Civil Service Trans and intersex guide - write to your MP

[ResisterRex]

There have been two threads based on the Vice article. Someone has tweeted a link to the document, however, and it's a far cry from what that article said.

We should all be hugely concerned. If this becomes policy, then the entire civil service has adopted self-ID for all its staff.

No MP has scrutinised legislation underpinning "gender fluid", or where anyone can have multiple identities, or that says "non binary" is a legal term.

We need to write to our MPs about this. That's what they're for - the civil service should remember that they cannot bypass Parliament.

twitter.com/terfonyourturf/status/1679928974678401024?s=46&t=WHoOZ_3Kv5G6-FyQuvE0LQ

Now wondering if the kick off of 'omg, its so, like, genocidy and transphobic' is an attempt to get this through without too much kick off.

Shall be kicking off hard, thank you for sharing this.

Now wondering if the kick off of 'omg, its so, like, genocidy and transphobic' is an attempt to get this through without too much kick off.

That's exactly what it looks like. The leak was to a friendly source at Vice. This needs to be pushed back against - hard. It's a massive, massive overreach.

Today it's the civil service, tomorrow, it's where you work. You only need to look what happened with DfE and what's now in schools.

I would say the civil service and all Arms length bodies have been captured. All of our Womens groups are now Gender equality groups etc. The diversity training for new starters shows a transwoman wanting to enter the women's bathroom and a woman saying no with all of her colleagues gossiping about how awful she is and the transwoman crying about how all they want to be is accepted. So from the out set all staff with GC views no its best not to express them.

On the other hand they are also accepting and inclusive of all other diversitys and bringing your whole self to work which is positive.

*know,

This video sounds wrong, any way that can be leaked online and shown to the gov? Civil service is very captured and they are essentially more powerful than the mps!

The draft doc claims that trans people with a GRC can use facilities of acquired gender but that it’s good practice to treat all trans people as if they have a GRC. So self ID for any male that wants access to female spaces.

we need institutions to recognise that people cannot change sex and that women need single sex spaces. It’s a good idea to write to our MPs

As usual, pernicious, underhand and completely arrogant in its entitlements to override all other people's needs, access, inclusion and beliefs.

No mention at all of what you do with the female employees displaced from all facilities and access so that genderologists can feel lovely in their favourite choice of place that provides them with the best emotional comfort.

Fgs Downing Street, do something. How much bloody evidence do you need.

Thanks OP. My MP is an utterly worse than useless SNPer, so I will try to think of others to write to aswell.

Sorry to hear this. Write to Baroness Nicholson instead?

I didn't click on the link, but if it is that anyone can use any bathroom with which they feel comfortable, then that has already been made the policy of a workplace of a friend for a couple of years. The employees were advised that anyone who didn't feel comfortable with this should use one of the two mixed sex individual toilets (in a building where there were hundreds of employees).

"Facilities
78. If the employee has a GRC, they are legally entitled to access toilet facilities in their acquired gender. Should other employees object to this, you should explain that using the correct facilities is the individual’s legal right and forms an important part of gender transition.
79. If the employee is transitioning but does not yet have a GRC, you will need to consider the facilities available in accordance with the Workplace (Health, Safety and Welfare) Regulations 1992:
● If your toilet facilities are gender-neutral and in separate and internally lockable rooms, these can be made available to any employee.

If your toilet facilities are single-sex and self-contained, in separate and individual rooms rather than cubicles, and capable of being secured from inside, the transitioning employee can use those that are the best match for their gender identity.
● If the only such separate and internally lockable facilities are those for disabled employees, you can require a transitioning employee to use these gender-neutral facilities for a reasonable period (which may be as long as the duration of the ‘real life experience’) pending further discussion. However, you must not insist that they continue to use facilities which do not conform to their gender identity.
● In addition, disabled facilities available in the Department’s estate may be used by anyone who prefers to use separate facilities.
80. Your local facilities team can help if you have issues specific to your estate. [DN: add guidance on whether/how to contact local HR team first]
81. Any concerns about facilities usage should be raised in an appropriate manner via line managers or the departmental Dispute Resolution Policy. For support on managing concerns, you should contact [DN: insert Casework or HR support details]."

