpetuate injustice. This Article provides a framework for understanding inclusion that may fail to achieve social justice and uses this framework to assess the inclusion of lesbians and gays within marriage (marriageequality) and of women and minorities within organizations (organizationaldiversity). The former case study examines the legal and social movement for recognizing same-sex marriage while the latter engages a range of contemporary debates, including workplace diversity, gays in the military, women in armed combat and gender mainstreamingat the UN. Each shows that inclusion is less likely to achieve social justice where it misconstrues injustice, maintains the status quo, decouples from justice, legitimizes the institution or rationalizes injustice. CONTENTS Abstract...............................................207 I. Introduction .............................................. 208 A. Inclusion .......................................... 211 B. Institutions.........................................218 II. Inclusion That May Fail to Achieve Social Justice . ............ 221 A. Inclusion That Misconstrues Injustice ........... -
The First BSUH LGBTQ+ Inclusion Conference 2019 Tuesday, 26Th February 2019 11.30 to 17.00 Brighton Racecourse the First BSUH LGBTQ+ Inclusion Conference 2019
The First BSUH LGBTQ+ Inclusion Conference 2019 Tuesday, 26th February 2019 11.30 to 17.00 Brighton Racecourse The first BSUH LGBTQ+ Inclusion Conference 2019 Agenda Doors Open / Registration 11.30 Stalls open – Networking, Knowledge & Inspiration Zone Vlogging with Ali Hannon – Premier Hall Lunch service begins (hot buffet) – Grandstand Hall 11.45 Coffee/tea – Networking, Knowledge & Inspiration Zone Conference Begins – Premier Hall 13.00 Welcome Alan McCarthy, BSUH Chair Opening Speech 13.15 ‘Leadership for Inclusion’ Dame Marianne Griffiths, BSUH CEO Keynote Address 13.40 Pete Mercer, Stonewall Q&A Session 14.15 Alan McCarthy, Marianne Griffiths, Pete Mercer Introduction to Workshop Session / LGBT History Month 14.30 Nick Groves, LGBTQ+ Network Convenor 14.50 Comfort break Workshop Session – Grandstand Hall 15.00 ‘Journey to True North: Follow the Yellow Brick Road’ 15.30 Tea/coffee service begins Reflections on the Workshop Session 16.15 Denise Farmer, BSUH Chief Workforce & OD Development Director ‘Ask Ali’ / Second Keynote Address 16.20 Ali Hannon, Communications Professional & Comedy Performer Closing Remarks and Next Steps 16.45 Marianne Griffiths, BSUH CEO Delegates Depart Don’t forget to hand in your: 17.00 • Conference Evaluations • ‘What can I do’ / The Fab Five: Big LGBTQ+ Anthems Quiz Cards – Prize Draw 2 The first BSUH LGBTQ+ Inclusion Conference 2019 Notes for Delegates Diverse Voices We’d also love to hear from delegates as part of the The LGBTQ+ umbrella includes many, diverse voices and vlogging and short video interviews during the day, perspectives. We have tried to reflect a range at today’s but these are of course voluntary. -
Prostate Cancer Tests and Treatment: a Guide for Gay and Bisexual Men 2 Prostate Cancer Tests and Treatment: a Guide for Gay and Bisexual Men
Prostate cancer tests and treatment: A guide for gay and bisexual men 2 Prostate cancer tests and treatment: A guide for gay and bisexual men About this booklet This booklet is for gay and bisexual men who are having tests or treatment for prostate cancer. Partners and family of gay or bisexual men may also find it useful. Prostate cancer isn’t more common in gay or bisexual men, and it’s treated in the same way. But if you’re gay, bisexual or a man who has sex with men, you might have some specific questions or concerns. We’ve included information that may be relevant to you, as well as information about the support available. If you’re a gay or bisexual trans man (assigned female at birth but identify as a man) you will not have a prostate so you are not at risk of getting prostate cancer. But you may have a partner who has, or is at risk of getting, prostate cancer. This booklet is designed to be used alongside our more general information on tests and treatments for prostate cancer. Ask your doctor or nurse about the support available to you. You can also speak to our Specialist Nurses, in confidence, on 0800 074 8383 or chat to them online. The following symbols appear throughout the booklet: Our Specialist Nurses Our publications Watch online at prostatecanceruk.org Specialist Nurses 0800 074 8383 prostatecanceruk.org 3 Contents About this booklet ................................................................................................................ 