As Acas’s head of mental health and wellbeing! Francoise Woolley! said in a recent article in Personnel Today “Give permission to be kind to yourselves! permission to be at peace with your worries and anxieties.”
The Equality Act 2010 agender and me
Emma Dunn ! Chair! a:gender
Emma Dunn is the Chair of a:gender! the cross-government network supporting trans and intersex staff across government. Emma is intersex and identifies as female; her pronouns are she/her or they/them.
The introduction of the new Equality Act on 1 October 2010 was a pioneering moment for algeria phone number library people everywhere. It brought over 116 pieces of legislation into one single Act and went further than any previous piece of legislation. For the first time! trans people were protected from discrimination on the grounds of gender reassignment.
Earlier landmark rulings such as
P v S and Cornwall County Council in 1996 and Croft v Royal Mail Group in 2003 remain the prevalent pieces of litigation in gender reassignment law! but the new act saw further milestone decisions such as Bisson v Condor Limited in 2016 and be numbers v Jaguar Land Rover which was only reached in the last few weeks.
In the UK! the National LGBT Survey conducted in 2017 by the Government Equalities Office (GEO) found the best tools for automation over half of all trans respondents (more than 7!000 people) described themselves as non-binary. important for many of a:gender’s members! since it confirmed for the first time that discrimination protections extend to non-binary and genderfluid identities! something which had previously been unclear.
Cases such as these demonstrate the complex challenges facing workplaces in achieving equality and inclusion for trans employees. Our developing understanding of the nuances of both sex and gender means that further challenges will inevitably continue to arise. One of the main obstacles is often a reluctance to cause offence. Employees may be aware of the gaps in their understanding and lack the language to confidently discuss issues with trans colleagues where barriers to inclusion are identified.