Call for Evidence the Role of the GEO: Embedding Equalities Across Government
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LGBT Rights at Work
LGBT Rights at Work An advice leaflet for Usdaw Members Rights for Lesbian, Gay, Bisexual and Transgender (LGBT) Workers As a result of many years of Although the Equality Act has not been enacted in Northern Ireland, similar campaigning by lesbian, gay, legislation applies protecting LGBT people bisexual and transgender from discrimination. The information in this leaflet therefore applies equally to LGBT (LGBT) organisations and members in Northern Ireland. Trade Unions, LGBT workers As well as the recent improvements in now enjoy the same rights at legal rights, social attitudes have also dramatically changed but this doesn’t mean work as their heterosexual that harassment and discrimination relating (straight) colleagues. to sexual orientation or gender identity has disappeared from our workplaces. The Equality Act, introduced in October Millions of LGBT workers still don’t feel 2010 in England, Scotland and Wales, made safe enough to be out about their sexual it unlawful for employers to discriminate orientation or gender identity at work and against someone or harass them for reasons thousands of these workers will be Usdaw relating to either their sexual orientation or members. This leaflet summarises the legal their gender identity. rights LGBT members have at work. 1 The issues Gender Identity The law also means that transgender Whilst Usdaw recognises that lesbians, gay members are fully protected from men, bisexuals and transgender members discrimination by the law. A transgender each have distinct and separate problems at person is someone who lives their life in work, they also share a range of concerns a gender different to that in which they and experiences. -
Equality, Diversity and Inclusion Policy 2018 – 2020
Equality, Diversity and Inclusion Policy 2018 – 2020 1 Contents About this document................................................................................................... 4 Introduction ................................................................................................................ 5 What does Equality, Diversity and Inclusion mean to the HCPC? .............................. 5 Legal duties ................................................................................................................ 6 Vision and values ....................................................................................................... 8 Equality, diversity and inclusion objectives ................................................................. 9 Setting measures ..................................................................................................... 10 Measuring success................................................................................................... 10 Accountability ........................................................................................................... 11 More Information ...................................................................................................... 13 Contact us ................................................................................................................ 13 2 About Us We are the Health and Care Professions Council (HCPC). We are a regulator and we were set up to protect the public. To do this, we keep a register of professionals -
Human Rights, Sexual Orientation and Gender Identity in the Commonwealth
Human Rights, Sexual Orientation and Gender Identity in The Commonwealth Struggles for Decriminalisation and Change Edited by Corinne Lennox and Matthew Waites Human Rights, Sexual Orientation and Gender Identity in The Commonwealth: Struggles for Decriminalisation and Change Edited by Corinne Lennox and Matthew Waites © Human Rights Consortium, Institute of Commonwealth Studies, School of Advanced Study, University of London, 2013 This book is published under a Creative Commons Attribution- NonCommercial-NoDerivatives 4.0 International (CC BY-NCND 4.0) license. More information regarding CC licenses is available at https:// creativecommons.org/licenses/ Available to download free at http://www.humanities-digital-library.org ISBN 978-1-912250-13-4 (2018 PDF edition) DOI 10.14296/518.9781912250134 Institute of Commonwealth Studies School of Advanced Study University of London Senate House Malet Street London WC1E 7HU Cover image: Activists at Pride in Entebbe, Uganda, August 2012. Photo © D. David Robinson 2013. Photo originally published in The Advocate (8 August 2012) with approval of Sexual Minorities Uganda (SMUG) and Freedom and Roam Uganda (FARUG). Approval renewed here from SMUG and FARUG, and PRIDE founder Kasha Jacqueline Nabagesera. Published with direct informed consent of the main pictured activist. Contents Abbreviations vii Contributors xi 1 Human rights, sexual orientation and gender identity in the Commonwealth: from history and law to developing activism and transnational dialogues 1 Corinne Lennox and Matthew Waites 2 -