To give you an idea

If these are very limited in number and availability then this is a fairly straight forward case of discrimination on the basis of belief and any other protected characteristic that prevents someone feeling comfortable to use a mixed sex shared facility.

Sadly we're going to have to keep on and on and on taking these bloody nutjobs to court with all the stress and expense and years it takes, and that's the aim: that the average people will just shut up and bend over and learn to live without equality of access to ensure TQ privilege.

It also says this:

"111. Workplace adjustments remove barriers or a disadvantage. This can be a change to policy, working arrangements or the equipment provided to do a job. Workplace adjustments can be helpful for recording any temporary or permanent changes made to accommodate gender transition or intersex variations.
112. In some instances, it may be helpful to seek medical evidence and/or Occupational Health advice to consider whether adjustments could add value. Any referral to Occupational Health requires the employee’s consent. As with other workplace adjustments, individuals usually do not need to show evidence that adjustments are required.
113. You and the employee should agree on what additional support, if any, will be helpful. It may be that an employee knows exactly what, if anything, they need to remove any barriers at work. In other instances, an employee may experience distress on discovering a variation they were unaware of, or during their gender transition. They may feel that they could benefit from adjustments to their workload or targets while they come to terms with the impact and should discuss this with you.
114. It may be appropriate to complete a Workplace Adjustment Passport for the employee, for example, to support a conversation about any workplace adjustments that may help them. Employees should refer to the Workplace Adjustments guidance before completing a Passport.
115. It is recommended that workplace adjustments are recorded on a Workplace Adjustment Passport and neutral language should be used. This should focus on the support needed rather than the reason for it, to make it easier to pass on to any future managers without compromising confidentiality.
116. Workplace Adjustment Passports should always be stored securely, particularly where they may contain information relating to gender transition; you may decide to keep a hard copy in a sealed envelope, rather than electronically. You may also consider password protection or some other means of secure electronic storage. Not storing the Workplace Adjustment Passport securely could lead to an unlawful disclosure of the employee's gender history."

And:

"Once you have made your proposal, you should:
● have a confidential discussion with your manager, sharing relevant information about your transition and possible impact on your work
● consider if, how and when you would like to communicate your change of gender expression to others
● discuss timescales and leave requirements
● make applications for special leave where time off is needed to attend appointments
● make appointments outside of working hours, or at the beginning or end of the working day, where possible
● consider whether to ask your doctor not to specifically reference gender transition in any fit notes
● discuss any workplace adjustments you may need and consider recording these changes in a Workplace Adjustment Passport
● discuss use of facilities such as toilets
● inform HMRC and any other organisations taking deductions from your pay, of your
change in gender where appropriate
● choose what to disclose to your colleagues about your transition, if anything. There is no obligation to share any information that you are not comfortable sharing."

Alongside definitions like affirming gender, and adding terms such as "genderfluid" and "non binary". So you could pick and mix the bits you like best. And punish those who dissent. Including if you say "well the equality act doesn't actually include gender ID"

"People must not feel excluded because of their sex or gender identity. They should also not feel excluded if they have a gender identity not specifically protected by the Equality Act 2010."

So is the issue no one is scrutinising this properly?

I listened to Maya Forester on this earlier and overall seemed there was a slight positive shift in that we could state facts

However the GRC element puts us no further forward with single sex provision

Stuck in the weeds, very frustrating

I suspect it's a minor token gesture. Much screaming about how terrifyingly transphobic it is, which to some will be genuine because permitting reality to enter the room at all and not fiercely suppress speech always causes meltdowns. But for others, I increasingly suspect that a lot of screaming about how transphobic and genociding it is intended to make MPs and others pat themselves on the back for 'balanced middle ground' that in fact just goes right on fucking over women and imposing the religious empire/big brother.

But then after years of this bullshit and bitter experience, I have learned to be a cynical old cow. The sane establishment need to catch up, but they have us to point it out to them.

As that link share expires later today, here's a copy of the document: https://pdfhost.io/v/fFfs1M3kx_Model_Policy_and_Guidance_Gender_Identity_and_Intersex

Thanks meowgender. Now I've seen this, I'm really concerned. Who do they think they are? They're just ignoring democratic process. Any MP ought to be outraged that civil servants are supplanting them:

www.telegraph.co.uk/politics/2023/07/15/dfe-officals-hit-out-transphobic-civil-service-guidance/