2 What is prostate cancer? .............................................................................................. 4 Testing for prostate cancer ......................................................................................... 7 Treatment for prostate cancer .............................................................................. -
Upcoming Dates for Your Diary
From: < @stonewallscotland.org.uk> Sent: 18 April 2019 16:33 To: < @uws.ac.uk>; < @uws.ac.uk> Subject: RE: Stonewall Scotland - Upcoming Dates for your Diary The source of this email is EXTERNAL to UWS Hi Thank you for your email and for introducing me to – nice to meet you! I will update our systems here. – you will begin to receive our Stonewall email newsletter as the University of West of Scotland is a Stonewall Diversity Champion. I am your main point of contact at Stonewall Scotland, and I will also be emailing you updated and will be in touch with the support that we can offer you. It would be really great to arrange a meeting so that I can talk through the Diversity Champions programme and the benefits that it brings UWS. I understand that it is the first week in your new role, so just let me know when in the next few weeks you may want to meet to discuss this. I am happy to come through to the university. In the meantime, I attach the outline information about the programme. I look forward to meeting you in person soon! Best Wishes (and I hope you both have a nice festive weekend) Stonewall Scotland From: < @stonewallscotland.org.uk> Sent: 17 April 2019 13:18 Subject: Stonewall Scotland - Upcoming Dates for your Diary The source of this email is EXTERNAL to UWS Good Afternoon, I hope you are well. I just wanted to get in touch with you with some information about some upcoming dates that may be of interest of you, and to inform you of some work that Stonewall is doing this spring/summer that you will be able to engage with. -
(DEI) Program and Equity Audit the City of West Linn, Oregon
BerryDunn A PROPOSAL FOR A 4722 North 24th Street, Suite 250 Phoenix, Arizona 85016 Diversity, Equity, and Inclusion (DEI) 207-541-2200 Program and Equity Audit Seth Hedstrom, Principal [email protected] Michelle Kennedy, Project Manager TO BENEFIT [email protected] The City of West Linn, Oregon Proposal Submitted On: May 19, 2020 before 5:00 p.m. May 19, 2020 Mr. John Williams, City Manager City of West Linn 22500 Salamo Road West Linn, Oregon 97068 Dear Mr. Williams: Berry Dunn McNeil & Parker, LLC (BerryDunn) is pleased to submit our proposal in response to the City of West Linn's (the City's) Request for Proposals for a Diversity, Equity, and Inclusion (DEI) Program and Equity Audit. We have read the solicitation, understand its contents, and agree to the terms and conditions therein. Our proposal is a firm and irrevocable offer valid for 120 calendar days from the proposal due date of May 19, 2020. BerryDunn is a certified public accounting and consulting firm with a Government Consulting Practice dedicated to serving state, local, and quasi-governmental agencies. We are a Limited Liability Company (LLC) formed in 1974 with 48 principals and 21 owners, each holding an equal share of the firm’s ownership. We have experienced sustained growth throughout our 46-year history. Our firm is headquartered in Maine with our servicing office in Phoenix, Arizona. We provide consistent, high-quality services to our clients in all 50 states, including local governments in the State of Oregon (the State), and in Canada. We are confident that we are best fit to serve the City and ask that the following key attributes are considered as you evaluate firms to partner with: • The City will benefit from our hands-on experience and our track record which includes work with more than 300 public-sector clients.