Vision for Change: Acceptance Without Exception for Trans People
A VISION FOR CHANGE Acceptance without exception for trans people 2017-2022 A VISION FOR CHANGE Acceptance without exception for trans people Produced by Stonewall Trans Advisory Group Published by Stonewall [email protected] www.stonewall.org.uk/trans A VISION FOR CHANGE Acceptance without exception for trans people 2017-2022 CONTENTS PAGE 5 INTRODUCTION FROM STONEWALL’S TRANS ADVISORY GROUP PAGE 6 INTRODUCTION FROM RUTH HUNT, CHIEF EXECUTIVE, STONEWALL PAGE 7 HOW TO READ THIS DOCUMENT PAGE 8 A NOTE ON LANGUAGE PAGE 9 EMPOWERING INDIVIDUALS: enabling full participation in everyday and public life by empowering trans people, changing hearts and minds, and creating a network of allies PAGE 9 −−THE CURRENT LANDSCAPE: o Role models o Representation of trans people in public life o Representation of trans people in media o Diversity of experiences o LGBT communities o Role of allies PAGE 11 −−VISION FOR CHANGE PAGE 12 −−STONEWALL’S RESPONSE PAGE 14 −−WHAT OTHERS CAN DO PAGE 16 TRANSFORMING INSTITUTIONS: improving services and workplaces for trans people PAGE 16 −−THE CURRENT LANDSCAPE: o Children, young people and education o Employment o Faith o Hate crime, the Criminal Justice System and support services o Health and social care o Sport PAGE 20 −−VISION FOR CHANGE PAGE 21 −−WHAT SERVICE PROVIDERS CAN DO PAGE 26 −−STONEWALL’S RESPONSE PAGE 28 −−WHAT OTHERS CAN DO PAGE 30 CHANGING LAWS: ensuring equal rights, responsibilities and legal protections for trans people PAGE 30 −−THE CURRENT LANDSCAPE: o The Gender Recognition Act o The Equality Act o Families and marriage o Sex by deception o Recording gender o Asylum PAGE 32 −−VISION FOR CHANGE PAGE 33 −−STONEWALL’S RESPONSE PAGE 34 −−WHAT OTHERS CAN DO PAGE 36 GETTING INVOLVED PAGE 38 GLOSSARY INTRODUCTION FROM STONEWALL’S TRANS ADVISORY GROUP The UK has played an While many of us benefited from the work to give a voice to all parts of trans successes of this time, many more communities, and we are determined important role in the did not. -
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. -
Statutory Code of Practice: Services, Public Functions and Associations
Equality Act 2010 Code of Practice Services, public functions and associations Statutory Code of Practice Equality Act 2010 Code of Practice Services, public functions and associations Statutory Code of Practice Equality Act 2010 Statutory Code of Practice Services, public functions and associations www.equalityhumanrights.com © Equality and Human Rights Commission (2011) The text of this document (this excludes, where present, the Royal Arms and all departmental and agency logos) may be reproduced free of charge in any format or medium providing that it is reproduced accurately and not in a misleading context. The material must be acknowledged as Equality and Human Rights Commission copyright and the document title specified. Where third party material has been identified, permission from the respective copyright holder must be sought. Any enquiries regarding this publication should be sent to us at www.equalityhumanrights.com This publication is also available on www.official-documents.gov.uk ISBN: 9780108509728 ID P002411441 01/11 Printed in the UK by The Stationery Office Limited on behalf of the Controller of Her Majesty’s Stationery Office Printed on paper containing 75% recycled fibre content minimum. Contents 01 Contents 15 Foreword 17 Chapter 1: Introduction 17 Purpose of the Equality Act 2010 18 Status of the Code 18 Scope of the Code 19 Age as a protected characteristic 20 Marriage and Civil Partnership 20 Purpose of the Code 21 Human Rights 22 Large and small service providers 22 How to use the Code 23 Examples in the Code -
The Impact of the Equality Act 2010 on Charities
The Impact of the Equality Act 2010 on Charities Debra Morris, Anne Morris and Jennifer Sigafoos Charity Law & Policy Unit, School of Law and Social Justice, University of Liverpool Published by: Charity Law & Policy Unit University of Liverpool Liverpool L69 7ZA August 2013 website: http://www.liv.ac.uk/law/research/charity-law-and-policy/about/ © Charity Law & Policy Unit ISBN 978-0-9536666-6-9 ii Table of Contents Executive Summary .............................................................................................................................. 1 I Introduction ......................................................................................................................................... 9 II Overview/ General Themes ......................................................................................................... 