1. Trans: form Melissa Berry & Lesley Soden Equality & Diversity team

2. Gender reassignment – Equality Act As an employer and service provider we know that transgender equality is the most difficult to achieve and often ignored. Out of all the protected characteristics it’s the most challenging as generally people are ignorant and fearful of the unknown and unfamiliar, such as their colleague changing their birth gender

3. Quiz 1.What is a transgender person? 2.What is the percentage of the population who undergo gender reassignment? 3.What is cisgender? 4.Is it unlawful to reveal that someone used to be a women or man? 5.If a man is transitioning to become a women should they use the female or disabled toilets?

6. “I couldn’t change my mind that felt I was a woman so I changed my body”

7. Terms Transgender People, Trans People or Gender Variant People:These are umbrella terms used to describe a whole range of people whose gender identity or gender expression differ in some way from the gender assumptions made about them when they were born. Gender Identity: This is an individual’s internal self-perception of their own gender. A person may identify as a man, as a woman or as androgyne / polygender. Gender Dysphoria: This is a recognised medical condition for which gender reassignment treatment is available. Gender Dysphoria is distress, unhappiness and discomfort experienced by someone about their biological sex not fully matching their gender identity.

8. Other terms Transsexual People: This is a term used to describe people who consistently self-identify as the opposite gender from the gender they were labelled at birth based on their physical body. Depending on the range of options and information available to them during their life, most transsexual people try to find a way to transition to live fully in the gender that they self identify as. Transitioning is also known as gender reassignment. Many, but not all, transsexual people take hormones and some also have surgery to make their physical bodies match their gender identity better. Cross-dressing People: This is a term used to describe people who dress, either occasionally or more regularly, in clothes associated with the opposite gender, as defined by socially accepted norms. Cross-dressing people are generally happy with the gender they were labelled at birth and do not want to permanently alter the physical characteristics of their bodies or change their legal gender. They may dress as the opposite gender for emotional satisfaction, erotic pleasure, or just because they feel more comfortable doing so. Cross- dressing men are sometimes referred to as transvestite men, however this is becoming an increasingly out-dated term and may cause offence. Acquired Gender: This is a term used in the Gender Recognition Act 2004 to mean the gender role that a person has transitioned to live their life in and which matches their self- perceived gender identity. The acquired gender of a male-to-female trans woman is therefore female and the acquired gender of a female-to-male trans man is therefore male.

9. Small numbers - Big impact Based on the size of organisation we could have up to 30 staff suffering with Gender Dysphoria Asking staff to respect difference and the unknown Westminster has a visible trans community / trans sex workers Trans patients will use our walk in centres / District Nursing / we have a trans friendly GP surgery

10. Circle of support Not making the same mistakes as other employers have in the past! – avoid harassment and bullying Tailored support from the E&D team lead by the trans person The impact of not supporting every member of staff within the team can be catastrophic.

11. Circle of support One to one meetings with each team member of the trans person, Weekly meeting with their line manager Regular telephone contact with the trans person including helping them draft an email to send to their colleagues about their transition and the correct use of pronouns (he rather than she). Training session delivered by GIRES for all staff located at the trans staff members’ site.

12. Trans staff equality policy Sets out recruitment protocols – not asking someone if they are transgender. Adjustment of HR records / emails / organisational charts / pensions Inclusion Mx on ESR Privacy – unlawful to disclose someone’s gender reassignment status Public facing roles – changing role if requested during transition Toilets – using the toilet of their gender reassignment. This is considered a mark of the individual’s social acceptance. Time off for appointments – treated same as anyone else who absent due to illness or caring responsibilities.

13. Trans friendly organisation Gathered feedback from trans patients to improve our health services Promote the trans staff equality policy

14. Group Exercise If you group discuss how you would support a member of staff who told you as a colleague or as their line manager that they would be transitioning from a man to a women?

15. My life now The support I received from Melissa and CLCH was amazing, I didn’t expect half of the support, it was phenomenal support and immense understanding. I am no longer living a double life. I am more involved at work, talk to more people and I’m more confident about interacting with patients. To be yourself in a world that is trying to make you something else is the greatest accomplishment I am finally me!