17 III The Legal Context: Charity Law ................................................................................................ 29 IV The Legal Context: Equality Laws ............................................................................................. 41 V The Legal Context: Interrelation between Charity and Equality Law ........................... 90 VI Case Studies .................................................................................................................................. 104 Religious Charities 104 Higher Education 117 Single-sex Provision 135 Challenges to Public Sector Spending Cuts 142 VII Conclusion and Recommendations .................................................................................... -
It Is Impossible to Know How Much of the Surge in Reported Hate Crimes
It is impossible to know how much of the surge in reported hate crimes against LGBTQ people is due to escalating harassment and violence, and how much is down to the increased willingness of victims to inform the authorities. What we do know that is that recorded homophobic and transphobic hate crimes have jumped every year since 2015, and yet with an estimated four in five still going unreported, the already grisly figures only hint at a far bleaker reality. The incidents vary in nature and severity: from abuse hurled at someone identified as LGBTQ because of their appearance, or mannerisms, or a fleeting or profound show of affection towards a partner; to gay men being beaten and robbed, as happened in a suspected homophobic attack on the streets of Edinburgh last month, or a trans man savagely attacked in Bournemouth earlier this year. “According to our research, many experienced verbal harassment, physical abuse, threatening messages, and damage to property,” says Eloise Stonborough of the LGBTQ civil rights organisation Stonewall. In all cases, there is often a visceral sense of humiliation linked to a sudden invasive reminder that your innate characteristics still drive a section of society to violent disgust. After all the undoubted progress, anti-LGBTQ bigotry remains a kind of secret authoritarian regime in this country. It compels many LGBTQ people to alter their behaviour in order to quietly blend in, or to pretend they are something they are not to relatives, friends and colleagues in order to avoid experiences ranging from the uncomfortable to the outright menacing. -
Meeting the Public Sector Equality Duty Stonewall Scotland Guide To
A GUIDE FOR PUBLIC AUTHORITIES ON MEETING THE PUBLIC SECTOR EQUALITY DUTY A guide for public authorities on meeting the Public Sector Equality Duty 1 2 FOREWORD The Equality Act 2010 and the Public Sector Equality Duty are some of the most important legal safeguards for LGBT equality. They go further than prohibiting discrimination and harassment - they put a legal obligation on public bodies to act to reduce inequalities faced by LGBT people in day to day life. But too many public authorities struggle with these duties, whether it’s setting equality outcomes that have a direct positive impact on issues LGBT people face, or gathering information about the sexual orientation of their employees. This guide is here to help you meet your obligations to LGBT people under the Public Sector Equality Duty, and use the duty to create real change. As well as guiding you through writing equality outcomes to tackle the barriers faced by LGBT people, this guide will show you how to find and use data on LGBT people’s experiences. We’ll also share some of the best practice we’ve gathered through working with public authorities all across Scotland, giving you sample templates and equality outcomes to work with. Public authorities affect our lives every day, making them vital partners in our ongoing work for LGBT equality. Stonewall Scotland already works with public authorities all over Scotland, from criminal justice agencies and health boards to colleges and local authorities, helping them to support and include their LGBT staff and service users. All our work is driven by your needs, so please do take us up on our offer of support. -
Stonewall's Employer Toolkit
SEXUAL ORIENTATION EMPLOYER TOOLKIT Companies are often quite scared to ask the obvious questions and do the simple things because they feel like they should have been doing it anyway. {Kathryn Townsend, Vice President, UK Retail and Business Bank, Barclays Written by Sam Dick and Vignesh Ashok SEXUAL ORIENTATION EMPLOYER TOOLKIT Contents Introduction In the decade since legislation was first introduced in Britain to outlaw Who is this discrimination against lesbian, gay and bisexual people in employment, Stonewall has worked with over 650 employers – employing between them guide for? over 5.5 million people – through the Diversity Champions programme and the 1 annual Workplace Equality Index. The resulting transformation in the culture of 1 many of Britain’s workplaces is significant but there remains lots to do. The very best employers recognise that to deliver value for money to taxpayers, investors, shareholders or donors they need to attract and retain the very best staff. Creating workplace environments where lesbian, gay and bisexual employees want to work and where they feel they can progress makes them Why is sexual more competitive in the market for talent. orientation Many employers are yet to begin creating workplaces that are inclusive of relevant to the lesbian, gay and bisexual people. They often think it is complex and costly. workplace? 2 The experiences of the hundreds of organisations we have worked with have demonstrated that this is simply not the case. Employers from the public, 2 private and third sectors have developed a range of cost-effective practical interventions captured in this guide that have resulted in tangible improvements to the levels of satisfaction of their lesbian, gay and bisexual staff. -
Motherhood and Family Life in Same Sex Relationships. Phd Thesis
Women Parenting Together: Motherhood and Family Life in Same Sex Relationships by Kathryn Almack, BA (Hons), MA Thesis submitted to the University of Nottingham for the degree of Doctor of Philosophy, September 2002 - 1 - Acknowledgements First, I want to thank all the women who took part in this research. I owe them a great deal and remain inspired by them. Thank you to my supervisors, Elizabeth Murphy and Becky Morley. I have benefited much from their intellectual rigour and our discussions of my work, as well as from their unstinting encouragement and support through some hard times. Thanks are also due to Alison Haigh, for her patience and efficiency in dealing with any administrative queries, to Clare Stewart and Alison Taylor, who transcribed my interviews, and to Becky Calcraft, who proof-read my work. I would like to thank the School of Sociology and Social Policy (University of Nottingham), who funded my studies and allowed me to retain the studentship funding when the direction of my research changed. Thanks also to Becky Morley and Gillian Pascall for their help through that early stage, and to other colleagues who have provided ongoing support. In particular, Liz Fox, Ezra Hasson and Sue Parker have made it feel a less isolated endeavour. Personal thanks in hard copy . - 2 - Table of Contents Abstract………………………………………………………………………….i Chapter 1: Introduction………………………………………………………1 1. Aims of the research project…………………………………………….…6 2. ..Structure of thesis…………………………………………………………..7 2.1 Chapter 2: Literature review……………………………………………..7 2.2 Chapter 3: Methodology…………………………………………………8 2.3 Chapter 4: Everyday experiments? Issues in working out routes to conception and donor involvement…………………………….9 2.4 Chapter 5: Making new sense of motherhood. -
Written Evidence Submitted by LGBT+ Labour (GRA1419)
Written evidence submitted by LGBT+ Labour (GRA1419) 27th November 2020 Submission to the Women and Equalities Select Committee Inquiry on reform of the Gender Recognition Act 2004. Summary This is the LGBT+ Labour submission to the Women and Equalities Select Committee Inquiry on reform of the Gender Recognition Act 2004. LGBT+ Labour is an affiliated socialist society of the Labour Party, and we have submitted this response in order to represent and advocate for our trans members. Overall, we find that the changes proposed by the Minister for Women & Equalities to legal gender recognition to be insufficient. The process will still be costly, invasive, unnecessarily long and undignified. We suggest the adoption of the reforms suggested by the Committee, such as the removal of requirements around lived experience, a medical diagnosis and spousal consent would greatly improve the process. However, we also argue that more progress needs to be made outside of an amendment to the GRA. These include improved services for trans survivors of sexual/domestic violence, trans workers and tenants, as well as clarification and reassurance for trans people on the protections they have under the Equality Act. We believe this inquiry takes place in the context of government failure. Three years passed between the government announcement that it was exploring reforms to the GRA (in the direction of a self-declaration model), and its eventual decision not to reform the Act. Over these three years, scare stories and misinformation around GRA reform (especially regarding its relationship to the Equality Act) have gone unchallenged by the government. This has given a space for toxic debate and abuse to thrive wherein trans people (including trans members of LGBT+ Labour), their families and allies have been subject to vile transphobic abuse.